According to Harvard Business Review, organizations spend more than $350 billion globally on training with an average of $1275 per employee annually and yet 70% of employees report, they do not have the knowledge and skills to do their jobs effectively.¹

Another startling fact is as a result of the forgetting curve, newly learned concepts in training have a retention rate of less than 25% after the first week and only 33% of participants experience sustained behaviour change after one year (BetterUp and Ken Blanchard Companies). In order to create a positive return on investment, it is important to create a support structure for participants to ensure retention and significant behaviour change. In addition to post training micro- learning and manager reinforcement, when training is supported with coaching, retention of newly learned concepts increases 240% to 85%.¹

The end of a training program is only the beginning of behaviour change. If learning is not getting transferred, and the new knowledge and skills are not being sustained, the learning initiative is a significant loss of time and money. To realize return on training investment and impact, it is essential to create a post learning sustainment strategy to maintain, support and prolong the knowledge and skills acquired and transferred from the learning program.

A key success factor for learning sustainment is coaching provided by an accredited coach and/or supported through the managers of participants in the learning program. Through customized team and individual coaching, participants are supported to apply the learning from the training program, explore challenges and consider what they may need to do differently to accomplish desired behaviour change.

Coaching supports this process by: