L&D expertise shared by Paul Matthews

Behaviour change, learning workflows, learning transfer… this is a one stop place for articles by Paul Matthews published on other sites.

The articles and blogs cover learning workflows, learning transfer, behaviour change and other areas of best practice to enable Learning & Development to develop their strategy and have the tools to work with so they are trusted by the business.

In the words of Robin Hoyle, Chair of the World of Learning Conference, “Too much of what learning teams do is well intentioned but ultimately underwhelming. Paul Matthews’ excellent work is packed with actionable hints, tips and strategies which will enhance the work of anyone who is serious about ensuring that learning interventions make a positive difference to employee’s skills and an organisation’s capability.”

So read on for things you can use right now, and make a difference. And pop back here now and again to read the latest published articles…


Designing Training Programmes for Behavior Change magazine article with cup of coffee on table

Designing Training Programs for Behavior Change

Published in Training Industry Magazine – Summer 2022 issue

When a company invests in learning and development (L&D) initiatives, what do they want to get in return?

Sometimes they need to invest in training to meet regulatory and compliance requirements, but most of the time they want people to do their jobs better. They want their employees to consistently behave in new ways so that they more effectively and efficiently execute the company strategy. They want behavior change.

Read the full article here


City scene reflected in a body of waterFive unexpected barriers to learning transfer

Published on TrainingZone on 8 July 2022

A lack of learning transfer is costing organisations money and preventing employees from doing their jobs properly. Here’s what can L&D do about it.

Learning and development professionals have long been aware of the lack of learning transfer from training events, but typically, little is done about it. Training is delivered, and L&D moves on to the next room of people.

Read the full article here


happy man driving car and showing thumbs upA story about learning and development – on a journey

Published in the People Development Magazine on 22 March 2022

Here we are going to discuss an analogy about learning and development to illustrate the critical role L&D have in your organisation.

Just imagine for a moment that you have a rather tired old car. It can get you to the shops and back, and for now, that’s all you need. Then something unexpected happens. As a result, you need to take your old car to a town over 300 miles away. Hmm, that’s a bit further than the supermarket.

Like any sensible person, you take your car for a check to see if it fits the journey. The mechanic has good news and bad news.

Then there is your second story, which is much like the first but for an L&D scenario.

Imagine you are the CEO of a company. It is trading OK, but then you have an unexpected idea, a vision of what could be possible if the company transitioned from what it is now into doing things differently.

Read the full article here


The difference between ‘learning workflow’ and ‘learning in the workflow’

Published on TrainingZone on 2 February 2022

Understanding the differences between ‘learning workflow’ and ‘learning in the workflow’ can avoid needless confusion, and help L&D professionals create more effective and efficient training programmes, writes Paul Matthews.

All Learning and Development (L&D) programmes have an end goal they need to achieve. In most cases, the goal is to provide employees with new skills and knowledge, which will lead to them achieving better results. Enabling your employees to get from where they are, using their current behaviour, to where you want them to be, using the desired behaviour, is a journey.

Read the full article here to get clarity on the difference, why it matters and what needs to happen next…


Published on TrainingJournal (TJ) on 19 August 2021

TJ highlights a section of the new book from the mind of learning transfer expert Paul Matthews.

For most behavioural change outcomes you will find the package you design using the approach above will be a blend of many components; it will have content such as elearning or videos, contributions from a trainer, on-the-job practice with feedback, opportunities for discussion and collaboration, and significant manager involvement. It won’t be a once and done event, virtual or otherwise; and it certainly won’t be an old-style training course that has been ‘webinised’.

Read the full article here


Feature: What drives real change?

Published in Learning Magazine in December 2020

Paul Matthews believes behaviour change needs a workflow solution, not a learning one.

Learning without doing does not lead to behaviour change. So, what is a recipe for behaviour change?

Read the full article here


Sign with Purpose written on it, pointing rightHow to establish the real purpose of training

Published in the People Development Magazine in December 2020

I thought the real purpose of training is obvious, but apparently not. If an organisation is spending a lot of money and time on something you would think that observing what they are doing would enable you to deduce their reason for doing it. If I were to look at training in your company, what would I see?

Paul Matthews discusses how to establish the real purpose of training and its importance for sustainable behaviour change.

Read the full article here