This document discusses barriers to performance change after training and proposes focusing on learning as a process rather than an event. It identifies common barriers like ability to focus, complexity of content, and emotional state. The document advocates for making learning social, addressing learner uniqueness, and using pre-work, experiential activities, follow-up, and coaching to drive performance change beyond classroom events. The goal is to help learners apply new skills and continuously improve through a learning process rather than assuming one-time training will be sufficient.

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Training Doesn’t Work if
Performance Matters
Lou Russell
Russell Martin & Associates
(317) 475-9311
@nolecture
info@russellmartin.com
www.russellmartin.com

2. © Russell Martin & Associates, www.russellmartin.com1
Predict the Future
• 2 – day LIVE
workshop
• Hands-on: Students
build a Project
Charter and High
Level Plan for a real
project
• Simulation included
OUTCOMES:
% of class who finish classroom
work for own project?
% of class who adopt the approach
going forward?
% of class who return to their
original ‘ways’?

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Barriers to Performance Change
Domain Challenge
Ability to Focus and Prioritize
Complexity of L&D
Availability of SMEs / Stakeholders
Decision Making
Emotional State

4. © Russell Martin & Associates, www.russellmartin.com3
“Let them
eat
cake…”
Barriers to
Performance
Change from
L&D

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The Bad Ole Days
Accelerated
Results
Optimized
Capacity
Productive
People
Engaging
Culture
Training Programs
Charge Back
No
Reinforcement/Metrics
No Strategic Guidance
No Accountability
What We DOWhat the Business
Wants / Needs
√
√

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• Video Based Learning
• E-Learning (synchronous)
• Webinars
• LMS
• Competency Models
• Micro Learning
Learning is Social
Each learner is unique
Delivery is not the same as
Performance Change
Teach Less, Learn More
Stop Lying

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The Impact of Complexity
Are there people
who can help you?
Is there a single
right answer?
Do you have all the
pieces? The cover?
Has anyone done
this before?
Puzzle Mystery

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It’s About Performance
What will happen to
performance after the
learning intervention that
is not happening now?
How will you know?
Why now?

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The Hero’s Journey:
Change is Hard
http://www.amazon.com/The-
Heros-Journey-Campbell-
Collected/dp/1608681890

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After the event has occurred…
Is your idea
Too Small
Too Big
Just Right
considering our
barriers?

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Too Big: Pre-Work

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Barriers to Performance Change
Domain Rubric
Ability to Focus and Prioritize Is it actionable in 5 minutes or
less?
Complexity of L&D Is communication clear, tight, easy
to access?
Availability of SMEs / Stakeholders Do they practice techniques, tools,
processes AND influencing skills?
Decision Making Do they know how to apply in their
real world?
Emotional State Can we help them build self-
awareness and regulation?

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Learning as PROCESS not EVENT
Prerequisite
(small)
Experiential, real
event
Drip campaign
for review
Review webinar,
reconnect,
challenge
Peer Review
Coach/
Mentor
Provoke/
Market

14. © Russell Martin & Associates, www.russellmartin.com13
What You Need Difficulty
(H, M, L)
Your Plan to Drive
Performance
Convert EVENTS to
Performance
Processes
Make it easy to play
Build Community
Engage / include
decision makers
Improve Emotional
State
Action Plan
Email us now at
info@russellmartin.com for our
Performance Process Rubrics for PM,
Leadership and EQ/Teams
FREE until the end of the week

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www.RussellMartin.com
Bring our workshops to
your events!
Email info@russellmartin.com to learn
more about
our new Performance Processes:
• Realistic Project Management
• Realistic Leadership Simulation
• The Power of You:
Energy and EQ
Happily Ever After