Two weeks ago, I suggested that learning fails quietly when it relies on memory and motivation.
Let’s go one step further.
If you can’t see the new behaviour, it isn’t happening. Or at least, it isn’t happening reliably enough to matter.
People leave training energised. They try something new once or twice. Then real work takes over.
No signal.
No reinforcement.
No consequence.
No visibility.
So, the organisation reverts to its default settings. Invisible change dies.
And here’s the uncomfortable truth:
The culture will untrain your people faster than you can train them, unless you protect them.
Protection does not mean enthusiasm. It means design.
The programmes that scale with impact don’t rely on goodwill. They make behaviour visible, front and centre.
A prompt appears in the workflow.
An activity is delegated to the learner.
A dashboard shows application.
A buddy has a chat about what’s changed.
A manager reviews observable evidence.
A metric shifts.
Now the new behaviour has protection. Now it survives first contact with reality.
Call to action:
Pick one behaviour your latest programme is meant to change.
- Where does it show up?
- Who can see it?
- What system makes it hard to ignore?
If the answer is “we assume it’s happening”, that’s not a strategy. That’s hope.
If you want to go further:
On 25 February I’ll be exploring how technology supports the levers of transfer, so behaviour becomes visible and scalable in real workflows without relying on memory or heroics.
Details and registration here
