When trying to change workplace behaviour patterns, training isn’t everything. Browsing around some blogs referenced on Twitter (see … it is useful for something!), I came across a blog run by a gentleman called Dave Ferguson where he talks about this very issue. In the blog’s “about” page, he writes:

… training deals only with skill-knowledge gaps, and those aren’t the only possible barriers to performance. Sometimes people know how to do their jobs, but still aren’t producing results. Success might depends on factors like:

• Information essential to the task
• Standards for how to do the job
• Feedback on how well they’re doing
• Tools and materials
• Time to do the job right
• Incentives for good performance

I’m not going to argue with any of those points. I think Dave’s summed up very nicely many of the issues that we face when trying to change behavior patterns in the workplace.

I find it useful to divide this list into 3 categories:

1. Information

• Training to deal with skill-knowledge gaps
• Information essential to the task
• Standards for how to do the job

2. Enablement

• Tools and materials
• Time to do the job right

3. Encouragement

• Feedback on how well they’re doing
• Incentives for good performance

Clearly, the optimum way to address each requirement is going to depend on the specific nature and needs of the organization. However, regardless of the size and function of your organization, the 3 categories listed above should be useful as a checklist for you.