The amount of effort that can go into the design and development of a learning intervention can be very significant. If you are dilligent you might even think about measuring some of the benefits......and this is often where things go wrong.
Measuring the benefits of a learning intervention is GOOD but it is important that you make the learning stick. How do you really embed learning after an intervention so that real behaviour has taken place.....permanently? You could show that the training course was a great success but what about 2 weeks later when everyone is back to their usual work environment......?
In the next series of posts I will look at ways to make learning stick in your organisation. With resources tight now this is more important than ever. If you have less money to invest in people development then you need to squeeze everything you can from it!