Is Soft Skills Training a Never-ending Trap of Wasted Time and Effort?
Introducing Sticky Learning, a whole new way to equip your team with skills that drive real change for your company.
Are you an HR Manager/L&D Manager/Training Officer:
struggling to develop the leadership skills your team/s needs to succeed?
facing challenges getting your team/s to apply what they’ve learned in training?
looking for a solution with measurable results and a real return on investment?
And most importantly:
you know soft skills training is what your staff and employees need. But you’re tired of throwing money into a black hole.
If you’ve answered yes to one of the above, keep reading!
It’s Time to Stop Wasting Time and Money. Get Employee Soft Skills Training That Brings Amazing Change
As an HR or L&D leader, you know that training is an investment — but often, that investment doesn’t pay off.
You’ve seen it before…
Staff and employees attend training courses. Then they return to their roles with new knowledge. And what happens next?
Nothing… Nothing has changed.
They forget the concepts, struggle to apply them, and the cycle repeats. Or worse, their learnings did not apply to the real world so were not applicable.
Then, you need to show your boss the value of the training. But the poor results have made it a dark hole swallowing your resources.
Talk about spending four years in university, only to use five weeks’ worth of what you’ve learned over your lifetime.
This is frustrating and costly.
You need a solution that works. Something that doesn’t just look good on paper, but delivers real, great, long-term results.
That’s where we come in.
Sticky Learning® is a proven method designed to ensure your team retains and applies what they’ve learned, so you see the change you’re looking for.
It’s already tested, proven, and backed by experts. And, we provide the support you need, every step of the way. (More on this soon).
This is Why You Want to Develop Your People – It’s Not Just to Show That You Care
Your team knowing that you care about their development is one thing.
But what you really want from training is solving your real challenges.
Having the best people is important for delivering profitable wins. The people on your team will ultimately make or break your profits…
A bad meeting, a poor negotiation, unaccepted recommendations etc. can be disastrous. Above all, they’re a slow, suffocating drain on your success.
Plus, as an HR or L&D professional, you face many daily challenges already. You’re often working with limited resources and juggling demands from multiple departments.
These make it difficult to focus on what truly matters.
You’re under pressure to make an impact.
But you want to make an impact.
…I kept telling people how much I loved it.”
She did a presentation using some of her learnings – “I felt really good afterwards, because so many people came up to me and said that was the best bit of the day-we loved that. I was in the office the other day and I had just such nice feedback.”
BRAND MANAGER – Grace Anthony of Aston Manor Cider
…massive improvement in my own work/life balance.”
“I have attended several online workshops offered by MBM on Time Management, and done their 8-week Time Management course resulting in a massive improvement in my own work/life balance.”
LIFESTYLE COACH – Lyn Bailey
Here’s What You’re ‘Really’ Getting – This is Not Just a Training Course
We’re not just offering another soft skills program.
You could give your team a course or several books to learn these skills. But that’s not enough.
You’ve probably heard that “smart people” aren’t always great teachers. Knowledge is one thing, but knowing how to pass it on is another.
Soft skills like communication are important.
But the real challenge lies in your team knowing how to apply them in their daily work. This is where we come in.
Our training isn’t just about theory. It’s about making sure they actually remember what they learn and apply it every day.
We combine soft skills training with our proven Sticky Learning approach. This method helps them truly absorb and apply what they learn—so it sticks long-term.
…still using some of the techniques today.”
The Blueprint works! – “It is the only training course that has really stayed with me… The negotiation course was second to none. I am still using some of the techniques today.”
UK SENIOR NAM – Richard Ellett of Seatriever
My team has come on leaps and bounds since we engaged MBM.”
“I have found MBM great to work with; great listeners, insightful, hard working and relevant. My team has come on leaps and bounds since we engaged MBM….better collaboration, more thinking, more planning, higher levels of output, better quality of work…and I know that we have happier customers as a result, because our sales are growing.”
SALES DIRECTOR – Simon Spence
Training That Doesn’t Just Teach, It Transforms – Choose Sticky Learning
Here’s what you really need from your training program:
Training That Lasts and Works
You need a program that helps your team not only learn new skills but actually use them on the job.
Only this will ensure they deliver real, measurable results that drive amazing change.
