When it comes to emotional intelligence (EQ), the true value of a workshop isn’t just what happens in the room, it’s what happens after. For HR and Learning & Development (L&D) leaders, reinforcing EQ learning after a training session is critical for translating insight into behavior change. Without reinforcement, even the most engaging workshop will fade from memory.
Below are four research-backed strategies to help HR and L&D professionals reinforce learning, deepen engagement, and drive real-world application of EQ skills.
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Space and Repeat: Help Learners Beat the Forgetting Curve
It’s well documented that we forget most of what we learn if we don’t revisit it. Research shows learners can forget up to 70% of new content within 24 hours, and up to 90% within a week, if it isn’t reinforced. This phenomenon, known as the “forgetting curve,” has direct implications for EQ development.[1] [2]
To counteract this:
- Distribute microlearning content within days of the workshop. These can be short videos, EQ tips, or infographics covering key concepts like self-awareness and self-management.
- Schedule brief reinforcement touchpoints at strategic intervals: 7 days, 30 days, 90 days, and beyond.
- Provide simple, actionable job aids, like emotional check-in questions or empathy prompts that learners can reference in their daily work.
These tools activate memory, create consistency, and keep EQ language alive in the workplace. Research in adult learning and memory confirms that spaced repetition significantly improves long-term retention. 2
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Use Retrieval Practice to Deepen Retention (make learning hard, on purpose!)
Another effective way to reinforce learning is through retrieval practice, a technique that involves actively recalling information rather than passively reviewing it.[3] In practice, this means prompting learners to bring EQ concepts back to mind, rather than re-reading slides or handouts.
Practical approaches include:
- Reflection questions that ask participants to describe situations where they used a specific EQ skill.
- Quizzes or team activities that challenge learners to apply content to new contexts. Try a lunch and learn with EQ jeopardy.
- Peer discussions where employees share what they’ve remembered or practiced.
This form of effortful recall strengthens the neural pathways associated with learning, making the knowledge more accessible over time. It also aligns with adult learning theory, which emphasizes active engagement and self-direction. [4]
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Build Habits, Not Just Awareness
Awareness is the first step in emotional intelligence, but consistent behavior is the goal. To make EQ practices stick, it helps to embed them into daily habits. Research on behavior change suggests it takes on average 66 days (with a research range of 18 to 254 days!), depending on how often you are doing it, the complexity of the habit, and your environment.
To support habit formation:
- Encourage learners to link new behaviors to specific cues in their day (e.g., pausing for a breath before a meeting or using a self-check-in before giving feedback).
- Offer encouragement or tracking tools (like journals or Slack check-ins) to help teams notice and reward consistent practice.
- Create workplace norms around celebrating small EQ wins—like a team member demonstrating empathy or managing conflict constructively.
These practices help EQ move from something people think about to something they live out. Habit formation is most effective when tied to consistent cues and meaningful rewards. [5]
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Provide Coaching and Real-World Application
Emotional intelligence is best developed in context. While a workshop creates insight and allows someone to set up a development plan, coaching and real-world application actually build the skills. Providing ongoing opportunities to apply, reflect, and adjust EQ behaviors is essential.
Here are a few approaches:
- Schedule manager-led coaching sessions 30–90 days after training. Encourage leaders to ask employees about recent EQ wins and challenges.
- Introduce peer coaching pairs or triads. These structures promote regular check-ins and shared accountability.
- Use team simulations, role plays, or real-time feedback exercises to deepen application.
Research on experiential learning and adult development highlights that people retain more when they apply what they’ve learned in meaningful, real-world situations.[6] Coaching reinforces the behavioral shift by providing timely, specific feedback—a critical element in sustained change.
TalentSmartEQ knows that to take a session from memorable to transformational, you need reinforcement. That’s why we have 6 months of microlearning after the session, a built-in retest to help learners gauge their progress, and an opportunity to leverage an AI-coach to provide personalized EQ development, specific to feedback from our EQ assessment.
Putting It All Together
Reinforcing learning isn’t about repeating the same message. It’s about designing a layered, strategic experience that helps learners remember, reflect, apply, and evolve. The four strategies above: spaced repetition, retrieval practice, habit formation, and real-world coaching, work best when integrated into a cohesive post-training journey.
For HR and L&D leaders invested in EQ, these strategies not only extend the value of your workshops but also build a workplace culture where emotional intelligence thrives. The more intentional you are about reinforcement, the more likely your learners are to grow—and stay—emotionally intelligent.
Interested in a custom post-workshop reinforcement plan for your organization? Contact us to learn how TalentSmartEQ can help.
[1] https://link.springer.com/article/10.1007/s11251-020-09502-9#Sec1
[2] https://elearningindustry.com/forgetting-is-failing-reinforcement-learning-workplace-learning-that-doesnt-fade-away?utm_source=chatgpt.com
[3] https://trainingindustry.com/magazine/may-jun-2018/why-post-training-reinforcement-cant-be-overlooked/?utm_source=chatgpt.com
[4] https://www.shrm.org/content/dam/en/shrm/research/2022-Workplace-Learning-and-Development-Trends-Report.pdf?utm_source=chatgpt.com
[5] https://www.sciencedirect.com/science/article/pii/S1364661324002663?utm_source=chatgpt.com
[6] https://link.springer.com/chapter/10.1007/978-3-030-48900-7_5?utm_source=chatgpt.com