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Neuroscience in the WorkplaceHow to Make Sure Training Sticks
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Tom Watson, Ph.D.Watson Training & Development
www.Watson-Training.com
Topics
• The myths and realities about workforcetraining
• Why most money invested on training iswasted
• Why skills won’t be used unless they areingrained
• How to ingrain skills: rewiring the brain—lessons learned from brain science
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Topics
• Tips on how to ingrain what is learned intraining: how to make training stick
• Measuring the results of training on fourlevels
• Q and A
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Myths and Realities about Training
• Don’t let mythsderail yourtraining
• Know therealities
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Myths about Training
Myth #1: Whenemployees have skilldeficits, invest in thebest training you canfind, and yourperformance problemswill be “fixed.”
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Realities about Training
Reality #1: Without follow-through, reinforcement,feedback, encouragement and accountability, asmuch as 90% of all classroom instruction doesn’t“stick” in the workplace.Only a fraction of what you spend on trainingactually changes behavior—maybe only 10%.“American companies spend $100 billion each yearon training and only 10% transfers back to the job.”Dr. Dennis E. Coates, president of Prostar Coaching
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These alone do not change behavior.
Even the best training programsdon’t automatically improve performance.
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What do people actually DOwhen they’re in a situation
where they have to USEthe skill?
The true test…
The true test…
Usually they don’t have time to think aboutwhat they learned.
They only have time
to REACT.
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Myths about Training
Myth #2: If peoplevalue what theylearned intraining, they’ll doit on the job.
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Realities about Training
Reality #2: At work, people usuallydon’t think about how to act;instead, they automatically engageingrained work habits.
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They automatically do what alreadyfeels familiar and comfortable.
Myths about Training
Myth #3: If motivated,people will learn whatto do in training, andthey’ll begin using thenew skills after theyreturn to work.
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Realities about Training
Reality #3: To ingrain a new skill, peoplehave to rewire their brains—they haveto apply the skill over and over until therelated brain cells connect into a newneural pathway, a process that takes farmore time than is available in a trainingprogram.
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You have to connect the circuits to:
Play a new sport
Eat the right foods
Master a skill
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Do it often and it gets easier.
But how do you get there?
Practice…Practice…Practice
PracticeMakesPermanent
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Your old habits arehard-wired in your
brain.
Familiar, well-traveled road
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You have to builda new super-highway.
How to Make Training Stick: IngrainingWhat is Learned
Prior to training discuss what the training isabout with participants, why it is important,your expectations and how you will measureimprovements.Be sure to include an action planning tool
within the trainingAfter training, review participants’ action
plans and establish performance goals relatedto the training.
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How to Make Training Stick: IngrainingWhat is LearnedBe sure to ask participants to tell you what
they learned and how they will apply the skillson the job.Meet with participants on a regular basis and
ask them to give you examples of when/howthe skills were applied.Be ready to coach performance when
necessary.
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Learners need a Coach.
Demonstrates the skill
Gives feedback
Affirms abilities
Holds accountable
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Measuring the Results of Training*
Level 1: ReactionLevel 2: LearningLevel 3: Behavioral ApplicationLevel 4: Results (ROI)*(Based on the work of Dr. Donald Kirkpatrick)
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Additional Resources
If you would like a 56 page e-book entitledThe Dark Secret of HRD, please contact:Dr. Tom [email protected]
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