TLB #52🧠 Why soft skills don’t stick — and what to do about it

A bi-weekly inside scoop on all the hottest events, juicy discussions, and oh-so-many other exciting things happening in our dynamic L&D community. 🧡

Hello Shaker,

Here’s all that you’ll experience in today’s issue:

💡Learning Bites: Exploring the COMPASS Model for making soft skills training stick

🗓️ Community Calendar: Be part of local hub meet-ups, immersive series and other events happening in the Shakers Community

🖌️ Community Creations: Career Leap, New Core Team, fresh podcast episodes, Workshop Guide, Canada’s first Local Hub, and coffee chat matches—there’s a lot brewing in the L&D Shakers world!

🔖 Resource Reel: A collection of resources on Play, LxD, GPTs and many more.

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Learning Bites 💡

You’ve probably been here:
A well-run workshop on giving feedback. Participants are engaged. The facilitator’s excellent.
But three weeks later, nothing’s changed. No one’s actually using what they learned.

Sound familiar?

This is the transfer problem in soft skills training — one of the most stubborn gaps in L&D.

A new research, Making soft skills ‘stick’ by Hamdi A. Hamzah, Andrew J. Marcinko, Becky Stephens and Mario Weick, backs a model called COMPASS that offers both a diagnosis and a way forward. It integrates behavioural science with classic training theory to explain why soft skills often fail to transfer, and what needs to happen for real-world behaviour change to occur.

Key Insights: The COMPASS Model

1. The transfer of soft skills is especially hard

Unlike technical skills, soft skills (like empathy, conflict resolution, resilience etc) demand emotional regulation, social awareness, and sustained habit change across unpredictable contexts. That makes them harder to train — and even harder to apply consistently at work.

2. Behavioural science is the missing link

Traditional models often miss what behavioural science has long known: habits, automatic responses, social norms, and environmental triggers play a huge role in whether new behaviours stick. The COM-B model (Capability, Opportunity, Motivation → Behaviour) fills this gap, offering nine evidence-based strategies for behaviour change — many of which are underused in training.

3. Enter COMPASS: An integrated model

COMPASS combines COM-B with Baldwin & Ford’s training transfer framework. It helps us see that successful soft skills transfer depends on:

• Trainee Characteristics (e.g., prior experience, motivation, self-efficacy)

• Training Features (what, how, and how well it’s taught)

• Work Environment (manager support, norms, culture)

...all working together to support real behaviour change, not just engagement or knowledge gain.

4. Behaviour is the outcome, not learning

COMPASS shifts the focus from what participants learn to whether they behave differently after the session. This aligns with what organisations care most about: “Are people doing this at work?”

5. It’s not enough to “motivate” people

Motivation alone won’t drive change. The research shows we need all three forces:

• Capability: Knowledge, skills, and self-regulation

• Opportunity: Tools, time, psychological safety, role clarity

• Motivation: Goals, identity, emotions, and habits

Neglect one, and behaviour change is unlikely.

6. “Training Design” isn’t just what you teach — it’s how it’s experienced

The framework breaks training down into:

• Content (is it relevant and practical?)

• Design (is it spaced? Are there various instructional methods used?)

• Implementation (are facilitators skilled? Is support built in? Is there debrief or feedback mechanism in place)

Even the best content fails without effective design and delivery.

7. 69 factors grouped under 6 key levers of behaviour

In their review of 71 studies, the researchers mapped factors influencing transfer to these COM-B categories:

• Physical Capability

• Psychological Capability

• Physical Opportunity

• Social Opportunity

• Reflective Motivation

• Automatic Motivation

What This Means for Practice

Here’s where we push this insight further. What can L&D professionals do with this knowledge, especially in today’s fast-changing, hybrid workplaces?

1. Design with the end behaviour in mind, not the learning objective

Before you choose your format, ask: What behaviour are we trying to change? What capability, opportunity, and motivation do people need to get there?

Use the COM-B diagnostic to spot where the breakdown is. Maybe people want to give feedback (motivation), and they know how (capability), but team norms discourage it (opportunity). That’s an environment issue, not a training one.

🧠 Try this: Kick off program design with a “COM-B Canvas” where stakeholders map current vs desired behaviour and root causes.

