Three ways to act on your behavioral insights this quarter | Learning Pool

Compliance programs don’t thrive on good intentions—they thrive on good information. And when it comes to your training program, behavioral insights are some of the most actionable data you have. These insights reveal more than just who completed a course; they show how your people think, where they struggle, and which topics create uncertainty.

But once you have the data, what should you do with it? A Behavioral Insights Review can surface patterns and risks, but the real value comes from what happens next. Here are three practical ways you can act on those insights this quarter.

Address decision-making patterns in high-risk roles

Behavioral insights aren’t just vanity metrics—they uncover predictive behavioral signals. For example, if employees in procurement roles consistently misjudge gift and entertainment thresholds in course scenarios, that’s not just a knowledge gap. It may signal deeper confusion or cultural norms that could expose your organization to legal, financial, or reputational harm. 

What to do:

• Share scenario trends with the appropriate managers for discussion in team meetings.
• Build short, role-specific reinforcement touchpoints, such as a “quick guide” or reminder email tailored to the most common mistakes.
• If needed, revisit related policies or FAQs to ensure they’re clear and accessible.

You don’t need to overhaul everything—just target where risk meets confusion.

Prioritize just-in-time nudges where employees struggle most

Behavioral insights can reveal where misconceptions commonly arise—such as navigating conflicts of interest or handling sensitive data. These friction points are ideal moments to provide targeted, in-context nudges that reinforce the right behaviors. They’re also an opportunity to strengthen your speak-up culture by encouraging employees to ask for help without fear of retaliation.

What to do:

• Use microlearning or chatbot-style tools to provide real-time decision support in high-risk scenarios.
• Deploy Intelligent Learning Paths mid-cycle to deliver quick refreshers on topics where individuals struggled most.
• Time communications to when support is needed, not just when training is assigned.
• Embed guidance into transactional processes to provide just-in-time support at critical decision points.
• Revisit your policy language and examples to ensure they reflect the real-world decisions employees face in training.

Use behavioral data to make the case for change

Training insights can do more than inform tweaks—they can support your strategic conversations. Let’s say you’re advocating for a new policy rollout, more budget for awareness campaigns, or a targeted compliance initiative. Behavioral data gives you evidence of need.

What to do:

• Pull out comparative data by business unit, region, or function to show where behaviors diverge—and why that matters.
• Pair behavioral data with helpline, HR, or audit findings to present a fuller picture to leadership.
• Use insights to create an internal report or presentation that connects training behaviors to real-world risk.

Ready to take the next step?

Learning Pool customers can schedule a Behavioral Insights Review with the Compliance Center of Excellence to turn their data into action. In these sessions, we’ll help you:

• Identify key risk signals in your data
• Align insights to your upcoming compliance goals
• Develop a concrete go-forward plan—and what to communicate

To schedule your next review, reach out to your Customer Success Manager.

Not yet a customer? We’d love to connect—get in touch to learn more about how we support smarter, more adaptive compliance programs.

Behavioral insights are only valuable if you act on them. So don’t wait for your next annual review—use what you know now to make this quarter smarter, more focused, and more effective.

Carly Chasin, Director, Compliance Insights & Strategy, helps customers build and evolve their compliance training strategy.

With a background in education and compliance, her focus is delivering effective, pedagogically sound training that engages learners and aligns with organizational program needs.