From training to transformation: considering the importance of the post training environment as a catalyst for sustained behaviour change

Purpose – Research has extensively examined change management programmes, yet studies continuously report a failure rate of approximately 70%. One often cited factor is insufficient provision of ongoing training. Where included, training is often treated as a solitary event without considering what happens in the post training environment. This gap is addressed through a novel post-training transfer intervention which is the use of productive reflection on an implementation intention statement.
Design/methodology/approach – The study adopts a qualitative, inductive research design, utilising reflective learning journals and semi-structured interviews. The research was conducted across two organisational change programmes implemented in large UK-based organisations.
Findings – While immediate reflection on a situational cue remains a challenge, facilitated reflection occurring shortly after the event significantly enhances positive transfer, thereby promoting the internalisation of targeted behaviours.
Originality/value – Theoretical knowledge is extended by employing implementation intentions as a post-training transfer mechanisms that facilitates behavioural change. Practical utility is extended through provision of the reflective framework.