Training reinforcement is a new concept to many organizations and because of this, it is often confused with training reminders. Training reinforcement goes beyond reminding learners and creates measurable behavior change using meaningful content from your training session.
1. Reinforcement is not sending reminders!
Reinforcement is about changing your learners’ behaviors by helping them apply new knowledge and skills learned during training. Reminders do not add value to your training, reinforcement does.
2. Reinforcement objectives should build onto your training goals.
Training reinforcement takes into account your training goals, learning objectives, and your expected behavior outcomes. We recommend building onto your training goals to determine measurable reinforcement objectives. View our 10-step guide for help with your objectives.
3. Reinforcement focuses on creating lasting behavior change.
- Plan around your expected outcomes
- Do: Reinforce your training content
- Check your results
- Act on your results
4. Create a reinforcement program before the training takes place.
It is important to note that a training reinforcement program should be created before the actual training takes place. This will allow your organization to introduce reinforcement to your learners before training has ended, adding value to your training session. Learn more about how to create an impact training reinforcement program here.
5. Consider the frequency and length of reinforcement.
Carefully consider the frequency of messages and the length of the reinforcement program. Training reinforcement takes into account both the frequency of messages and length of time a program should last. If you do not take into account frequency or timing (among other things), then you are simply reminding your learners and this does not add value.
6. Begin your reinforcement program immediately after training.
Training reinforcement should begin immediately after your training ends. This allows the learner to continue learning past your live training session. It has been proven that learners will begin to forget within days of your last training session, so starting your reinforcement immediately after the last class day is important!
7. Maintain engagement throughout the reinforcement course.
Now that your reinforcement program has begun, it’s important to keep engagement as high as possible. Reinforcement content should be quick, meaningful, and helpful. In addition to the reinforcement program, it is important that management continue to maintain ongoing communication with your learners, whether in person or through email, to increase impact.
8. Determine how you will measure success.
You need to have a plan of action for measuring success. Do you have KPIs that you’d like to achieve at 3, 6, or 9 weeks? Are you determining reinforcement success by individual or overall progress? It’s important that you determine how you will measure the success of your reinforcement program.
Once reinforcement data begins to accumulate, you’ll be able to create actionable intelligence for your organization. Actionable Intelligence is training reinforcement data that is used to make decisions that bring organizational improvement to your learners and training programs.
Training reinforcement may be a relatively new concept for many organizations and it’s often confused with reminder services. Reinforcement goes beyond reminding by using quick, meaningful training content in a structured format, to create behavior change in your learners.
Interested in learning more about Mindmarker? Download Part 1 of the Mindmarker Total Concept: From the Olympics to the 7 Principles of Reinforcement.