305: Stop Wasting Time on Training That Doesn't Stick
April 27, 2025·26 min·2 clips
U.S. companies spent $101.8 billion on training, but only 12% of learners actually apply those skills on the job.
Host Laura Bernard critiques the massive corporate investment in training that fails to change on-the-job behavior. She argues that focusing on application, not just knowledge, is critical for real business impact.
U.S. companies spent $101.8 billion on training in 2023, yet only 12% of learners apply new skills at work. Bernard's first strategy is to prioritize understanding and application over passive "sit-and-get" learning models. She describes her Impact Driver Leadership Development Program, a two-day workshop that teaches a six-step framework to replace old habits with new, applicable techniques. The program includes practicing how to measure project outcomes for value instead of just tracking outputs like cost and schedule. Her Impact Engine System is an on-demand program structured around a "learn, apply" cycle with provided templates and tools. For ongoing support, she offers a mastermind community with peer examples and coaching from experts. Even her PMP exam preparation uses case studies to practice applying concepts to real programs. Bernard's second strategy is to enforce distraction-free learning environments, using paper workbooks in workshops to avoid digital interruptions. She asserts multitasking is a myth that exhausts the brain and harms retention. The third strategy is to avoid "bootcamp" style cram sessions for certifications, which she argues only promote short-term memory without building long-term capability. She recalls interviewing PMP holders and being wary of those who only attended bootcamps. Bernard advocates for training that solves real problems, citing her company's approach of weekly learning with homework and practice tests. The fourth strategy is to build a continuous learning ecosystem with coaching, communities of practice, and peer accountability groups. She suggests internal book clubs or "impact insiders" communities to discuss applying lessons. Bernard mentions some client programs see 100% adoption rates when they include coaching and doing. The final strategy is to measure outcomes, not just attendance or certificates, focusing on whether skills are being used to drive business impact. The episode is highly instructional and direct, mirroring a coaching session or workshop presentation. It is conversational yet packed with specific examples from the host's own business programs. Project, program, and PMO leaders seeking practical methods to improve training ROI would find this episode valuable. Listeners looking for a broad discussion on learning theory or academic research might find it too focused on the host's specific services and frameworks.
