Changing behaviours in the workplace

Whilst every L&D team hopes that their training programmes will engage and inspire, there are often concerns about the successfulness of programmes; will they leave a lasting impression long after the training has finished, or will the training be forgotten as soon as learners leave the classroom?

Many organisations make the mistake of not actively reinforcing their training programme following its completion. As a result, much of the knowledge and skills taught during the training are forgotten within two weeks, making the programme redundant.

However, if a structured reinforcement programme is implemented your learning goals will continue to be at the forefront of all training activities. Whether this is in the form of follow-up classroom sessions, or optional e-learning courses online that provides your employees with the opportunity to reinforce their learning and build up their skillset, organisations should be responsible in arranging catch-up or reminder sessions.

Many organisations find it useful to determine what they are looking to achieve prior to implementing learning. By defining your learning goals upfront, you will be better equipped to change behaviours by using your data intelligently to align results with your organisational goals.

Monitoring progress

Organisations should monitor progress through their LMS analytics to understand if the course is achieving its goals; individuals can be identified as either embracing the changes, or as requiring further support and targeted coaching if they are falling behind.

In using your LMS analytics in this way, you can ensure that future learning campaigns are tailored to individuals – or even encourage line managers to get more involved with their team’s development by adding learning goals to their performance goals.

By making use of your analytics and understanding the reasons behind them, you will be able to better tailor future learning campaigns to your users’ needs. With consistent support and nurturing, new habits can be formed overtime that are aligned to your organisational objectives.

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