Many organizations, if not all of them, are spending large amounts of money on the development of their leadership teams. And understandably so. In today's fast-moving world of work, we expect more and more from managers. They need to get the work done, of course, but we also expect them to mentor and coach their team members, to communicate effectively and transparently, and to be mindful of their people's overall well-being, among other things. It's no surprise that leadership teams may need a little help with all of this in the form of solid leadership training. And yet, according to one study published by Dr. Robert Brinkerhoff, an internationally recognized learning effectiveness expert, 15% of people don't try a new concept after they learn it, and 70% try but fail or give up. Only 15% of leaders who get training are actually able to establish permanent change after traditional learning experiences. This begs the question, is this result worth the investment? And can long-lasting results ever be achieved if leaders aren't intrinsically motivated to establish permanent change after their training? Find out what our HR experts Elena Spiliotopoulou and Linnea Bywall have to say about that!