The only genuine finish line for any training is when behaviour has changed and there is a measureable change to performance and effectiveness as a result.

The Six Disciplines of Breakthrough Learning: How to turn training and development into business results (2010) by Calhoun Wick, Roy Pollock and Andy Jefferson.

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People don’t change by being reminded to change. In fact reminding them to change could have the opposite effect.

How the training is delivered makes very little difference to whether or not people will use that training in their daily working lives. Training professionals could and do argue that this is incorrect.

‘tangible rewards tend to have a substantially negative effect on intrinsic motivation’.

The real objective of training is to change what people do, not just impact on what they know.

There are two distinct parts to effective training. The first is the transfer of learning to the participant. The second is the transfer of learning from the participant into the workplace, as evidenced by behaviour change.

That process is called Turning Learning into Action®