Helping Managers Support Their Teams
Line managers are key to making training successful. But they often don’t have the tools to keep the learning going after training ends.
You need a program that helps managers reinforce what employees learn. Only this will ensure the new skills are applied consistently.
Clear ROI for Leadership
You need to show your boss the value of training. But without clear results, it’s hard to prove its worth.
You want a program that gives you measurable outcomes you can share with leadership. Show improvements in performance, leadership skills, and overall business growth.
Higher Engagement & Fewer Cancellations
Getting employees to commit to training is challenging. Last-minute cancellations or low attendance rates are concerning.
So you need a programme that encourages your team to stay engaged, so they show up and participate.
Easy, Low-Effort Training Solutions
As an L&D or HR manager, you already have a lot on your plate.
You need a training partner who understands your time constraints. One that offers a solution that’s easy to manage, fits into your existing processes and doesn’t add extra stress.
Maximising the Apprenticeship Levy
The apprenticeship levy can be confusing, and you may not be using it to its full potential.
You need a partner who can help you take full advantage of the levy. This ensures you get the best value from your training budget.
Succession Planning & Leadership Development
Succession planning is important for your company’s future. But it can be tough to focus on with so many other priorities.
You need a solution that helps develop future leaders and supports leadership growth. All without overwhelming your resources.
Guess what?
Our Sticky Learning courses deliver all of the above.
I used the ‘no free fish’ tool with <Supermarket> & got £2,500.”
Some Results From Our Learners in the Food manufacturing Industry:
“We achieved +£680,000 with 20% attributed to learnings.”
“I used the ‘no free fish’ tool with <Supermarket> & got £2,500.”
“A Squaredance with Tradables on <Product> and got £13,000.”
“By doing so we got the increase earlier. £108,000.”
“CPI of £625,000 and attributed 40% to learnings.”
“<Supermarket> negotiation achieved £1,400,000 by him not turning off supply and by using the ‘not looking silly’ tool.”
“<Supermarket> range price increase. He did a big, outrageous ask. £1,200,000.”
The 7 Most Popular Questions Curious Minds Have About Sticky Learning
1. “What is Sticky Learning?”
Learning that sticks
Our blueprint for achieving behavioural change has been developed, updated and upgraded over 20 years.
We call it Sticky Learning. It’s a type of blended learning, just to be clear.
What Does This Type of Learning Achieve?
Real behavioural change.
Imagine people returning to work and actually doing things differently.
They know how to prepare for a negotiation.
They’re using the push/pull model to influence better.
Instead of starting presentations with PowerPoint, they begin in a much more engaging way.
They’re giving their team regular, quick feedback.
We believe behavioural change cannot be achieved through a 1-day training course. So instead, we offer our clients training programmes, not training days. Plus, these training programmes are backed by Sticky Learning.
Attending training courses and doing nothing differently afterwards is all too common.
They invest 8 hours of their time, and your company puts money into developing them as a person—and the result is… nothing. The only proof of that investment? A certificate, either in paper or PDF form—no real change, no measurable impact.
But learning that sticks? That’s the game changer.
Our training helps people change how they work, get better at what they do, and perform at their best. This leads to better results for the company.
Our courses are designed with you the learner in mind
(You can click on the image above to see a larger version.)
The 7 Key Highlights of Our Sticky Learning ® Blueprint Are:
Learning to Learn (LTL): Every learner starts with LTL to get the most out of their learning experience. It covers techniques like mind-mapping and mnemonics.
Pre-Assessment: We track progress. Basically, we evaluate learners in week 2 and week 12, measuring behavioural changes. These results are reported in an evaluation document.
Face-to-Face Training (F2F): The core of the program includes Foundation, Intermediate, and Advanced training days. These are more effective and engaging than traditional face-to-face sessions.
Sticky Pieces ®: These are “homework” tasks. Learners apply lessons from face-to-face sessions in real workplace situations. For example, they use the push/pull influencing at work and record their results.
Coaching 121: Coaching helps drive behavioural change. It’s about dedicated time to talk about progress and challenges. It’s about support every step of the way. This keeps learners interested and improves their learning.
Virtual Classrooms: This is similar to face-to-face sessions but it’s online. There’s one tutor for every 8 learners. Learners get to explore content more, share results, practice scenarios, and ask questions.
