Learning isn’t a one-time event, it’s a continuous process that leads to sustained behaviour change.

Yet, some organisations still view learning as a one-off event and have a range of training courses on offer that focus on the development of knowledge and skills. However, is a one-off training course enough for people to retain their newly acquired skills & knowledge?

Statistically, employees can forget as much as 50-80% of what they learnt within a few days of training if learning is not reinforced after the training event.

Insights from research into adult learning provide us with effective strategies for increasing knowledge retention, these include delivering training in shorter sessions and spaced over time. However, is having the knowledge and skills equivalent to putting them into practice and delivering results?


Interestingly, according to Olivero et al (1997), training increases productivity by 22% but when combined with coaching, employee productivity is increased by 88%.

Most organisations agree that to survive, retain talent and keep their competitive advantage in the ever-changing market, they need to invest in the learning and development of their people. Although 90% of large organisations reported using coaching in the last 5 years, how many are utilising it to optimise learning and productivity, and to drive sustained behavioural

change?

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