Why One Day Development Workshops Don't Work

When companies rely on one-day training sessions to address complex developmental needs, they are often wasting their money.

While these quick fixes might provide some immediate benefits, they can do more long-term harm than good.

The reason is simple: without ongoing support and follow-up, the very behaviors that have hindered participants from developing more positive habits can resurface, or worse, become even more resistant to change.

Imagine you're prescribed antibiotics for an infection. Your doctor instructs you to take the entire course, even if you start feeling better after a few days.

If you stop taking the antibiotics too soon, the bacteria can return—stronger and more resistant than before. This is a well-known risk in medicine, and it provides a powerful analogy for understanding the dangers of insufficient training.

Just like with antibiotics, when it comes to training and development, incomplete efforts can lead to the return of "bad behaviors" or ineffective practices.

These behaviors are the very ones the training was designed to correct. Worse still, if the training isn’t followed up with consistent reinforcement, participants may become resistant to future training initiatives.

They may say, "We've tried this before, and it didn’t work," making it even harder to implement positive change the next time around.

The short-term gains of a one-day training session often fade quickly. Participants may leave the session feeling motivated and inspired, but without the necessary support, they struggle to implement and maintain the new behaviors they’ve learned.

Over time, old habits resurface, and the organization is back where it started—or worse.

The solution lies in a more comprehensive approach to training and development. Just as doctors emphasize the importance of completing a course of antibiotics, organizations should prioritize ongoing follow-up and support to ensure that new habits take root and old, disruptive behaviors are truly eliminated.

This can be achieved through a combination of follow-up workshops, accountability partnerships, small group sessions, and one-on-one coaching.

Follow-up workshops allow participants to revisit key concepts and continue practicing new skills in a supportive environment.

Accountability partners provide ongoing encouragement and help individuals stay on track with their development goals.

Small group sessions and one-on-one coaching offer personalized guidance and support, addressing individual challenges and reinforcing positive behaviors.

By investing in this kind of sustained development, organizations can ensure that training efforts lead to lasting, positive change.

The goal should be not just to inspire participants in the moment but to equip them with the tools and support they need to transform their behaviors and improve their performance over the long term.

In conclusion, while one-day training sessions might seem like a quick and easy solution to complex problems, they often fall short in delivering lasting results.

Without consistent follow-up and support, the very behaviors that need to change can return, stronger and more resistant than before.

To truly develop and sustain positive behaviors, organizations must commit to a more comprehensive approach to training—one that prioritizes ongoing development and support. Just as with antibiotics, it's not enough to start the treatment; you must see it through to the end.