Coaching for Line Managers: We encourage line managers to learn coaching skills. As a result, they can help their team members grow and reach their full potential.
Hear About the Blueprint First-hand Below
Our 1-minute video on Sticky Learning
…I gave my presentation twice and got great feedback.”
Designed to work in therealworld – “After watching the video, I got home and practised my presentation all night, remembering to slow down, pause and breathe. The next day, I gave my presentation twice and got great feedback…
“Our Head of Sales who I had presented to asked if I could present the same thing again at the Sales Conference to 130 people on Wednesday…
“I practised some more, tweaked some things for a larger audience (added in some audience participation) and did it!! to 130 people… it went really well…
“I have had the best feedback and still on a high really.”
INNOVATION DEVELOPMENT MANAGER – Carima Sherlock of A.G. Barr plc.
2. “What Problems Does This Learning Solve?”
Our research with HR Managers, Training Officers, and L&D Managers revealed this.
Learners not applying what they learned wasn’t the only frustration.
They were also frustrated by not being able to show a clear ROI (Return on Investment). They wanted proof that their spending on external training was worth it.
Unfortunately, most training providers only evaluate using basic ‘happy sheets.’ This meant they couldn’t measure real behavioural changes or improvements in performance, making it difficult to justify the training costs.
Our approach solves this problem by tracking actual results and long-term impact, so they can clearly see the value of their investment.
Next is more on this…
Delivery is key—it’s not just what we say, but how we say it.”
Thoughts on the way we do things – “I think one of the biggest things that helped us retain what we’ve learned is the interactive form of your training. For example, like the quizzes or just asking each other questions in general to remind ourselves of what we’ve learned previously. And definitely the homework, because it forces us to do it in our spare time, not only while we’re in the virtual class. Also, having a learning buddy really helps us. We coach each other, and it helps us seek feedback from others and try to implement it.”
CATEGORY EXECUTIVE – Adrianna Hreczuch of GoldenAcre Foods
3. “How Does This Learning Show Results and ROI?”
Kirkpatrick founded the 4 levels of evaluation in 1953. These are Reaction, Learning, Behaviour and Results.
Yet 75 years on, most training providers only do the ‘happy sheet’. Asking Learners what they think at the end of the training course. The problem is this only measures their reaction, not the real impact.
At MBM, we use all 4 levels to create a ‘Chain of Evidence’. While it’s tough to measure exact numbers, especially for soft skills, we don’t shy away from trying.
Our Chain of Evidence not only asks for learners’ feedback at the end of the course but also checks:
Learning – What did they actually learn?
Behaviour – What changes in behaviour have they made?
Results – How has their performance improved? What specific changes can be seen?
4. “How Do You Make Learning Stick?”
Our training method has 6 key parts that fix the two main problems:
Larners not changing their behaviour.
There was no way to prove the training was worth the money.
These Six Parts Are:
Sticky Learning helps you to remember more over time
S is for Sticky Pieces: These are tasks sent to learners between training days to help them practice and keep using what they learned. Sticky Pieces focuses on learning through doing. Just like the 70:20:10 learning model.
T is for Timely: The “Spacing Effect” says that if we don’t practice what we learn, we forget it. Our training gives learners chances to practice their new skills so they stick.
I is for Individual: We created the “Learning to Learn” course because many people don’t know how to learn properly. This half-day session helps learners figure out how they learn best. They set goals and see how much they forget if they don’t stay engaged in the learning.
C is for Curve: The “Forgetting Curve” supports that we forget things over time. So we help learners to remember. We do this with notes, quizzes, learning partners, and getting managers involved for support.
K is for Knowledge Vault: Learners get access to a “Knowledge Vault” full of articles, videos, and research to keep learning even after the course ends. It’s organised by skill and topic to help them continue their journey.
Y is for Your Chain of Evidence: Our “Chain of Evidence” tracks learners’ progress at 5 levels, based on Kirkpatrick’s model. Plus an extra step to see if the training meets business goals.
…the negotiation examples work in practice.”
“The courses take you out of your comfort zone and slowly put you back in, making the journey tough but worthwhile, especially when you get that lightbulb moment and the negotiation examples work in practice.”
COMMERCIAL DIRECTOR – Kim Matthews of O’Brien Fine Foods
…it has helped strengthen a relationship or overcome a challenge.”
