Learn how to make manager training effective by focusing on reinforcement and practical application, rather than a one-and-done session.
Let me be clear: I believe in training.
Training builds awareness, introduces essential skills, and lays the foundation for lasting behavior change.
But training—as most companies do it today—isn’t fixing the problem.
You can’t expect meaningful change from a single session, a 90-minute module most folks will take while multitasking, or an annual compliance course.
And yet, that’s exactly how too many companies treat manager development.
Here’s why that doesn’t work—and what needs to change.
Training Without Reinforcement Doesn’t Work
You train managers on inclusive hiring in July. The first time they actually interview someone? January.
By then, that session is a blur.
📉 According to the Ebbinghaus Forgetting Curve, people forget 70% of what they learn within 24 hours. After six months, there’s almost nothing left.
This isn’t about a lack of motivation. It’s about the lack of a system that helps people retain, revisit, and apply what they’ve learned.
Practice Isn’t Optional—It’s the Point
Managers won’t get better at hiring, giving feedback, or leading inclusively by hearing it once.
They need:
- Frequent, timely chances to apply new skills
- Real-time feedback
- Tools that embed those behaviors into the way they work
Training only creates awareness. Practice builds the muscle.
Follow-Up Is Where the Real Learning Happens
Skills taught in a session won’t stick if they’re not reinforced.
That’s why follow-up matters. It’s where learning becomes action:
- Opportunities to apply new behaviors in context
- Feedback loops that support growth
- Nudges that keep progress going
Without reinforcement, training is just a temporary moment—not a lasting shift.
One-Size Training Doesn’t Fit Anyone
Managers absorb information differently. Some need visuals. Some want to talk it through. Others need real-life application to connect the dots.
Most programs are built for scale, not impact:
- One session
- One delivery method
- No follow-up
That approach isn’t inclusive—and it’s not effective.
Stop Adapting to Dysfunction
When training doesn’t translate into action, dysfunction fills the gap.
Nowhere is this more visible than in hiring.
Many hiring managers aren’t taught how to assess for fit, skills, or alignment. They’re often trained only on what not to do.
The result? The wrong person gets hired. And the team feels it.
Morale drops. Trust breaks down. High performers stretch to compensate. And instead of fixing the problem, teams normalize the dysfunction just to keep moving.
That’s the real cost of training that stops at theory. When there’s no structure for follow-up or tools to support application, we don’t just miss a learning opportunity—we damage the culture.
Training Shouldn’t End at the Session
If manager development is the goal, we need more than content. We need systems that make the learning usable:
- Prompts that encourage action
- Tools that support application
- Resources that go deeper
- Real-world examples that bring it all to life
Let’s say your team completes inclusive leadership training. They should immediately receive:
- One behavior to try
- A conversation prompt
- A short guide or checklist
- A place to reflect, apply, and adjust
That’s how you help people grow skills—not just attend sessions.
Compliance ≠ Competence
Knowing what not to say isn’t the same as knowing how to lead.
“Don’t ask that question” is compliance.
“Here’s what to ask, why it matters, and how to evaluate what you heard” is development.
If you’re stopping at what not to do, you’re not equipping your managers to lead with clarity or confidence.
Ready to reinforce what you've taught?
At Textio, we believe training is just the beginning. Real change happens when learning becomes part of how people work.
✅ The Feedback tool helps managers give high-quality, actionable performance feedback aligned with what they’ve learned.
✅ The Interview Feedback tool supports hiring teams with structured, fair, and compliant candidate assessments—every time.
These tools don’t just support learning—they reinforce it, consistently and practically.
Because if training doesn’t lead to behavior change, it’s not training. It’s a missed opportunity.
It’s time to stop checking the box—and start building better managers.
