Training techniques that build lasting change capability

Many large transformations or change initiatives are unsuccessful because employees have not fully adopted the new ways of working or tools or systems implemented. This could be due to a lack of understanding of why employees should engage in the new ways of working or a lack of skills required or confidence to fully utilise the new tools or systems.

Why Training matters

Training strategies ensure employees are aware of and understand:

• What they need to learn?
• Why they need to do perform new tasks?
• How to perform new tasks or do these tasks differently?
• Where to go for additional support?
• How success will be measured?

An effective training strategy ensures employees are sufficiently equipped with the knowledge and skills to engage with and adopt the new ways of working. Typically, it outlines the change training required for the skills development and organisational learning across the wider environment. This investment will build employee confidence and provide the best possibility of building lasting change capability.

People often have different learning styles, and a comprehensive training plan should include multiple training approaches and techniques to accommodate all learning needs, maximise engagement and behavioural change.

Training Techniques

Below are some highly recommended training techniques and associated benefits.

Most large organisations benefit from applying a blended approach consisting of a mixture of instructor led training, e-learning supported by resource support tools and post go-live coaching and reinforcement.

How to Build Organisation Learning Capability

Building organisational learning capability involves creating an environment where people feel psychologically safe to “learn, test and trial” while improving their knowledge to achieve better business outcomes. It goes beyond training and focuses on making learning part of everyday work.

Key Components of Organisational Learning Capability are:

Create a Learning Culture – where employees are encouraged to:

• ask questions and challenge existing ways of working
• seek knowledge, be innovative and continuously learn
• experiment without fear of failure or judgement
• openly share and celebrate learning from both successes and failures.

Strengthen Leadership Commitment – where Leaders play a critical role in shaping and role modelling learning behaviours by:

• actively participating in learning programmes
• including learning goals in leadership objectives
• allocating time and budget to invest in employee development
• coaching employees in self-development

Establish and Strengthen Knowledge Management Practices – to enable critical knowledge to be captured, organised, and easily accessible, particularly when employees move roles. This may include:

• developing knowledge repositories and intranet sites
• documenting lessons learned from projects

Facilitated by using collaboration platforms such as Microsoft Teams, SharePoint and Viva Engage.

Encourage Knowledge Sharing and Collaboration – to enable employees to share and learn from their experiences, reducing duplication of effort and accelerating innovation by:

• establishing communities of practice
• creating internal expert networks
• running lunch and learn sessions
• running innovation forums
• holding internal networking events

Build Learning into Daily Work – is most effective when integrated into everyday activities, rather than one-time training events. This may include examples such as:

• stretch assignments
• job rotations
• shadowing and mentoring
• cross functional team working
• learning through projects

Develop Continuous Learning Pathways – by moving from one-time training events to ongoing development journeys, where employees have access to learning throughout their careers. Organisations may provide access to:

• learning platforms
• a blended learning approach including e-learning, instructor led training, microlearning
• role based pathways and associated learning curricula
• webinars
• conferences
• Professional qualifications
• Industry events

Leverage Technology and Data – to make learning more accessible and scalable through tools such as:

• Learning Management Systems (LMS)
• Collaboration tools
• Knowledge sharing platforms
• AI-powered learning assistants

How to Measure Training Effectiveness

Learning capability should be measured alongside other operational performance metrics to assess how learning is improving business performance and may include:

Key Performance Indicators (KPIs) such as:

• Training completion rates
• Assessment scores
• Skills proficiency levels
• Business performance improvements

Adoption metrics such as:

• Adoption of new processes
• System or Tool usage
• Employee engagement scores
• Number and type of queries received through Early Life support

There are several tools available to support this measurement such as Power BI, Tableau or Microsoft Viva Insights and additional guidance on how to measure adoption.

The most successful organisations manage training as on-going capability building rather than a one-off event. By reinforcing learning over time and fostering a continuous improvement culture where employees are encouraged to learn through trial and error, organisations develop a workforce who become confident and better equipped to deliver future transformations and build lasting change capability.

Do you need Change Management expertise?

At Project One, our team of experienced change and programme management professionals brings hands-on expertise to drive complex transformation programmes. We combine leadership, governance, and delivery capability to help customers achieve sustainable business performance improvements faster and with greater certainty. If you are embarking on or already delivering a transformation programme and would like some guidance or just a sounding board, please get in touch via theteam@projectone.com.