Learning and Development Implementation
Organisations and leaders accept that a key competitive advantage available to any organisation lies in the skills and capabilities of its employees. It follows that leaders and organisations recognise the importance of investing in training and development initiatives. Unfortunately, this is rarely done well. Indeed, some research has suggested that 80% of training expenditure is wasted. That’s particularly concerning in times of tight budgets and attention on ROI.
Perseverance and resilience are key to long-term success and are increasingly sought after in employees. In contrast, failure is a dirty word. It makes us uncomfortable and we try to hide our own failures from others fearing it is a sign of inadequacy.
1. Don’t embed the learning through an ongoing continual process
Learning and development is all about changing habits, and we all know that changing habits requires more than a once-off event. Indeed, research shows it takes between 18 and 254 days to change a habit (not the 21-28 days that you see so often. So if you want to fail at delivering high-quality effective training then you want to make sure that you don’t embed the learning and make it habit forming.