Roy's Training Improvement Café

Episode 04 – Dirk Bannenberg on Training for Real ChangeIn this episode of the Training Improvement Café, Roy sits down with Dirk Bannenberg, co-founder of Nobi Learning and a seasoned trainer who’s worked with some of the biggest training providers in The Netherlands. Together, they explore how to turn training from a one-off event into a catalyst for lasting behaviour change.💡 Spoiler alert: Real change starts before the training day…and continues long after.About DirkDirk Bannenberg is co-founder of Nobi Learning and an experienced trainer with a background in teaching, corporate training, and change management. Passionate about making training meaningful, he combines adult learning, leadership, and change management principles to help organisations achieve lasting behavioural change.What you'll learn in this episodeWhy friction and discomfort in training can actually be a good signHow to uncover the “question behind the question” when clients ask for trainingPractical nudges that make behaviour change stick (from bathroom stickers to handwritten notes)Why training is more like a *campaign* than a one-day eventHow to keep participants motivated long after the training endsThe power of the ADKAR change model (Awareness, Desire, Knowledge, Ability, Reinforcement)Why managerial support and feedback are non-negotiable for real transferWhat Dirk learned from change thinker Thijs Homan about culture and “petri dishes”Quick tips to apply right awayAdd small nudges before and after training (emails, reminders, stickers, handwritten notes).Frame training as a *campaign:* build anticipation, involvement, and follow-up.Ask participants: *“When will this day be a success for you?”* and use their answers.Use the “Better Not” exercise to surface resistance to new behaviours.Don’t shy away from feedback when attempts at new behaviour fail. It fuels growth.Episode highlights[00:01:00] – Why intrinsic motivation is non-negotiable for real behaviour change.[00:04:59] – Uncovering the real learning need behind client requests.[00:08:01] – The challenge of involving managers and starting with nudges.[00:10:50] – From bathroom stickers to pre-training mail packages: creative nudges that stick.[00:14:45] – The “Better Not” exercise to surface resistance and spark reflection.[00:16:37] – Why managers must give feedback—even when it feels uncomfortable.[00:20:02] – Designing impactful learning experiences on limited budgets.[00:22:04] – Applying the ADKAR change model to training.[00:25:32] – Why reinforcement at 2 days, 2 weeks, 2 months really matters.[00:26:00] – Petri dishes of meaning: how real change happens at the coffee machine.Resources & inspiration mentionedADKAR change modelThijs Homan (organisational culture)Nobi Learning💬 We’d love your feedback!What did you think of the episode? Share your thoughts with Roy or Dirk via LinkedIn.📣 Don’t forget to subscribe, leave a review, and share this episode with fellow L&D pros who care about making learning stick.

What happens when you mix marketing smarts with L&D practice? In this episode, Roy talks with Bianca Baumann and Mike Taylor, co-authors of Think Like a Marketer, Train Like an L&D Pro. Together, they explore how marketing mindsets and methods can help learning professionals better understand their audience, personalise training, and move beyond one-size-fits-none learning.💡 Spoiler alert: Thinking like a marketer doesn't mean just "jazzing up" your courses.About Bianca & MikeBianca Baumann is a learning strategist based in Toronto with roots in business education and a passion for designing campaigns that drive behaviour change. Mike Taylor is a learning designer with a background in digital marketing, known for his Friday Finds newsletter full of L&D inspiration. Together, they believe L&D can learn a lot from marketing…if we’re willing to listen.What you’ll learn in this episode:Why it’s a problem if your course needs to be “jazzed up”What L&D can learn from email marketing and digital body languageHow personas and empathy maps help you really understand your learnersWhy “go to Gemba” is still solid advice for L&D teamsWhat to try first if you want to design learning as a campaignWhy “Compliance 101” might not be the best title for your courseHow Mike and Bianca accidentally ended up writing a book togetherResources & inspiration📘 Think Like a Marketer, Train Like an L&D Pro – by Bianca & Mike📚 Alchemy by Rory Sutherland📚 *Books & blogs by Seth Godin*💌 Friday Finds by Mike Taylor📰 MarketingProfs.com🏢 Content Marketing InstituteQuick tips to apply right awayStart your next learning journey with audience interviews, not assumptionsUse headline tools (or AI) to craft more engaging course titlesTest small campaigns using tools you already have (like email)Think beyond your LMS—learning can happen anywhereCall it a pilot if you want to try something new without pushbackEpisode highlights[00:01:00] – Why learning needs a marketing mindset[00:10:00] – Why digital body language matters for L&D too[00:13:00] – The mistake of buying tools before building strategy[00:16:00] – Personas vs. demographics and how to create them[00:18:00] – The training that failed because of a 64K connection[00:21:00] – Behaviour change starts with meaning, not more info[00:24:00] – Thinking beyond LMS: the electric vehicle expo story[00:27:00] – Using triggers like clickbait (ethically!) in learning[00:30:00] – How to get buy-in for new ideas: “yes, and…”[00:32:00] – Common resistance from L&D purists and how to respond[00:34:00] – Why standing your ground takes time and confidence[00:37:00] – Inspiration sources and real-world marketing examples[00:41:00] – Bianca’s first learning crush: a situational leadership course[00:43:00] – Mike’s least favourite myth: learning stylesWe’d love your feedback!What did you think of this episode? Do you apply any marketing ideas in your training design? Let us know via [email] or drop us a message on [LinkedIn].📣 Don’t forget to subscribe, leave a review, and share this episode with fellow L&D pros who want to make learning actually work.

