In the world of corporate learning and development, there's a common misconception: that change happens after a single training session. But the reality is, meaningful behavioural change is a journey, one that often takes up to 12 months of consistent focus, practice, and support.
At Expression for Growth, we know that lasting impact doesn’t come from a ‘one-and-done’ workshop. It comes from embedding new habits, shifting mindsets, and creating the right environment to sustain change. In this blog, we’re unpacking the top misconceptions about long-term learning and sharing what it really takes to turn knowledge into action.
Misconception #1: "Training is a quick fix."
A workshop can spark awareness, but it’s only the starting line. True behavioural change is like building muscle, it requires repetition, feedback, and real-world application. Without reinforcement, even the most inspiring training loses its impact within weeks.
Misconception #2: "People change when they want to."
Motivation helps, but structure and support are critical. Change isn’t just about willpower, it’s about having the right tools, feedback loops, coaching, and accountability. That’s why we build programmes with sustained learning journeys, not standalone events.
Misconception #3: "Everyone learns the same way."
Personalisation matters. Whether it’s leadership development, sales capability, or coaching skills, people need to embed learning in a way that fits their context. That means offering practical tools, space to reflect, and a rhythm of learning that matches the real world.
Misconception #4: "Once people know what to do, they’ll just do it."
Knowing isn’t the same as doing. There’s a big gap between awareness and action. Behavioural science shows that forming new habits takes time — and support — to stick. That’s why our programmes are designed to revisit and reinforce learning over 9–12 months, turning insights into habits that last.
So, what works?
At Expression for Growth, we focus on creating learning journeys that support participants through every stage of change:
- Initial spark: Commercial capability programmes that introduce core concepts and practical tools.
- Sustain and embed: Regular check-ins, digital learning and monthly embedding emails.
- Measure and evolve: A framework for ongoing feedback and impact measurement to ensure learning sticks.
If we want real change in performance, in culture and in leadership we have to be in it for the long game. It’s not about ticking a training box. It’s about creating an environment where new habits can grow, take root, and thrive.
If you want to equip your teams with the skills and mindset needed to create, communicate, and capture value efficiently, reach out to us. Contact us to discuss how we can assist you in achieving long-term business success.
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