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Performance,  Transformed

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— - Organization Development Consultant

Learning Reinforcement - Ways to Make it Stick in Business 

Sarah A Scala, M. Ed & OD
Reading Time: 2 minutes

Wouldn't it be great if we could send people to a training workshop and have them finish with all the skills and knowledge that they need on the job? That rarely happens with a  training course on its own. Retention of learning is optimized and increased when there are support tools and resources in place. The more that experiential learning methods can be included, the better.

Follow-up tools are as important as the actual course content. For many of my courses, workshops, coaching sessions, and interventions, I have designed follow-up resources to reinforce, remind, and hold learners accountable for using their new skills and behaviors.

Sometimes these are short emails that go out weekly for a few consecutive weeks after the course as a reminder of the lessons and ways to practice. Other times, this has included a simple email to the participant’s leader or manager reminding them of the course objectives, behaviors or skills they should now see on the job, and a few questions to ask or ways they can hold the learner accountable. Another follow-up tool I often use is to have participants select accountability partners to work with in class, and assign after-class meetings with partners as homework to promote accountability.

Many clients have shared that these follow-up processes have been very helpful in reinforcing and retention of learning when people return to work. Whether it's to follow up on Myers-Briggs, Situational Leadership II®, Train-the-Trainer, or Team Effectiveness programs, people need reminders and reinforcements.

What are some ways that you have successfully implemented follow-up strategies when it comes to your learning for leadership development programs? Please share in the comments. If you have specific questions, ask me. I'm happy to help.

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