“The training has already helped me in various day-to-day scenarios both with customers and with colleagues internally as I step into a leadership role for the first time…
“Every time I put the learnings into practice it has helped strengthen a relationship or overcome a challenge.”
Jamie Annand of Ramsden International
5. “What is the Theory of Learning That Sticks?”
These 14 reasons and the science behind them prove this training method works.
1. One Day Training Courses Have a Very Limited Effect
In the late 1800s, Hermann Ebbinghaus, a German psychologist studied how we forget. He created the “Forgetting Curve.” His research showed that we forget most of what we learn, like 80% after 30 days, unless we repeat it.
We used this research to stop offering one-day courses. We split all our training into several days, with key activities in between.
Dr. Will Thalheimer also researched this topic. He found that in the first week, we forget anywhere from 1% to 90%, but on average, it’s around 70%.
2. Incorporating the 70:20:10 Learning Model is Essential
The 70:20:10 learning model is based on research by the Centre for Creative Leadership. It shows we learn best when we mix learning in three ways. This is 70% from doing the job, 20% from learning informally, and 10% from formal training.
Here’s this concept evident in our blueprint.
On-the-job learning – Sticky Pieces are worked on by the Learner.
Informal learning – Each Learner is paired with a learning buddy.
Formal learning – Training days.
The Founder of the 70:20:10 Learning Method, Charles Jennings, wrote an extensive testimonial about our free guides.”
3. Line Managers Are Key to the Learners Achieving Their Objectives
We know that Line Managers have most of the chats with their team about how well the training worked.
According to Gibb (2002), when Line Managers get more involved in training, it helps promote the idea of “lifelong learning”.
4. Learners Aiming to Solve a Particular Problem Achieve More
Professor Edwin Locke did a big study called “Toward a Theory of Task Motivation and Incentives”.
His research helped create the SMART goal system we use today. He found that we are more motivated when a task is clear and challenging.
For our learners, this means they set personal learning goals before starting their training to make sure they follow this idea.
5. The ‘spacing Effect’ States That Higher Learning is Achieved Through Repetition
Herrmann Ebbinghaus discovered something called the “Spacing Effect.” He found that if we don’t review or use what we’ve learned, we forget it quickly, and the more time passes, the more we forget.
The Sticky Learning blueprint was purpose-built. It enables and encourages Learners to learn, re-learn, use, form habits, discuss, research and question at least once per month over 6 months.
6. Behavioural Change is Delivered Through New Habits
We ensure our Learners understand how habits are formed. This helps them figure out how they can create habits to change their behaviour.
Professor BJ Fogg from Stanford University is a leader in habit research. We teach how to use his research for building habits in a half-day “Learning To Learn” course that happens before any training.
7 Habits of Highly Effective People starts with being proactive
7. People Are More Motivated by What They Could Lose, Than What They Could Gain
“Loss Aversion” was first shown by Amos Tversky and Daniel Kahneman. They found that losing something feels twice as bad as gaining something feels good.
For Sticky Learning ®, this means we explain to Learners in the “Learning to Learn” course what they will lose if they don’t finish their Sticky Pieces. They also get reminders of how much they could lose with each sticky piece email.
8. Mnemonics Help Learners to Learn More
Each of our trainers understands the importance of what cognitive researchers call ‘encoding’.
It’s basically when a Learner can connect new information to what they already know.
Think of it like Christmas decoration. To add new baubles (information), you need a tree (existing knowledge) to hang them on.
An example of a mnemonic is below – SHAKESPEARE. It will help you remember the 11 tips for writing effectively.
Improve your written communication skills by using the Shakespeare acronym
9. Quizzes Challenge Learners to Retain What We Have Learnt
At the end of each formal training day, the Learners are asked to complete a quiz. Whilst this is a piece of fun, the science behind why is very compelling.
Roddy Roediger, a Psychology Professor at Washington University, found that if we’re not tested, we only remember about 27% of what we’ve learned.
Each quiz question is specific to a learning objective to test what the Learner has learnt. Groups that were tested versus those that were not were able to recall twice as much.
10. Self Discovery is a Motivating Way to Learn
Taking a new iPhone out of its box is exciting and our own curiosity drives us to learn how to make it work.
