Training doesn’t end when the workshop does. The real test of any L&D program is what happens in the weeks that follow, and that is where managers matter most. They see the daily work, they know where a new skill could be applied, and they are best placed to notice when someone slips back into old habits.
Yet managers are often the missing link. They may not know what was covered, what good looks like, or how to coach it. When that happens, even well-designed training fades quickly.
Strong manager relationships change this. Brief managers before the program so they know the learning goals. Give them simple tools, such as conversation starters, observation checklists and short follow-up prompts, so reinforcement feels manageable rather than like extra work. Invite them to set practice goals with their team members and to give regular, specific feedback. Recognising managers who coach well also signals that development is part of their role, not an optional extra.
When L&D and managers work as partners, learning moves from the training room into everyday performance, and skills are built, applied and sustained.
What is one practical step you could take this quarter to equip managers to reinforce learning after your next training program?
Our Sponsors:
The Australian Learning & Development Network’s events and resources are available free of charge to our members due to the generous support of our sponsors. As such, if you’re looking for any externally provided capability development services, we kindly ask that you contact them to discuss your needs.
- Frontline Management Training Australia – Purpose-Built Leadership and Management Training for Frontline Managers and Staff
- Australian Public Sector Training – Leadership and Management Training Specifically for People Working in Public Sector Organisations
- Executive Development Australia – Inspiring Executive Excellence
