Some reasons why organisations still favour 'training' over performance

"A major barrier in health and care is the Einstelling effect. It occurs when, facing a new problem, we apply a repeated solution we have learnt from old problems, based on what we know and are comfortable with, preventing us finding a better solution. 

It creates a cycle of non achievement of results."

Helen Bevan 

Corporate L&D is an example of group-think, fear, and the Einstelling effect. There is typically a collective devotion to conventional thinking:

The training course is still the main unit of 'learning' (see the Shirky Principle) 

Focusing on only 'course attendance' and 'attendees reactions' reinforces and justifies this

Which means 'allocating time to learn' is the inevitable mantra needed to support this 

'Badging' and 'credentials' are part of the same paradigm (cult?)

(Corporate life with less courses still seems unthinkable and unpalatable on all sides?)


I work as a thinking partner and advisor with mid sized, value oriented companies going through significant change. I help you to build new capability and mindsets through shifting your approach to organisational development.

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