Guest Post by Stephen Gill

This blog originally posted on The Performance Improvement Blog.

As David Grebow explained in his post about The Learning Curve and The Pivot Point, unless formal training (courses, workshops, seminars, webinars, etc.) is followed by informal learning interventions, at the Pivot Point in the learning curve the knowledge and skills acquired in those formal experiences will not be applied and will be forgotten. In a learning culture, continuous attention to learning reinforces, reinvigorates, and magnifies learning over time, prevents a falloff in competency, and builds on individual ability to contribute to the success of the organization . This process is represented by the chart below.

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This chart identifies only some of the many ways in which learning can be supported over time. In an earlier post titled, 50 Ways to Lever Learning, I listed many, but not all, of the different ways in which people can learn in organizations.

As this chart suggests, if you fail to attend to the Pivot Point, your investment in training will be wasted. However, if you do attend to the Pivot Point, you can build on formal learning experiences to continue to increase competency of individuals, teams, and your whole organization.