TLB #52š§ Why soft skills donāt stick ā 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. š§”
Hello Shaker,
Hereās all that youāll experience in todayās issue:
š”Learning Bites: Exploring the COMPASS Model for making soft skills training stick
šļø Community Calendar: Be part of local hub meet-ups, immersive series and other events happening in the Shakers Community
šļø Community Creations: Career Leap, New Core Team, fresh podcast episodes, Workshop Guide, Canadaās first Local Hub, and coffee chat matchesāthereās a lot brewing in the L&D Shakers world!
š Resource Reel: A collection of resources onĀ Play, LxD, GPTs and many more.
Learning Bites š”
Youāve probably been here:
A well-run workshop on giving feedback. Participants are engaged. The facilitatorās excellent.
But three weeks later, nothingās changed. No oneās actually using what they learned.
Sound familiar?
This is the transfer problem in soft skills training ā one of the most stubborn gaps in L&D.
A new research, Making soft skills āstickā 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 ā 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 ā Behaviour) fills this gap, offering nine evidence-based strategies for behaviour change ā many of which are underused in training.
3. Enter COMPASS: An integrated model
COMPASS combines COM-B with Baldwin & Fordās 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 itās 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: āAre people doing this at work?ā
5. Itās not enough to āmotivateā people
Motivation alone wonāt 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. āTraining Designā isnāt just what you teach ā itās how itās 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
Hereās where we push this insight further. What can L&D professionals do with this knowledge, especially in todayās 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). Thatās an environment issue, not a training one.
š§ Try this: Kick off program design with a āCOM-B Canvasā where stakeholders map current vs desired behaviour and root causes.
2. Build automatic motivation ā the hidden lever
We often assume motivation = intention. But most behaviour is driven by automatic processes: habits, emotions, and identity.
š§ Try this: Help participants form implementation intentions (e.g., āIf Iām in a team meeting and someone interrupts, Iāll say ___ā). Use repetition and reflection to support habit formation.
Also, link the skill to identity, for example: āWhat kind of leader do you want to be? How does this behaviour express that?ā
3. Redesign the environment, not just the training
If feedback isnāt part of the teamās culture, even the best training wonāt stick. Create social opportunity through norms, rituals, and structural nudges.
š§ Try this:
Introduce āFeedback Fridaysā ā a weekly ritual to share praise and suggestions.
Create team agreements that normalise conflict resolution.
Ask managers to publicly model the skill ā modelling is one of COM-Bās nine change strategies, and one of the most powerful.
4. Rethink what counts as ātrainingā
The COMPASS model expands our scope. Learning doesnāt just happen in classrooms ā it happens through tools, nudges, social modelling, and job design.
š§ Try this:
Add reflection prompts to Slack
Include soft skill cues in checklists and onboarding journeys.
Use micro-experiments (e.g., āThis week, try X with your team and reflect.ā)
5. Diagnose gaps with precision, not assumptions
The COMPASS framework helps L&D teams pinpoint why a skill isnāt transferring. Is it lack of capability (donāt know how)? Lack of opportunity (no time/support)? Lack of motivation (donāt care or donāt see relevance)?
š§ Try this:
Before redesigning your program, run short interviews or pulse surveys using the COMPASS model language. Ask learners and managers:
āWhat makes it hard to apply this skill?ā
āWhen does this come up in your day?ā
āWhat supports or nudges would help?ā
6. Use āTraining Featuresā as a design checklist
Donāt just ask āWhat will we teach?ā 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 āmanager kitsā ā 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 ā practice ā hope it sticks. The COMPASS model urges us to become behaviour architects instead ā to stop asking āDid they like the session?ā and start asking āWhat gets in the way of this behaviour showing up every day?ā
If weāre 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. Letās 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 šļø
Big ideas. Bright people. Bold learning.
Our next round of events is just around the cornerāeach one crafted to help you grow, reflect, and connect. Save your spot and bring your curiosity.
Community Creations šļø
š§ Weāve got two powerful conversations lined up in the latest from "L&D Frameworks: Appliedā, and you wonāt want to miss either.
šļø Episode 1: Toby Newman on Nudge Learning & 70:20:10
Toby shares how to make learning stick through incremental strategies and behavioural science.
š Highlights:
Practical tips on embedding learning in everyday moments
Wins and lessons from applying the 70:20:10 model
Tailoring training to individual experiences
šļø Episode 2: Shaira Khidirova on the 5Di Model & MVP Testing
Shaira brings a startup mindset š” and an agile approach to L&D. Learn how she applies design thinking to build user-centred, business-driven solutions.
š 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!
Weāre excited to officially launch CAREER LEAP! š¤øš»āāļø
This is a 6-week journey hosted by the L&D SHAKERS community to support your career with exploration, clarity, and impactful action.
Itās for you if:
šYouāre at a pivot point in your career
š§±Youāre experiencing obstacles moving forward
šYou have ideas, but no clear next steps
š¤Youāre looking for support and community
Career Leap has THREE TRACKS, because we want to meet you exactly where youāre 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.
šµLeap into Learning & Development
If youāre considering pivoting into L&D or are ready to take the first step.
š£Leap into L&D Leadership
If youāre stepping into leadership, starting a new leader role, or want support as you grow.
š”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!
š¤øš»āāļø The Career Leap Project Team- Fiorenza Rossini, Pamela ChĆ”vez, Grace Pulsford, Anamaria Dorgo and yours truly!
And a BIG thank you to the brilliant 29 speakers & facilitators for making it possible!
šØš¦ Big newsāour 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 & Kingaācheering you on as you bring the Shakers spirit to Ottawa! š
Let the learning (and fun) begin.
Hot off the (community) press
Big newsāour Workshop Facilitation Guide is officially live!
Born from an idea by Eugenia Gargallo and brought to life by a dream team of ShakersāMadeeha Samad, T Gaines, Shaheen, Elena Efimova, Guy, and Saad Tariqāyou now have a practical, thought-provoking guide to level up your workshop design.
Whatās inside?
āļø Smart checklists
āļø Reflective prompts
āļø 8 must-think-about elementsāfrom 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. š Letās spread it far and wide! š
Hot from the stove: Coffee Chat Matches are BACK! ā
Ready to spark serendipity and meaningful convos?
š Whatās 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:
1ļøā£ Join the Slack channel š #2-coffee-tea-chats
2ļøā£ Get matched every Tuesday
3ļøā£ Reach out, schedule your chat, sip + connect ā
4ļøā£ Share a selfie in the channel (bonus points for cute mugs!)
š« Only one rule: No selling. Just connecting.
š 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 Donāt Wanna Miss Out
The Shape of Play ā Conducted by Mattel, this global study surveyed over 33,000 children and adults to explore how play is evolving across generations. The findings reveal playās critical role in creativity, connection, and well-beingāoffering insights not just for toy design, but for educators, parents, and policymakers committed to nurturing human development.
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.
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.
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.
2025 L&D Compensation Report - Thanks to everyone who took Offbeatās 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.
ćSee you soon
Till then, keep spicing up your learning! š§ š§
Sejaal
Iām a new subscriber and I really likes this post. Iām thinking a lot lately on how learning experiences promote behavioral changes. Really into the bit you wrote on COMPASS. Good stuff!
Really liked this edition and I learned a lot! Thanks so much for putting it together š