An effective leadership reinforcement program sends a carefully curated message at a specific moment.
Successful reinforcement is not the same as retraining.
Reinforcement is meant to supplement the training you offer by giving your learners effective ways to use their new skills. To deliver effective reinforcement, what information you send and when to send it is paramount.
Does your 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:
15% of your training reinforcement program should focus on the awareness stage. Learners must understand WHY the desired behavior change is important.
25% of your training reinforcement program should focus on knowledge retention. Learners must know HOW to master their new knowledge.
60% of your training reinforcement program should focus on application. Focus on ensuring that learners are applying their newfound skills.
Remember, you cannot evaluate application until you've tested your learners' knowledge levels. Likewise, you cannot expect your learners to apply their training without explaining WHY.
The structure of your reinforcement program should depend on your learning goals and reinforcement objectives.
When you create the right structure with Mindmarker, you will see lasting results. 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.