How to Develop & Reinforce Leadership Training Programs

Developing Your Leadership Training

How to Develop & Reinforce Leadership Training Programs

You cannot construct an effective leadership reinforcement program by pushing all information to your learners at once. You must shift your mindset by asking yourself, "what information do I need to send at this time to produce the desired behavior change?" 

Reinforcement Is More Than Reminding

Too many companies strive to reinforce training, but end up retraining. When you reinforce learning, you should not simply cut up your existing training course into bite-sized pieces.

Reinforcement is meant to supplement the basic training you offer by giving your learners effective ways to use their skills and knowledge to boost performance.  To deliver effective reinforcement, think about what information you need to send and when to send it.

3 Phases of Behavior Change

Do your learners know what behaviors to change and why? Does your leadership development training program focus on achieving the 3 phases of behavior change? 

Phase 1: Awareness
Phase 2: Knowledge/Skills
Phase 3: Application 

Your training reinforcement program should follow the 15/25/60 model outlined below:
15% of your training reinforcement program should focus on the awareness stage. Learners must understand WHY achieving the desired behavior change is important to them. 

25% of your training reinforcement program should focus on knowledge retention.Learners must know HOW to master their new knowledge and skills. Did your learners receive enough information during your training? Is the information given to your learners sufficient enough to achieve your desired impact and begin to change their behaviors?

60% of your training reinforcement program should focus on application. The last phase should focus on ensuring that learners are implementing the knowledge and skills learned in training.

Constructing Reinforcement Leadership Training Programs

Remember, you cannot evaluate application until you've tested your learners' knowledge levels. Otherwise, you risk quizzing learners on applying knowledge or skills that they lack. Likewise, you cannot encourage or expect your learners to apply their training and change their behaviors without explaining WHY.

There are many ways that you can structure a reinforcement program. The structure of your reinforcement program should depend on your learning goals and reinforcement objectives

When you create the right structure, one that leads participants from awareness to knowledge to application, you will see the results you seek. Learn more about how to determine your reinforcement objectives in our step-by-step guide. Download the 10-Step Guide to Determine Your Reinforcement Objectives.

Download Guide »

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About Mindmarker

Mindmarker addresses a common problem: learners return from a training or eLearning course and quickly forget the information they just learned and revert back to old habits. For training to have the most impact, it has to be reinforced. Read more about us »
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