Train to IngrainTeam New England

Have you ever invested in training that failed to change on-the-job performance?

We all have, but why? Dennis Coates, PhD, in When Training Fails, says it best, "There’s a huge difference between conceptual learning and mastering a new skill. It’s the difference between knowing how to do something and being able to do it routinely and comfortably on the job."


Train-to-Ingrain is a highly adaptable framework involving numerous initiatives. At its core are two imperatives:

Integrating assessment and training with enough follow-up reinforcement so that newly learned skills and practices are permanently ingrained as improved individual performance

Involving direct managers as workplace performance coaches of their team members throughout this ongoing assessment, learning and reinforcement process


The optimum leadership development solution…

Organizations invest more in leadership development than any other kind of program, and they are wise to do so. Team New England's Train-to-Ingrain approach to leadership development integrates three unparalleled resources:

With a wealth of expertise in learning styles and experiential* learning, our facilitators have always taken a holistic approach to team and leadership development.  What’s exciting today, is the opportunity to enhance our programs with rapidly developing technology and tools such as online assessments and e-learning courses. 

The Holy Grail of Human Resource Development

Training and development programs that create permanent, measurable improvements in individual performance and positive impacts on the bottom line? it's a well-established fact that training and development programs only change the behavior of a relatively small percentage of people who attend them. As a result, most of the tens of billions of dollars invested each year in these events fail to produce lasting changes in workplace performance or have a positive impact on business results.

Why is this so?

Work habits are physically imbedded in networks of brain cells. These networks are established over time as a result of constant reinforcement. They are what make skills and behavior patterns of all kinds automatic, and they can be replaced only by establishing new networks. And no training course—by itself—can do that.

Your challenge:
To transfer classroom learning to consistent improved performance in the workplace…

Cognitive neuroscience tells us that to change a work habit, you have to reconnect brain cells into new pathways that enable new skills and behavior patterns. This physical growth process takes time. A substantial amount of practical application and reinforcement is needed, which almost never happens in the traditional approach to training and development. Learn more.