2. Build automatic motivation — the hidden lever

We often assume motivation = intention. But most behaviour is driven by automatic processes: habits, emotions, and identity.

🧠 Try this: Help participants form implementation intentions (e.g., “If I’m in a team meeting and someone interrupts, I’ll say ___”). Use repetition and reflection to support habit formation.

Also, link the skill to identity, for example: “What kind of leader do you want to be? How does this behaviour express that?”

3. Redesign the environment, not just the training

If feedback isn’t part of the team’s culture, even the best training won’t stick. Create social opportunity through norms, rituals, and structural nudges.

🧠 Try this:

• Introduce “Feedback Fridays” — a weekly ritual to share praise and suggestions.

• Create team agreements that normalise conflict resolution.

• Ask managers to publicly model the skill — modelling is one of COM-B’s nine change strategies, and one of the most powerful.

4. Rethink what counts as “training”

The COMPASS model expands our scope. Learning doesn’t just happen in classrooms — it happens through tools, nudges, social modelling, and job design.

🧠 Try this:

• Add reflection prompts to Slack

• Include soft skill cues in checklists and onboarding journeys.

• Use micro-experiments (e.g., “This week, try X with your team and reflect.”)

5. Diagnose gaps with precision, not assumptions

The COMPASS framework helps L&D teams pinpoint why a skill isn’t transferring. Is it lack of capability (don’t know how)? Lack of opportunity (no time/support)? Lack of motivation (don’t care or don’t see relevance)?

🧠 Try this:
Before redesigning your program, run short interviews or pulse surveys using the COMPASS model language. Ask learners and managers:

• “What makes it hard to apply this skill?”

• “When does this come up in your day?”

• “What supports or nudges would help?”

6. Use “Training Features” as a design checklist

Don’t just ask “What will we teach?” Ask:

• What content is needed?

• How should it be structured for habit formation (spacing, practice, feedback)?

• How will it be delivered and reinforced over time?

Example: Instead of a single session on resilience, design a spaced, blended journey with micro-practice, reflection prompts, peer check-ins, and nudges via Slack.

7. Co-Design with Line Managers and Teams

Since Opportunity (social norms, support, time) is critical, get managers involved early:

• Let them co-define success outcomes.

• Train them to model and reinforce behaviours.

• Provide “manager kits” — e.g., talking points, mini check-ins, behaviour tracking prompts.

Example: If you're running a DEI workshop, include a toolkit for managers to lead follow-up team discussions and recognise inclusive behaviours.

Most soft skills training still operates like content delivery: teach → practice → hope it sticks. The COMPASS model urges us to become behaviour architects instead — to stop asking “Did they like the session?” and start asking “What gets in the way of this behaviour showing up every day?”

If we’re serious about change, we need to move beyond better workshops and start shaping the ecosystem that makes skill use possible.

Your turn

Which of the COMPASS ideas sparked something for you?
Are you already using any of these behavioural insights in your learning programs, or do you see a place where they should be?

I'd love to hear how you're applying (or planning to apply) behaviour science in your L&D work. Drop a comment or reply. Let’s learn from each other!

PS: A big shoutout and thank you to Matt Furness for sharing the research in one of his post.

Coming Up Next

Community Calendar 🗓️

Big ideas. Bright people. Bold learning.
Our next round of events is just around the corner—each one crafted to help you grow, reflect, and connect. Save your spot and bring your curiosity.

Community Creations 🖌️

🎧 We’ve got two powerful conversations lined up in the latest from "L&D Frameworks: Applied”, and you won’t want to miss either.

🎙️ Episode 1: Toby Newman on Nudge Learning & 70:20:10
Toby shares how to make learning stick through incremental strategies and behavioural science.
🔍 Highlights:

• Practical tips on embedding learning in everyday moments

• Wins and lessons from applying the 70:20:10 model

• Tailoring training to individual experiences

🎙️ Episode 2: Shaira Khidirova on the 5Di Model & MVP Testing
Shaira brings a startup mindset 💡 and an agile approach to L&D. Learn how she applies design thinking to build user-centred, business-driven solutions.
🔍 Highlights:

• Breaking down the 5Di framework

• How MVP testing transforms learning design

• Strategies to align learning with business goals

Thank you, Joost, for bringing these lenses to us!

