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I have spent much of my career responsible for employee development. I often hesitate to try to address an issue with a training solution. Anyone who has worked with me for very long has heard me say, “butts in seats do not change behaviors.”  I say this because organizations often measure training by attendance—how many people showed up and whether they completed a mandatory course. While these metrics can look good on a report, they often don’t translate into meaningful change. Without practice, practical application, and a lot of reinforcement of new skills, you are unlikely to notice any behavior change.

The Problem with Passive Learning

Traditional training models often rely on lectures, slideshows, and compliance-driven modules that check off boxes but fail to engage learners. Employees might sit through the required hours, nod along to the instructor, and even pass a quiz at the end—but when they return to their daily tasks, nothing actually changes. This is because passive learning lacks real-world application, relevance, and reinforcement.

What Actually Drives Behavioral Change?

• Engagement and Interaction

• Relevance to Job Roles

• Practice and Reinforcement

• Leadership Support and Culture Shift

• Measurement Beyond Attendance

The Bottom Line

Training isn’t just about getting people in a room (or on a Zoom/Teams call). It’s about fostering a culture of growth, engagement, practical application, and practice, practice, practice. Companies that shift their focus from filling seats to actively transforming behaviors will see a much greater return on their investment. If you need help identifying a behavior-based solution for your team or organization, please give us a call.

Getting laid off from my job felt like the end of a romantic relationship that both parties knew was inevitable. We held on, hoping things might change, but deep down, we knew the end was near. When the final conversation came, it was like hearing, "It's not you, it's me." Even though they assured me that there was nothing wrong with my performance, it was hard not to feel hurt and inadequate. Just like in a breakup, the words were meant to soften the blow, but the emotional impact was still profound.