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Moving the Boulder of Change
Advantage alliance partner Real Learning says there’s no trick to ensuring behavior change: it simply requires a complete set of integrated learning practices. Which ones? The Real Learning white paper, "What Creates Behavior Change?," reveals that it takes an integrated process to move the boulder of change up a hill, and explains why a blended learning approach is the best way to get there.
 Does Training Change Behavior?
(excerpted from "What Creates Behavior Change?")
Your gut sense tells you that training is vital. Yet, you also feel the return on training is hard to measure and possibly not as great as you would like. That’s why training is an easy target for cuts in tough economic times.
The conventional view of training goes something like this: Participants feel energized as they finish good training sessions. Then their knowledge retention drops off. Some use the skills they learned. Some don’t. Before long, the training’s impact on workplace behavior is hard to discern.
So, how do you change behavior?
Moving a giant boulder up a hill requires more than leaning into the rock with your shoulder and pushing. A good shove may provide a bit of movement, but the boulder will very likely roll back to its starting place. (Remember Sisyphus?)
Real movement requires surveying the situation, knowing where you want the boulder to go and how you’ll get it there, applying the force, and keeping the boulder moving once it crests the top of the hill.
Change is a process; it’s not an event. Learning is the same. Changed workplace behavior requires not one training session but rather a sequence of events or experiences that together deliver desired results.
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