Tune in to Spotify or Apple Podcasts and bring these fresh strategies into your org!

We’re excited to officially launch CAREER LEAP! 🤸🏻‍♀️

This is a 6-week journey hosted by the L&D SHAKERS community to support your career with exploration, clarity, and impactful action.

It’s for you if:

🔁You’re at a pivot point in your career

🧱You’re experiencing obstacles moving forward

💭You have ideas, but no clear next steps

🤝You’re looking for support and community

Career Leap has THREE TRACKS, because we want to meet you exactly where you’re at: Some sessions will be open to all, but we encourage you to pick the track that fits you best so you can get the most out of this experience.

🔵Leap into Learning & Development
If you’re considering pivoting into L&D or are ready to take the first step.

🟣Leap into L&D Leadership
If you’re stepping into leadership, starting a new leader role, or want support as you grow.

🟡Leap into L&D Entrepreneurship
For those shifting from internal roles to consulting, freelancing, or building something new.

We can't wait to see you in the sessions!

🤸🏻‍♀️ The Career Leap Project Team- Fiorenza Rossini, Pamela Chávez, Grace Pulsford, Anamaria Dorgo and yours truly!

And a BIG thank you to the brilliant 29 speakers & facilitators for making it possible!

🇨🇦 Big news—our first-ever Canadian Local Hub is here!
Led by two powerhouse Shakers, Sabina Hajizada and Kinga Petrovai

Join the channel #2-local-hub-ottawa or sign up for the first event!

Sabina & Kinga—cheering you on as you bring the Shakers spirit to Ottawa! 💛
Let the learning (and fun) begin.

Hot off the (community) press

Big news—our Workshop Facilitation Guide is officially live!
Born from an idea by Eugenia Gargallo and brought to life by a dream team of Shakers—Madeeha Samad, T Gaines, Shaheen, Elena Efimova, Guy, and Saad Tariq—you now have a practical, thought-provoking guide to level up your workshop design.

What’s inside?
✔️ Smart checklists
✔️ Reflective prompts
✔️ 8 must-think-about elements—from stakeholders and outcomes to experience and activities

Use it your way. Go deep or skim. Try, tweak, and make it your own.

Massive thanks to the team for turning this idea into something the whole community can use. 🙌 Let’s spread it far and wide! 💛

Hot from the stove: Coffee Chat Matches are BACK! ☕
Ready to spark serendipity and meaningful convos?

👀 What’s brewing?
Join #2-coffee-tea-chats and get randomly paired with a fellow Shaker every two weeks for a 30-min virtual catch-up. Think good chats, new friends, and your fave drink in hand.

✨ How it works:
1️⃣ Join the Slack channel 👉 #2-coffee-tea-chats
2️⃣ Get matched every Tuesday
3️⃣ Reach out, schedule your chat, sip + connect ☕
4️⃣ Share a selfie in the channel (bonus points for cute mugs!)

🚫 Only one rule: No selling. Just connecting.
💛 Generously supported by our friends at Tea.Time.Chat

Jump in, meet someone new, and enjoy the magic of 1:1 chats!

Cool Stuff You Don’t Wanna Miss Out

1. The Shape of Play – Conducted by Mattel, this global study surveyed over 33,000 children and adults to explore how play is evolving across generations. The findings reveal play’s critical role in creativity, connection, and well-being—offering insights not just for toy design, but for educators, parents, and policymakers committed to nurturing human development.

2. The Field Guide to Learning Experience Design - Field has launched a free, no-fluff resource unpacking the past, exposing the cracks in the present, and imagining the future of learning.

3. 8 custom GPTs for L&D - Matt Furness has curated a list of 8 custom GPTs that every L&D pro should use saving them hours of time.

4. Ranking Behavioral Science Frameworks- Jared Peterson has shared a list with ranking the behavioral science frameworks with highlighting the most practical ones for real-world application.

5. 2025 L&D Compensation Report - Thanks to everyone who took Offbeat’s survey, your input helped the Offbeat team create a report full of insights on salaries, bonuses, learning budgets, and career paths in L&D. Whether you're negotiating your own pay or planning for your team, this data-backed guide is for you.

〜See you soon

Till then, keep spicing up your learning! 🧠🧂

Sejaal