Guide
How do you make training stick?
The training was good. People left the room knowing what to do. Then Monday arrived, the work that was already waiting was still waiting, and the old way was the fastest route through it. Three weeks later, almost nothing has changed.
That is not a problem with the training. It is a problem with everything around it: knowing where each team really stands before it starts, what people practise in the days between, and whether anything keeps running once it ends.
Why does a good training day fade?
Nothing in the week after a session asks for the new behaviour again. People know what to do. They never get a reason to do it while the old way still works.
Attendance is not adoption. Getting people into a room is expensive, and showing up does not mean changing how they work.
What has to happen between the sessions?
The new way has to be practised in the work itself, in steps small enough to fit a normal day.
That is what Klivr does. It turns behavioural science into one small action for today, and each person gets the action that fits where they stand, in five phases from aware to sticks. Two people on the same course get a different step.
The step arrives where someone already is, on the train or five minutes before a meeting, and it can be practised somewhere nobody is watching.
What is a manager’s part?
A manager is the person who makes the new way normal in a team, and managers are already running the business. So the help has to arrive as a question they can ask on Tuesday.
Klivr brings them one prompt before their next one to one or team meeting: the question to open with, for this team, this week.
A manager sees how the team is doing as a whole, never a person’s practice, their reflections or their talks with the coach. Until five people have responded, the system shows a phase signal in place of a score. Our privacy page carries what a manager sees and what stays with the person.
What happens after the last session?
The programme ends. The practice does not. Most change quietly falls away at exactly that moment.
People also leave and new people arrive, and a team’s grip on the new way slips without anyone noticing. Klivr keeps running, and brings new people up to speed on what the team already knows.
What does the research say?
A step is more likely to be taken when it names when and where it will happen. Across 94 independent tests, naming when and where a step will happen had a medium to large effect on whether people actually took it. That is Gollwitzer and Sheeran, Implementation intentions and goal achievement, Advances in Experimental Social Psychology, 2006.
People also need somewhere safe to try the new way before they use it where it counts. That is why practice inside Klivr starts in a private space, and it follows Amy Edmondson, Psychological Safety and Learning Behavior in Work Teams, Administrative Science Quarterly, 1999.
The approach is grounded in research with Prof. Frans Feldberg at Vrije Universiteit Amsterdam.
Where does this sit next to what you already run?
Klivr runs around a programme you are already running, and it works next to the LMS you already have. The trainer, the training firm and the change consultant stay, and their work carries further, because the daily practice between their sessions comes from the programme they designed.
Our partners page describes that working relationship, and the category page sets Klivr beside the five systems buyers compare it with.