Similarly, every learner in our training courses has access to the Knowledge Vault.
Built into the Knowledge Vault are cupboards for each skill. Then each cupboard has a shelf relating to each of the learning objectives of that skill.
11. Knowing Your Learning Style Helps Learners to Learn More
Honey and Mumford created a learning style questionnaire. By knowing their style of learning, learners can learn more, learn faster, and learn easier.
The phrase that helps to understand why learning styles are important is, “What’s the best way to ride a horse? The way it is going”.
12. Learners Learn More if They Are Asked to Teach Someone Else
After each learning event, we challenge our learners to teach someone else.
This is based on a study by John Nestojko, a researcher at Washington University. He found that when people know they have to teach someone else, they remember things better and can organise their thoughts more clearly.
This idea is part of what’s called a “Sticky Curriculum.” Learners are actively challenged while learning.
On the other hand, just sitting in a lecture and being talked at for hours is at the opposite end of the spectrum.
A Sticky Curriculum is all about actively engaging learners. For example, asking learners to set their own learning goals, present to their peers, or practice their new skills and get feedback.
13. Learners Don’t Want to Look Bad in Front of Their Peers
In each training course, every learner is paired with another learner for the journey. This way, each person is responsible for helping their learning buddy reach their individual goals.
The pair sets up 20-minute meetings or calls at times when memory can fade. The goal is to be there to remind and support each other.
14. Learners Experience Sugar Rushes Throughout the Day
For many years, like many other training providers, we shared the hotel biscuits, offered sweets, and gorged on the afternoon tea cakes. But that’s changed.
Now, we provide natural, unsweetened, and unsalted popcorn from Scotland. Learners can stay focused longer throughout the day because popcorn releases energy slowly.
…absolute game changer.”
“It has been an absolute game changer in terms of being able to look at presenting the data in so much more of a coherent and reactive way that relates so much easier and translates across the line.”
Grace Shearer of Hilton Foods
My time management is a lot better, so my daily work is not as stressful.”
“I have had some good results in persuasive negotiation side of it as well with some of my customers.
“The company has seen financial benefit due to the negotiation side of it.”
Ben Capper of AC Gotham & Son
6. “How Do You Make Learning Sticky for Your Kids?”
This is the summary of the 15 revision strategies your children can use to make their learning sticky so that they get great exam results.
Just head over to this article on revision strategies. This is how your kids can create “sticky knowledge”.
Not to be confused with “Dirt time in teaching”. This stands for “Dedicated Improvement and Reflection Time”.
In essence, DIRT is an acronym for pupils giving each other feedback on each other’s work to make improvements.
15 Revision Tips from the Article Revision Strategies:
#1: Create a revision timetable.
#2: Flashcards are a very effective revision strategy.
#3: Know the exam techniques.
#4: Study groups can work and can be a problem.
#5: Testing is a very effective revision strategy.
#6: Be careful of the risk of rote learning.
#7: Testing with past papers can really work.
#8: Highlighting text is very useful.
#9: Mind Maps – An effective revision technique.
#10: Set simple smaller rewards.
#11: Grow a Tree – A revision strategy for Generation Z!
#12: Move around. Don’t get stuck!
#13: Coach your child.
#14: Discipline is the key.
The training sessions helped me feel more confident in my new role.”
Daisy Charles of Abel & Cole
It was really relevant to the workplace so I could apply it to real life examples.”
Nicola Thomas of MMUK
…I feel more prepared when I go into a negotiation and I feel I am getting results now.”
Richard McGrath of AC Gotham & Son
I had few gaps before the session on errors my team does in email writing but now I am equipped with the wisdom on the same and find myself capable to guide them as well as self on such errors.”
Sanjeev Mittal of Amazon
7. “What is the Stickiest Learning in the World?”
In our opinion, driving lessons are the stickiest learning in the world. It’s because they really work! Many people pass their tests.
They use spaced repetition, have a clear personal goal – learning to drive for freedom – and are practical, not just theory.
At MBM, we believe corporate training can learn a lot from driving lessons.
We use the same science that supports driving lessons to make our own learning stick. So much so, that we even trademarked it as Sticky Learning ®.
What are you waiting on?
Enrol your people in a Sticky Learning training programme right now.
