Most training is measured by attendance and satisfaction scores. Neither tells you whether anything changed on Monday morning. The uncomfortable truth is that the majority of corporate programmes produce a short-lived spike in motivation and almost no lasting change in behaviour.
The transfer problem
Learning that isn’t reinforced by the environment decays fast. People return to the same incentives, the same managers, and the same workflows that shaped their old habits. Without deliberate reinforcement, the workshop never had a chance.
We design for transfer first: clear behavioural outcomes, manager involvement, spaced practice, and a measurement plan that tracks performance — not just completion.
Most training is measured by attendance and satisfaction scores. Neither tells you whether anything changed on Monday morning. The uncomfortable truth is that the majority of corporate programmes produce a short-lived spike in motivation and almost no lasting change in behaviour.
The transfer problem
Learning that isn’t reinforced by the environment decays fast. People return to the same incentives, the same managers, and the same workflows that shaped their old habits. Without deliberate reinforcement, the workshop never had a chance.
We design for transfer first: clear behavioural outcomes, manager involvement, spaced practice, and a measurement plan that tracks performance — not just completion.
AUTHOR
Dawit