Episode #82: BE, DO, GET

Most companies invest in training, but very little changes after people go back to work. Skills fade, old habits return, and HR only gets to tick the “completed” box. The real question for leaders is: how do we design training that truly changes behavior and performance, not just knowledge?

Many programs focus only on information. People attend a class, listen to lectures, maybe discuss in groups, and then go back to work and do exactly what they did before.

There is often no clear briefing before training and no follow-up after training. Without goals and reinforcement, new ideas never turn into new habits.

Mini-summary: Training fails when it only transfers information, without clear goals, emotional impact, or follow-up to support real behavior change.

Traditional training treats participants as passive listeners: the trainer talks, the group listens. In a world where information is available online, this “data dump” style is outdated.

Lectures do not create ownership, confidence, or real skill. People may understand the concept, but they cannot apply it under pressure with clients, bosses, or teams.

Mini-summary: Lecture-based training is easy to deliver, but it does not build confidence, habits, or performance in the real world.

The BE–DO–GET model starts with who we are (BE), then moves to what we do (DO), and finally to the results we get (GET).

• BE: Increase self-awareness, beliefs, emotions, and vision for a better future self.

• DO: Turn that emotional commitment into new behaviors and actions.

• GET: Achieve better results, influence, relationships, and leadership impact.

Mini-summary: When people change who they are and what they do, they naturally achieve better business results.

Real change starts when participants feel a strong reason to act differently. This comes from guided introspection about their values, beliefs, and personal vision.

If training does not touch emotions, people will understand the ideas but will not have the energy or courage to use them when it matters.

Mini-summary: Emotional commitment is the engine that powers new behavior; without it, even good content will not stick.

Most professionals stay inside their comfort zone at work. It feels safe, with low risk and low visibility. Training that only shares tools and tips does not push people beyond this zone.

Without structured practice, feedback, and support, people quickly return to “the way we have always done it,” and the training investment is lost.

Mini-summary: To see real impact, training must help people step outside their comfort zones in a safe, supported way.

High-impact instructors do more than present slides. They:

• Lead deep self-reflection, not just give answers

• Create a safe space for practice and challenge

• Drive participants to turn insights into concrete action plans

• Follow a process that links BE → DO → GET

This requires advanced facilitation skills, not just subject knowledge.

Mini-summary: Effective instructors are facilitators of change, not just lecturers. They guide self-discovery and behavior change.

• Information is not enough: Without emotional change and comfort zone expansion, training will not change performance.

• Design around BE–DO–GET: Start with who people are, then drive new behaviors, and only then expect better results.

• Invest in true facilitation: Choose instructors who can create self-awareness, practice, and accountability.

• Build a full journey: Align pre-briefing, in-class experience, and post-training follow-up to turn learning into lasting habits.

Founded in the U.S. in 1912, Dale Carnegie Training has supported individuals and companies worldwide for over a century in leadership, sales, presentation, executive coaching, and DEI. Our Tokyo office, established in 1963, has been empowering both Japanese and multinational corporate clients ever since.