Your people leave training fired up. New tools, new habits, a fresh way to write. But it’s easy to slide back to ‘how we always do it’.
Hermann Ebbinghaus mapped it back in 1885: we forget around half of new information within an hour, and up to 90 per cent within a month – unless something brings it back.
So the training isn’t the finish line. It’s the start. Here are six simple ways to lock in the learning and shift habits for good.
1. Get presenting
Ask each attendee to present their top course take-aways to their team or manager in the week after training. Ten minutes is plenty.
Two things happen. Managers learn what ‘good’ now looks like, so they coach to it instead of red-penning it – there’s nothing worse than a manager rejecting the very techniques their team just learned. And the person presenting remembers far more, because teaching something is how you truly learn it.
2. Get sharing
Ask people to collect real examples of the writing, influencing and presenting they do most – the emails, reports, presentations and updates that now sound sharper. Put the standouts on a ‘Wall of Fame’ or a shared folder the whole team can raid for ideas.
Good communication spreads when people can see it.
3. Embed with AI
Encourage your teams to build the structured thinking skills needed to work powerfully with AI using Magneto Mentor.
Try the ‘Workflow Builder’ to see what’s possibly in five minutes or less. Explore the ‘Grab & Go’ page for ready-baked structure prompts for common communication tasks. Got a challenge? Try the ‘Thinking Partner’ and work through things with AI.
See: https://magnetomentor.ai/
4. Get competitive
A bit of rivalry does wonders for recall. Just for fun, see who tops the team leaderboard in our online writing game.
5. Get inspired
Help yourself to the free resources on our Inspiration page. Send one to your team each quarter – a quick nudge to refocus, no effort required.
6. Get coaching
This is the one that matters most. Everything above works better when a manager backs it.
Book a 15-minute check-in with each person 30 days out. One question: ‘What’s one thing from the course you’re using, and one thing you’ve let slide?’ That single conversation does more for retention than any handout, because it tells your team the skills are expected, not optional.
Habits stick when someone’s watching for them.