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Organisational learning is now more strategically important than ever before. The L&D Function is increasingly under the spotlight to prove that their training interventions demonstrably improve workplace performance. Yet it is widely reported that less than 20% of learning is actually being applied on the job.

The key issue is the absence of a coherent learning transfer system. Improving this situation offers all Heads of L&D and their teams perhaps the single greatest opportunity to spearhead improved business performance, whilst enhancing their own credibility and status across the organisation.

Through implementation of the MACRO Learning Transfer System, Senior L&D Managers and Consultants have the tools and means to drive the learning agenda through more effective learning interventions that are far more likely to result in measurable performance improvement.

What's included in the course?

  • Preparation work
  • Evening work
  • Assessment

What the delegates will learn

  • Explore how the MACRO Learning Transfer Model creates a strategic position for L&D through genuine net value add
  • Benchmark current practices against the MACRO Learning Transfer Model to create a gap analysis for areas of development
  • Enhance personal credibility by obtaining a professional qualification, the Certificate in Managing Learning Transfer

Next steps

  • Designing a Business Driven L&D Strategy
  • Leading the L&D Function
  • Digital Transformation


Suitable for L&D Managers and L&D Consultants who are responsible for the implementation of strategic and bespoke learning interventions.


Apply the MACRO learning transfer process to a chosen learning intervention in accordance with the TAP Managing Learning Transfer Skills Profile.


Session 1 - Understanding the learning transfer model
In this session, we consider:

  • The power of storytelling
  • Defining the new end point for learning
  • Understanding the 5 key drivers of Learning Transfer

Session 2 - Defining business oriented outcomes
In this session, we consider:

  • Defining what the desired business outcomes need to be, and how they can be achieved
  • Considering a wider range of outcomes pushing the normal context of measurement

Session 3 - Measuring against business outcomes
In this session, we consider:

  • Defining outputs vs outcomes to create a systematic and effective measurement methodology
  • Identifying base-line current performance to benchmark the starting point
  • Collating objective data which proves the value add of the learning intervention

Session 4 - Creating accountability and collaboration for Learning Transfer
In this session, we consider:

  • Ensuring the stakeholders relevant to any given learning intervention are identified and brought on-board at the right stage
  • Setting expectations for the learning intervention, ensuring that stakeholders know how they will be accountable
  • Exploring relevant detail and challenging how each partner can affect the learning transfer system to ensure a collaborative approach breaking down the silo approach common today
  • Building collaboration between all stakeholders and ensuring line managers’ active involvement in reinforcement through learning support, encouragement and coaching

Session 5 - Reinforcing learning application into workplace performance
In this session, we consider:

  • Creating a continuous learning process that supports the learning journey and enhances the likelihood of sustainable transfer
  • Identifying appropriate performance support interventions to be implemented throughout the transfer process to reduce the regression of learners into old habits
  • Defining who, when and what each partner will be responsible for in the process

Course Dates

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