You’ve probably seen it. A good session. Lots of energy. People leave with notes, ideas, and the best of intentions.
Then Monday happens.
The inbox filled up. Managers asked for the usual things. Team habits kicked back in. The culture gently pulled people towards what felt normal according to all those quiet signals about how things really get done round here. And before long, the old behaviours win.
I said on a webinar last week, “Culture will untrain people faster than you can train them.”
That is why the real test of learning is not what happens in the room. It is what happens afterwards.
Maybe we need to shift the conversation. Away from content and attendance, and towards application and consequence. Away from learning as an event, and towards learning as a process.
Try asking these questions:
What should people be doing differently in 3 to 6 months?
What in the current culture might stop that?
What support before and after the training would give the new behaviour a fighting chance?
Culture has been described as “The way we do things round here”.
So, if we want different results, we need more than a good course. We need to make the new behaviour part of the way things get done round here.
