Learning · 2 min read
Turning training into workplace application
Why learning fades after a workshop, and the simple routines managers can use to make sure new skills show up in day-to-day work.
Published
Organisations rarely regret what they spend on learning; they regret the learning that never reaches the job. The difference is usually not the quality of the course but what happens in the weeks afterwards.
Before the learning
Managers should agree with each participant what they want to do differently and where they will try it. A single, concrete intention — for example, running shorter weekly team check-ins — is more useful than a list of topics.
Immediately after
- Ask participants to name one commitment they will act on within seven days.
- Remove an obstacle: time in the diary, a template or permission to try something new.
- Make the commitment visible to the manager so it can be followed up.
Over the following weeks
Short, regular conversations matter more than formal reviews. Ask what was tried, what happened and what will be adjusted. Recognise attempts, not just successes — new habits are fragile at first.
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Leadership & Workforce Effectiveness
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