Feature


Learning without doing does not lead to behaviour change


Learning without doing does not lead to behaviour change. Then they have to do those different things enough times to get to a threshold level of competence. Then they probably need to do them even more times to develop the new behaviour into a habit that will be sustained over time. During the time they are


practising a new behaviour, the employee will need support, guidance, some information, maybe some coaching, and


obviously the opportunity to do the practice required.


Having the end result in mind In essence, to achieve sustained behaviour change within our employees, we need to provide a sequence of activities and some different inputs over a period of time that are designed with the end result in mind. This is how we can ‘deliver’ behaviour change. This is what we know as a workflow. According to Wikipedia,


a workflow is an orchestrated and repeatable pattern of activity that leads to a specific outcome. If the steps in the workflow are followed as prescribed, the outcome will be attained. If the outcome of your learning initiative is behaviour change then you need a workflow solution, not a learning solution. I’m not saying that learning isn’t required; what I am saying is that learning is only one of the many steps in the workflow required to achieve the behaviour change you want. 


If you’d like to find out more about a workflow approach to delivering L&D initiatives that work, watch Paul Matthews’ session at 12pm on Thursday 10 December


Learning Magazine | 5


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