Post
The aim of training isn’t knowledge — it’s behaviour change. A business doesn’t benefit from what people know, but from what they do.
The fastest, most cost-effective lever for behaviour change is often the environment rather than training.
For example, if someone removes distracting apps, they’ll usually stay focused more reliably than if they rely on self-control training.
At work, do the same: adjust processes, tools, or incentives first — then see whether performance improves. If it doesn’t, that’s when training is worth considering.
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See the post on LinkedIn.