Training inside the work loop
Practicum for Volume 2, Chapter 11, "The Change Compass" (PEOPLE arrow). Version: 2026-07. Time: 20 minutes for diagnosis and a first-month plan.
Everyone finished the course, but nobody uses it. This is one of the seven ways a change dies. Training works next to a live work loop, not away from it. One hour a week reviewing a real task beats a week of lectures. Use this worksheet to tell live learning from a completion box and plan the first month.
Signs of live learning and box-checking
| Live learning | Box-checking |
|---|---|
| People learn on real tasks from their own process | People use abstract course examples |
| A one-hour weekly review happens beside the working loop | There is one training session, followed by "figure it out yourselves" |
| A champion has a mandate to act and carry the work | Nobody owns it, and everyone does a little |
| A person has a new role after training, such as reviewer or loop owner | Roles stay the same, so training changes nothing |
| Each employee understands what they personally gain | "Management said so," and resistance goes underground |
What is still missing: ______________________________________________
Resistance is a rational calculation
Employee resistance is not simple stubbornness. It is a reasonable response to the unanswered question, "What happens to me?" Clarity works better than pressure. Give each important person a short, honest answer.
| Person | What they may lose (their fear) | What they gain (honestly) |
|---|---|---|
A warning from the chapter: do not turn the team into debtors on a cognitive loan. If people stop thinking and only press a button, you have trained dependence rather than a team. Training should leave a person stronger, not helpless without the agent.
First-month mini-plan (Gate 5)
This connects to the gate sheet. Gate 5 closes after the loop has run for a month and four weekly review hours have happened.
- Process loop where we learn:
_______________________________ - Champion, with name and mandate:
_______________________________________________ - Day and time of the weekly review:
___________________________________ - Week 1 review:
_______________________________________________ - Week 2 review:
_______________________________________________ - Week 3 review:
_______________________________________________ - Week 4 review:
_______________________________________________ - New role that appeared in the team:
___________________
Next
Follow the full route with the Order of Moves Gate Sheet. Place the person in the loop with the Human Review Matrix. Define the agent's permissions and boundaries with the Agent Contract.
Back: Volume 2 Workbook. Version: 2026-07.