US Organizations invest over $14 billion annually in leadership training. Despite these expenditures, 86% of global HR and business leaders still say that leadership development remains a top issue.Participants typically only remember 23% of what they learned during a leadership training program. Not to mention, that number goes down every day afterward. So, what are the primary factors causing this problem?
1. Training Reinforcement is Inconsistent or Nonexistent
For a leadership training program to effectively drive behavior change, reinforcement is critical. Just because participants complete a training program, doesn't mean they are immediately going to change their behavior.
The skills developed through a leadership training course are only valuable if they improve participants' performance in the workplace.
If reinforcement is too focused on knowledge retention and participants aren't provided with the proper environment for personal development, the learner's behaviors will not change.
It is helpful to offer a personalized approach to training reinforcement. Behavior change is promoted when each participant has the chance to apply the reinforcement training at their own pace.
Leadership training fails when measurements pertaining to behavior change are not implemented.
Organizations often make the mistake of basing their reinforcement program on training goals, but that is not the same as reinforcement objectives.
By outlining specific reinforcement objectives, you create a baseline for measuring the effectiveness of different leadership training programs. Goal-setting is still important for measuring long-term knowledge retention and behavior change, but it is not everything.
Demotivation happens when the training is too generalized. So, a good reinforcement program indicates the exact knowledge gap each learner has and supports them to close that gap. Reinforcing a challenging topic helps the learner stay more motivated and interested in the program.
A reinforcement program must be focused on applying and reflecting on knowledge for personal development. Always remember: the purpose of reinforcement is not re-training.
The way the content is written and presented must be specific and recognizable for each leader. It is also important to think about the timing of each reinforcement message.
A successful program must be flexible and adapt to the learner. Learn more about our proven methodology in our eBook, The Science Behind Mindmarker.