Convert a change training plan into practice that builds Ability.
Training completion is high, but live workflow use is low because employees have Knowledge without Ability. Design change training around the real performance moment: explain briefly, practice messy cases, coach the gap, and reinforce correct use. The common trap is treating attendance and quiz scores as proof that people can perform the new behavior. Before A 60-minute webinar explains the vendor-risk policy and ends with a knowledge quiz. After A 20-minute explanation is followed by messy vendor cases, exception drills, manager observation, and a visible first win. Performance moment Name the exact real-world behavior. Ability design starts with what people…
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