“Immersive learning is all about having these assumptions and putting them to the test.”Michiel Hulsbergen, Founder @ DialogueTrainerEpisode 02 – Michiel Hulsbergen on Training Conversational Skills with Digital AvatarsIn this second episode of the Training Improvement Café, Roy sits down with psychologist and DialogueTrainer founder Michiel Hulsbergen. Together, they explore how conversation simulations can boost learning transfer, help professionals build real confidence, and make complex interpersonal skills more trainable and scalable.💡 Spoiler alert: If you think your training is effective because learners feel confident, think again.About MichielMichiel Hulsbergen is a psychologist with a background in business administration and decades of experience in conversation skills training. He started out as a training actor before founding DialogueTrainer, a company that creates simulation-based learning environments for soft skills. With over 20 years in the field and a decade focused on learning technologies, Michiel brings a rich perspective on the intersection of psychology, emotions, and technology-enhanced learning.What you'll learn in this episode:Why Michiel thinks traditional text-based training can create false confidenceHow interactive simulations make learners more aware of complex interpersonal dynamicsWhy emotion and believability are essential ingredients in learning transferHow DialogueTrainer’s tools are used to support real-world leadership developmentThe impact of avatar-based practice versus real-life role playThe surprising power of immersive learning to surface implicit skills and emotional insightFeatured Simulation: Game-Changing LeadershipRoy and Michiel explore a live leadership simulation that helps managers improve coaching skills through realistic dialogue. The demo showcases:Building rapport and guiding conversations strategicallySubtle emotional cues in avatar interactionsReflective decision-making in high-stakes leadership momentsQuick tips to apply right awayDon’t just aim for confidence—aim for realistic confidence. Simulations can challenge learners’ assumptions and surface hidden gaps in their skills.Use emotion as a signal, not a distraction. Train learners to reflect on their emotional responses during conversations to better understand behaviour.Combine text and simulation. Reading builds understanding, but simulations provoke reflection and make learning stick.Start with practice, not theory. Use immersive scenarios to confront learners with realistic challenges before offering explanatory models.Design for reflection, not just performance. Include moments where learners pause, assess options, and predict outcomes.Role-play isn't dead—it's scalable. Use avatar-based role-play to create safe, repeatable practice environments that mimic real pressure.Michiel’s sources of inspirationKeith Keating – The Trusted Learning AdvisorPaul Ekman – Facial expression and emotion theoryLisa Feldman Barrett – Constructed emotion and behavioural scienceNico Frijda – Emotions as promoters of interestFrans de Waal – Primate behaviour and social interactionWant to learn more?Visit dialoguetrainer.com to explore the tools and research behind DialogueTrainer.Read The Trusted Learning Advisor by Keith Keating for a call to arms for modern L&D professionals.Look up Frans de Waal’s Chimpanzee Politics for behavioural insights with a smile.We'd love your feedback!What did you think of this episode? Share your thoughts or questions with us at [email protected] or tag us on LinkedIn.Don’t forget to subscribe, leave a review, and share this episode with your fellow learning pioneers.

Episode 01 – Britt Brackenie on the 12 Levers of Transfer EffectivenessIn this very first episode of the renewed Training Improvement Café, Roy sits down with Britt Brackenie—co-founder of Route12 and passionate advocate of practical learning transfer. Together, they explore what really makes training stick and how to create learning experiences that actually lead to behavioral change at work.💡 Spoiler alert: It’s not just about what happens in the training itself.About BrittBritt Brackenie is a co-founder of Route12 and helps L&D professionals design impactful learning journeys. With a background in Human Resource Management and a fascination for creating meaningful experiences, Britt now focuses on improving training transfer based on research by Dr. Ina Weinbauer-Heidel.What you'll learn in this episode:Why Britt once considered becoming a funeral coordinator (!)How the 12 levers of transfer effectiveness help L&D pros create more effective programsHow to use the transfer card game to reflect on existing trainingWhy clear transfer goals beat traditional learning objectivesThe role of managers and peers in successful transferSmall changes with big impact, like writing letters to managersWhy “What’s your biggest takeaway?” might not be the best closing questionEpisode highlights[00:01:00] – Why Roy loves the topic of transfer[00:05:00] – Britt’s “aha” moment that led to Route12[00:10:00] – What are transfer goals, and how do they differ from learning goals?[00:14:00] – Playing the transfer card game with a cybersecurity training case[00:35:00] – Can you ever cover all 12 levers in one training?[00:39:00] – Why a letter to the manager might work better than a letter to yourself[00:44:00] – Britt’s take on the most overrated L&D adviceResources mentionedThe 12 Levers of Learning Transfer – by Dr. Ina Weinbauer-HeidelTransfer Designer CertificationBlog posts by Britt and Route12Britt’s LinkedInBritt’s newsletter “Britt Leert”Britt’s inspirationsJulie Dirksen – blending learning science with behavioral scienceLavinia Mehedintu (Offbeat) – thought leader in L&D curationDr. Alaina Szlachta – specialist in evaluation and data-driven training improvementQuick tips to apply right awayTry ending your next training with transfer planning, not just reflectionGet participants to write a letter to their manager with their key insights and next stepsInvolve managers before and after training with simple 15-min conversationsUse transfer goals (not learning objectives!) to clarify desired behavior changeWe’d love your feedback!What did you think of the episode? Have a question for Roy or Britt? Share your thoughts via [email protected] or message us on LinkedIn.📣 Don’t forget to subscribe, leave a review, and share this episode with fellow L&D pros who care about making learning work.