Billions
are spent each year on employee learning and development. The classroom learning
may be accomplished but that’s where the process ends. The new skills are not
being applied in the work place. Why not?
Because
most learning providers do not fully understand or appreciate that the brain
may take in new knowledge but old habits and behaviors are hard to change.
If
you want to ensure the transfer of training when the training program is over,
consider that emotions may be getting in the way in three areas:
- Clear expectations and performance objectives need to be set prior to the session. Otherwise, it is easier to revert to old ways and one’s comfort zone.
- When you train some employees and not others, the newly trained employee may meet stiff resistance from the others…unless you make it clear that you approve and support the new skills.
- Trying new methods can be risky. Unless you support employees as they test out their new skills, they will quickly put them back on the shelf with their training manual.
