Companies are wasting a staggering amount of time and money on training. In 2023, US companies spent $101.8 billion on training (Training), yet only 12 percent of learners apply these skills at work, leading to wasted resources (Edstellar).
So, how can we ensure training is truly practical? Here are five strategies to make training more impactful and create a significant return on investment.
1. Focus on Understanding and Application
Knowledge alone is not power. It’s the application of that knowledge that drives real impact. Traditional “sit and get” training methods often lead to passive absorption, where much of the information is quickly forgotten, leaving executives disappointed when nothing really changes. To achieve lasting transformation, employees need structured opportunities to actively apply what they’ve learned in the classroom and at their desks.
To go beyond simple memorization and get students to understand what they’re learning genuinely, they must be given an opportunity during training to practice what they’re taught and prepare to apply it in real-world scenarios. For example, in our leadership development intensive, we give students hands-on group and individual exercises throughout the week, culminating in a presentation showcasing their learning. This approach ensures they not only practice but also receive timely feedback.
Once the training session ends, the real work begins. However, managers often expect employees to catch up on outstanding work immediately upon their return, which can be counterproductive. This “hurry up and catch up” mindset hinders incorporating new skills, causing employees to revert to old habits. We’ve observed a dramatic increase in adoption rates and measurable business improvement when managers allow time for employees to implement their new skills without the stress of feeling behind.
2. Create a Distraction-Free Experience
Employees often feel pressured to always be available to their team even during in-person training, which limits their ability to focus and fully absorb what they’re there to learn. This constant state of being on-call creates a culture of incessant task switching, drastically reducing learning retention and productivity.
To address these issues, ensure that students stay off their devices by providing them with tools to apply what they’re learning immediately. Enforce a no-tech policy during training sessions to ensure full participation, keeping learners focused on understanding the material so they can apply it in the real world rather than just taking notes on every word they hear. In virtual environments, encourage learners to create a distraction-free setup by closing unnecessary tabs, turning off notifications, and setting their status to “do not disturb.”
3. Say NO to Boot Camps
Boot camps are designed for “cram and exam,” emphasizing short-term memory retention at the expense of proper understanding. This approach, common in certification training, often results in participants who can pass an exam but struggle to apply their knowledge in real-world scenarios. The lack of time to deeply absorb and practice new concepts makes it difficult for employees to translate what they’ve learned into meaningful workplace contributions.
For example, when we interview project managers for our clients, we can almost immediately tell if someone has merely memorized their certification material or if they can genuinely apply what they’ve been taught. What’s the point of certification if it doesn’t help achieve the outcomes it was designed for?
By shifting the focus from short-term memory to long-term application, you empower employees to go beyond mere qualifications and become true assets to their organizations—capable of driving business value and achieving strategic goals rather than simply meeting procedural standards.
4. Cultivate a Culture of Continuous Learning
Developing talent is both a marathon and a sprint. It requires endurance to foster long-term growth while also seizing immediate opportunities to apply new skills. Start by giving employees immediate opportunities to practice what they’ve learned, supported by a system that encourages continuous application and accountability.
Pairing employees with mentors or coaches helps bridge the gap between theory and practice. We’ve seen how powerful this can be, especially when combined with ongoing coaching—leading to 100 percent long-term success in our programs. Cohort groups with shared accountability and resources like articles or videos can deepen understanding. At the same time, simulations, role-playing, or project-based work give them a safe space to experiment and learn. Regular check-ins and refresher sessions help ensure key concepts stick.
Finally, create an environment where continuous improvement is the norm. Encourage a growth mindset, recognize and reward learning efforts, and make development a regular routine through microlearning and knowledge sharing.
5. Measure Outcomes, Not Just Outputs
One of the biggest mistakes organizations make is measuring the wrong things. Too often, success is defined by the number of people trained rather than the business results achieved. Training isn’t about checking a box; it’s about driving real business outcomes. Be clear on what you’re solving and ensure your training is set up to achieve these results—and then measure them.
Instead of focusing on outputs like certifications, shift your attention to outcomes like improved efficiency and enhanced customer satisfaction. Too often, people are hired based on their certifications, which suggests their value lies in credentials. This mindset can lead to employees trying to apply every technique they’ve learned all at once, which can slow progress rather than speed it up. Not every tool in the toolbox is needed for every job. Teaching people to put common sense into common practice leads to accelerated results.
When you align training goals with strategic business objectives and communicate this clearly to employees, you can collaborate to track the real-world impact. Show them how to measure performance indicators (KPIs), such as projects achieving their intended business outcomes, quality of deliverables, customer satisfaction, and overall business impact. This ensures your training programs are effective and directly contribute to achieving your strategic goals.
By following the tips outlined above, you’ll virtually guarantee a much higher ROI on your training investment, move the needle more effectively in your organization, and accelerate the delivery of your organization’s strategy.
References:
- Training Industry Report (2023). Retrieved from Training Magazine
- Edstellar (2023). Retrieved from Edstellar Blog
