Why One-Time Training Isn’t Enough for Lasting Change

Have you ever been to a one-time workshop that promised big changes, only to find that most of what you learned quickly faded away? You’re not alone. Many face-to-face courses deliver a burst of information, but without extra help later on, that new knowledge can slip away almost as fast as it arrived.

The One-and-Done Problem

Imagine trying to hold water in your hands—no matter how hard you try, most of it slips away. That’s exactly what happens with one-off training sessions. Research shows that only about 10% of what’s taught in a typical workshop is actually applied on the job (pmc.ncbi.nlm.nih.gov). This means that roughly 90% of the training investment might not make it into everyday work. Without ongoing support, employees quickly fall back into their old habits.

Why Ongoing Support Matters

Think about learning to ride a bike. You might watch a quick lesson, but without practice and someone to cheer you on, it’s hard to keep your balance. Studies have shown that when training is reinforced with regular coaching or practice sessions, the impact multiplies. For instance, managers who received regular coaching after a leadership course saw their productivity jump from a 22% improvement to 88% (eric.ed.gov). In other words, adding follow-up support can boost results by almost four times compared to a one-and-done session.

Going Beyond “One and Done”

Experts agree that real behavior change doesn’t happen overnight. A report by McKinsey & Co. explains that companies need to move past one-off training programs if they want to see lasting change (mckinsey.com). Many firms rely on a single workshop to change leadership habits, but true progress requires a longer-term approach. McKinsey’s research even shows that formal training becomes much more effective when it’s combined with ongoing on-the-job reinforcements (mckinsey.com). In practice, this means a one-time class should be just one part of a continuous learning journey that includes refreshers, feedback, and plenty of real-world application.

Learning Happens on the Job

Here’s a fun fact: most of what we learn actually happens outside the classroom. Research on adult learning—often summed up by the 70-20-10 model—reveals that about 70% of learning comes from real on-the-job experiences, 20% from coaching and mentoring, and only 10% from formal training (hr.princeton.edu). A single face-to-face course might cover that 10%, but it doesn’t give you the hands-on practice or the feedback that makes new skills stick.

Building Lasting Change

So, what’s the secret to making learning stick? Think of training like watering a plant. A single big splash isn’t enough; you need regular watering to see real growth. Instead of relying on a one-time session, imagine combining that initial burst of learning with regular coaching, practice sessions, and on-the-job challenges. This continuous support helps you develop lasting habits and make real improvements over time.

In short, one-off training sessions might give you a quick boost, but real change comes from ongoing development. With continuous support and reinforcement, you can turn a brief lesson into a lasting habit that truly makes a difference.

Sources: pmc.ncbi.nlm.nih.gov, eric.ed.gov, mckinsey.com, hr.princeton.edu