We’ve all sat through training that sounds great when you're in it - you're super motivated... until real work kicks back in. Whether you’re in HR, leading a team or training a colleague, the challenge isn’t just delivering training. It’s making it stick.

This week’s video breaks down how to turn training from something people sit through into something they actually use. Watch the video for practical ways to make your training stick - and check out the tips below to start putting them into action.

Tip 1: Remember - People Learn from People

No matter how much we automate or how advanced AI gets, people still learn best from humans. The biggest mistake organizations make is relying solely on videos, manuals or online modules without the human connection that helps it all come together.

Because tools like AI and digital training libraries definitely have their place - but they can’t replace the value of real-time conversation. That can be in person or virtual, but the conversation needs to happen. People need to be able to ask questions, test what they’ve learned and apply it to their actual day-to-day. That’s where it sticks.

If you’re running training - whether it’s onboarding one new hire or upskilling your team - pair the resources with real interaction. Let them see it in action, ask questions and then try it themselves.

Tip 2: Start Training Before You Have To

If you’ve ever trained someone and thought, I wish I’d written this down so I don't have to start from scratch next time, this one’s for you.

You can start your training process before anyone’s even hired - just by capturing what you already do. Write down notes of how you do things that they'll do. Record your screen while walking through a process, or use a voice memo to talk through the steps of something you do regularly. Later, you can turn that recording into a short guide or SOP.

Tools like screen recorders make this easy (my lawyer caveat to always make sure any technology is approved by your organization. Check and follow your organization's policies to ensure you’re not capturing confidential information or violating data or security rules).

When you take time to capture your processes now, you’ll thank yourself later. It saves hours of repeated explanations and ensures consistency when new people join the team.

Tip 3: Combine Resources and Real Experience

Training shouldn’t be “read this, watch that, good luck.” People learn best when they get resources and real practice. That starts with explaining why that person's role matters and how it impacts the organization (the why) and then explaining their responsibilities (the what and how).

Here’s what that looks like:

- In retail: Talk to a new employee about how most customers won't ever meet the CEO, so each associate in the store represents the whole company. And that can mean greeting them and helping start a dressing room if their hands are full. Then give a short guide on opening procedures. Have them shadow someone for a day, then try it themselves while a team lead or manager watches. Write down what they did right and what they need to fix, and highlight both (not just "the fix"). It probably won't be perfect the first time, but these steps can make it stick.

- In restaurants: Explain to team members that their role matters - we never know what brought someone in a restaurant - it could be a celebration, or it could be getting together after a tough time. The restaurant team can make celebrations even better, and hard times more bearable. Have new team members go through a guide of what they're specifically responsible for, from greeting to check (which you can also make by having a great team member record how they do it). Have them shadow that team member in real time. Then let them take a small section of a shift - like managing drinks or running food - before taking a full table.

- In tech sales: Explain the company's goals, from revenue to growth, and that each customer chooses whether to work with us based on the product and also the personal support they'll get, so each interaction matters. Let them review your sales deck and listen to recorded demo calls. Then have them practice in a test environment or with a small customer account before they go live.

The key is balance: a mix of learning, observing and doing. In highly regulated areas like healthcare or finance, keep things within compliance boundaries - meaning that they may need to shadow and have certifications to try things themselves. But wherever possible, give people a safe space to try what's possible, including greeting patients and their families, or being present in client meetings and explaining that you're learning.

And don’t stop there. Follow up. Ask what worked, what didn’t and what questions came up once they were on their own.

Tip 4: For Groups - Pair External Expertise with Internal Expertise (and Connection)

When it comes to group training, especially for managers, many organizations bring in external speakers or consultants. That’s great - it’s helpful to hear from experts with real experience. But if that's all that's offered, then the learning tends to lag shortly after the training ends.

Why's that? Well, for one, Brené Brown isn’t going to be your colleague next week. Inspiration is powerful, but what drives change is reinforcement and connection inside your own walls (or screens).

That’s why we recommend around a more simple, scalable structure:

- Baseline materials: offer courses that include short, practical videos, a resource guide, and a clear schedule.

- Cohort sessions: internal HR teams lead host internal discussion groups where managers talk about real scenarios.

- Ongoing support: use short, practical tools and even an AI Coach to help managers apply what they’ve learned in real time - long after the training ends.

It’s that combination - expert insight and internal reinforcement - that makes training truly stick.

Make It Real and Make It Last

Whether you’re training one person or an entire organization, the goal isn’t just completion - it’s impact. When people feel supported, can ask questions and apply what they’ve learned alongside others, the training becomes part of how they work.

That’s how you make it stick.

Watch the full video above for more practical tips, and explore more strategies on our blog.

For weekly manager insights and a bonus tip each week, subscribe to the Manager Method Minute.

And if your organization is looking for resources, to make training finally stick, visit managermethod.com  to learn more about our programs for managers, employees, and HR teams. Our mirrors what we recommend - a full solution combining courses, toolkits and an AI coach - giving you everything you need to make training both scalable and effective.