· 1 min read
Training That Stays: Embedding New Delivery Habits
Workshops are cheap; behavior change is expensive. Design training so it survives Monday morning.
Most training dies at the door. Lasting change needs muscle memory, not slides. Build training like you build products: for adoption.
Problem: workshop theater
- Content is generic; teams cannot see themselves in it.
- No follow-through, so old habits return.
- Leaders declare success after attendance, not behavior change.
Solution: embed the habits
- Use live artifacts: Rehearse on the team’s actual RAID logs, backlog, and decision memos. Theory never survives first contact.
- Assign owners and dates: Every participant leaves with one change to implement within a week and a buddy to check it.
- Office hours and shadowing: Run short follow-ups for a month. Sit in on ceremonies to correct drift in real time.
Smart conclusions
- Measure training by changed metrics—cycle time, escaped defects, decision latency—not smilesheets.
- Rotate champions across teams to spread the new cadence without new bureaucracy.
- If training does not change the next sprint, it was entertainment, not enablement.
