One of the most persistent frustrations I see in organizations is the training-to-performance gap. Teams complete PM training programs, pass assessments, earn PDUs and then go right back to old habits on the very next project.
After working extensively in instructional design/training/quality, I've found a few key indicators that predict whether training will actually stick:
1. Was the training designed around real job tasks? Generic PM courses cover theory well, but if scenarios don't mirror the learner's actual project environment, transfer is low. A solid task analysis before design makes a dramatic difference. Following just-in-time-training (JITT) principles and try building in real work examples to the ramp up for even better transitions!
2. Is there a meaningful practice component with feedback loops? Reading and watching aren't enough. Learners need to apply skills in low-stakes simulations and receive specific, timely feedback before going live on a real project. Almost every training needs an I do, we do, you do component.
3. Does the work environment reinforce the new behaviors? Training can be well-designed, but if managers don't model and reinforce the new practices or if existing systems and templates work against them behavior change fades within weeks. Leaders must be fully committed to the outcome of the learners, not just the completion of the project.
4. Are you measuring behavior change, not just completion? Completion rates and quiz scores are easy to track but don't tell you if PMs are actually running better projects. Kirkpatrick Level 3 evaluation (behavior on the job) is rare, but it's where the real ROI story lives. 10 weeks post go-live is a great time to check back in.
Curious what others are experiencing... Are your organizations seeing good ROI from training investments? What does success look like for training in your environment? And for those who've cracked it, what made the difference? Would love to have a discussion around any and all lessons learned recently!
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