When learning spikes then fades.
How often does understanding spike during training, then abandon people when they need to apply it?
If you're finding that's what happens with the 'mastery' of a topic you signed up for—during training it's all clear, and afterward it's all opaque—the most widely used approach to training fell short again. If you thought at the end of a workshop that old habits would be replaced by new—that shiny, virtuous practices would crowd out the crusty, failed ones—and they are not, you can either blame the attendee for not working hard enough at it or you can re-examine the learning patterns.
Generally, professional education sets out to cover a lot of material quickly over a day or three. Topics 'build on each other' during that time. Session after session opens eyes, builds enthusiasm. People set new, better objectives for themselves and their teams. There's no arguing the notions behind this approach are correct to a point: trainings of this sort are very good for creating an initial understanding and sense of resolve. They are not so good, however, at clearing out the old and ushering in the new.
See it. Do it. Teach it.
More is needed for people to put their 'training takeaways' to work. The solution will sound familiar: see it, do it, teach it. Reliably implementing this pattern is often harder than it sounds, primarily because once people leave the training they also lose their coaches and return to their old schedules. To break the cycle of discover-decide-forget, people need ongoing opportunities to focus back on the new ideas, put them to work deliberately, and get feedback.
Individualized plans for solidifying skills following this pattern, along with ongoing coaching, are core Ownsourcing notions. Talk with us about how to ensure the benefits of training continue to grow after the initial enthusiasm. We'll help you set up the opportunities and patterns internally, and be on hand to help maintain them.