Transforming Training and Learning Culture in Aviation Organizations Part 2: Building a Learning Culture That Sticks

From Checklists to Competency—How to Shift the Mindset

In aviation, it’s not uncommon to hear this after training:

"We did the course."
"We passed the quiz."
"We're good to go."

But are they?

The reality is, competence isn’t built by completion. It’s built by application, reinforcement, and reflection—and that means rethinking how we approach training altogether.

📚 The Shift: From One-and-Done to Ongoing and Owned

A strong learning culture doesn’t stop when the course ends—it starts there.

To build a learning culture that sticks, organizations must:

  • Tie training to actual job functions and real operational needs

  • Build in competency evaluations, not just attendance records

  • Reinforce training over time to fight the forgetting curve

  • Integrate feedback loops that turn learning into performance

  • Empower supervisors to support and coach—not just assign training

We’ve seen too many organizations confuse content delivery with competency development. One is passive. The other is active, ongoing, and embedded into daily operations.

🧠 The Science of Forgetting (and How to Beat It)

German psychologist Hermann Ebbinghaus conducted research and found that people forget up to 70% of new information within 24 hours of learning it—and up to 90% within a month if there’s no reinforcement.

You wouldn’t sign off on maintenance work without inspection. So why do we sign off on training without follow-up?

Acclivix helps organizations reinforce and revisit learning, so knowledge becomes habit—not history.

🛠️ How Acclivix Helps You Build Real Learning Culture

We support this shift through:

  • Competency-based training design with immediate and delayed evaluations

  • Microlearning modules to reinforce key concepts over time

  • Scenario-based workshops tied to actual operational risk

  • Wombat Safety Software integration to track skills, training, and feedback

  • Development of mentoring systems for peer-to-peer learning and retention

And yes—we cover this topic in our SMS Manager Course, where participants don’t just learn SMS principles—they practice applying them, reflect as a group, and leave with tools they can use immediately.

📍 Join us in Halifax, Sept 15–19, 2025 for the next session.
Register with our Early Bird rate by using code EARLY2025 at checkout through July 15, 2025

🔧 Action Steps for Executives

Start building a learning culture that sticks by doing the following:

✅ 1. Map Critical Competencies

Identify the top 5–10 skills essential for your safe and efficient operation. Then ask:

“Are we training for these? Are we evaluating them? Are we reinforcing them?”

✅ 2. Invest in Reinforcement

Budget and schedule for coaching, microlearning, and feedback sessions post-training.
Think: short recaps, scenario debriefs, 30-day refreshers, and peer discussions.

✅ 3. Partner with Acclivix

We’ll help you design a Learning Culture Action Plan, grounded in your operations, your risks, and your workforce realities.

Book a no-obligation discovery call to get started.

Click here to schedule a call

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Transforming Training and Learning Culture in Aviation Organizations Part 1: Why Your Learning Culture is Failing—and How to Fix It