GROW to Embed Learning: A Simple Technique for Lasting Impact

This is a common challenge in professional development and is especially important for leaders and managers trying to get a strong ROI from training. Time is money, and without reinforcement, an investment in learning could otherwise be extra short-term profit.

People attend leadership training, absorb new ideas, and feel inspired—but unless the learning is reinforced, it often fades away.

That makes sense when you know a little neuroscience. Our brains are wired to forget. We actively filter out information that isn’t reinforced because our brains prioritise what they see as important. If something doesn’t “fit” with our usual behaviour patterns, it’s often discarded before it can take root.

The Science of Why We Forget

Cognitive science research confirms that without reinforcement, new learning quickly fades. According to Hermann Ebbinghaus’ Forgetting Curve, we forget nearly 75% of what we learn within 48 hours—unless we actively revisit and apply it. (Cognition Today, 2023)

I also once read that the fastest way to make a new behaviour extinct in someone who works for you is not to notice it. That idea is backed up by operant conditioning (a theory in psychology that explains how behaviours become more or less frequent depending on rewards or reinforcements). Studies from institutions like Harvard Business School have shown that positive reinforcement significantly increases the likelihood of behaviour being repeated. (Harvard Business Review, 2022)

So, if you want a great ROI from any learning or training, a simple three-minute conversation before and after the event can make all the difference.

When someone important to us—such as a line manager or mentor—asks curiosity-led questions about upcoming learning, it primes our brains to see it as important. This happens because the attention itself acts as a reward—and our brains are wired to move towards reward.

And after the event, when someone notices and reinforces what we’ve learned, we become more likely to apply that learning in real life.

It’s Not Bloody Rocket Science—but it is a little bit clever!

A Simple Way to Embed Learning

There’s an easy way to have these pre- and post-learning conversations, to prevent learning from going in one ear and out the other (or, in neuroscience terms, being filtered out as non-essential information!).

It’s based on the well-known GROW coaching model.

What is the GROW Model?

Developed by Sir John Whitmore, GROW is one of the most widely used coaching models. It provides a structured framework to help people turn ideas into action.

GROW stands for:

• Goal – What do you want to achieve?
• Reality – What’s happening right now?
• Options – What could you do?
• Will – What will you do?

This model is commonly used in coaching, but with a small tweak, it can also be a game-changer for embedding learning.

How to Use GROW to Make Learning Stick

If you manage a team, you can help people get more from their learning by asking just four simple questions—two before the learning and two after.

Before the Learning: Ask G and R

Before someone starts a training programme, attends a session, reads a book, or listens to a business podcast:

• G (Goal): “What do you hope to get from this training or book?”
• R (Reality): “What’s happening in your work life right now that this training could help with?”

These questions create a personal connection between the learning and their real-world challenges.

After the Learning: Ask O and W

Once they’ve completed the training, follow up with:

• O (Options): “Now that you’ve done the training, how could you apply what you’ve learned?”
• W (Will): “What’s the first step you’ll take to put this into action?”

This quick debrief turns passive learning into active change—which is exactly what we want from effective leadership development and training programmes.

A Simple Framework for Maximum ROI

If you’re investing time and money in team development or neuroscience-based training, you want to see real results. Sharing this GROW to Embed Learning model with your team or line managers is a simple but powerful way to reinforce learning and see real behaviour change.

This is one of my most popular topics for a learning lunch session—in fact, it’s so quick and easy to understand, I could probably explain it over a cup of tea!

Try it out, and let me know how it works for you!