Program Design

Program Design Can Make All the Difference

How to Design an Impactful Training Reinforcement Program

The right design can be the difference between an impactful program and one that fails to create lasting change.

Start with Why

Sending receptive emails or reminders of previous training material does not create lasting impact

Instead, begin by thinking about the desired behavior changes you want your learners to make.

Establish Objectives

Reinforcement objectives differ from training goals. A training goal focuses on the learner's knowledge on how to do something. With reinforcement, focus shifts toward a more sophisticated model of applying their new skills on the job.

You must determine your reinforcement objectives to design a program that has impact. What do you want learners to gain from the training?

After you determine your objectives, you can start to develop your Mindmarker training reinforcement program. We recommend designing a program using our Comprehensive Reinforcement Program Checklist.

Create Connections

Once you have designed the course program, ask yourself if learners will naturally transition from knowledge retention to application. 

We recommend a 21-point approach, where 19-21 Mindmarkers is excellent and 15-18 is very good. Under 10 points is weak and will not reinforce skills.

Change Behavior

When learners begin changing their behavior as a result of the reinforcement program, ask them to provide feedback. Building a survey allows learners to reflect upon their experience.

Continue to refine your objectives and establish your goals. Download our Comprehensive Reinforcement Program Checklist to learn how to design a strong training reinforcement program.

Program Checklist
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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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