Continuous learning is critical to enterprise success and training people in new ways of thinking and working has always been a typical approach. It can actually be helpful, but only as one particular aspect of the process and only when coupled with Empirical Learning.
In very many cases however, this is not what is happening. Instead, organizations put 100% emphasis on training, an Easy Pill, while ignoring the rest of the steps.
What happens in such cases is that as soon as a practice adoption process hits its first roadblock, people immediately fall back to old ways of thinking. This happens because the new concepts and principles they were lectured on, were never actually internalized, despite the best possible effort of the instructor.
Interestingly enough, that’s not the way we acquire most of our skills:
Rarely a parent (in order to teach their kid cycling or swimming) elects to perform a formal training with an expectation that their child will take those principles and start applying those on their own. If on thinks that implementing new methods in a product development organization is much different from a 5-year old trying to learn cycling, that would be incorrect.
To address this problem, consider Embedded Mental Model approach that allows to effectively build Sustainable Practices in the enterprise. Important part of the process is establishing and tightening various cross-cutting feedback cycles (see Reinforcing Feedback Loops (RFL)).
Ⓒ Org Mindset, LLC