Training Industry Magazine - March/April 2018 - 38

The Manager's Role in
Reinforcing Learning
By Julie Kirsch, CPTM, and Shannon Wzientek, CPLP

Development doesn't end when
the program concludes; it's only just
begun. Having regular opportunities
to practice skills on the job promotes
retention. Learners change their
behavior when their direct managers
and leaders provide continual
reinforcement through a series
of communications and activities
before, during and after the program
takes place.

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What Defines Success?
What happens in the classroom is
just the beginning; it's what happens
after the door closes that matters. The
effectiveness of training is assessed on
knowledge transfer, application and
results, a combination that can't happen
without retention. Simply put, retention
requires the information to stick, after
which it can be recalled, applied and
make the impact intended. Once the
skills and behaviors are inherent, then
you have reached success, helping to
increase proficiency and shape a leader.

Unfortunately, this ideal scenario
often isn't reality. Studies indicate
that 70 percent of information is lost
in 24 hours and 90 percent within a
week, according to Dr. Art Kohn. These
numbers are unsettling, considering
that U.S. training expenditures totaled
over $70 billion in 2014.

Take Action
Applying adult learning theory and
instructional design naturally promotes
retention. Make learning experiential
and active, highlight relevancy through

Table of Contents for the Digital Edition of Training Industry Magazine - March/April 2018