Make the change concrete.
Explain what people will do differently in their own roles. Translate broad promises into recognizable tasks, examples, and decisions.
Equip the people around the learner.
Managers need ways to reinforce new practices. Champions need a clear remit and an escalation path. Support teams need visibility into recurring questions.
Build a feedback rhythm.
Create regular opportunities for people to share what works, where they hesitate, and what they cannot yet do. Use that feedback to refine the experience rather than treating training attendance as the finish line.