Have you ever left a class or training program excited about what you learned, only to realize a month later that you have applied little of it back on the job? As a training manager have you ever invested significant dollars and resources to carefully design and deploy a training program only to see little or no shift in individual behavior or culture afterwards? Even when your students passed the knowledge tests and you are certain learning occurred? As learning professionals, we often focus on the easy goal--imparting knowledge--and ignoring what it really takes to create lasting change. Creating a lasting impact on people and organizations requires much more than knowledge transfer. Lasting change occurs when learners practice and perfect what they have learned back on the job, building real skills instead of acquiring factual information, and, most difficult of all, changing habits so those new skills are applied consistently for real business results and bad habits are...