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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 where it is reported that less than 20% of learning is actually being applied.

The key issue is the absence of a coherent learning transfer system. Improving this situation offers L&D managers and their teams the opportunity to spearhead improved business performance, whilst enhancing their own credibility and status across the organisation. The MACRO Learning Transfer System will give L&D managers and consultants 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.

Who is it for?

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

What the delegates will learn

  • Understanding the Learning Transfer (MACRO) model
  • Defining business orientated outcomes
  • Measuring against business outcomes
  • Creating accountability and collaboration for Learning Transfer
  • Reinforcing learning application into workplace performance

What's included in the course?

  • Evening work
  • Assessment

Next steps

  • Setting L&D Strategy
  • Leading the L&D Function
  • L&D Consultancy



Apply the MACRO learning transfer model to a work-based project or to your L&D practice, using the templates provided. The written submission will then be assessed for evidence of application of MACRO.


Session 1: Understanding the Learning Transfer (MACRO) Model

In this session, we:

  • Define the new end point for learning
  • Understand the 5 key drivers of Learning Transfer

Session 2: Defining business orientated outcomes

In this session, we:

  • Define what the desired business outcomes need to be, and how they can be achieved
  • Consider a wider range of business outcomes

Session 3: Measuring against business outcomes

In this session, we:

  • Define outputs and outcomes in order to create a systematic and effective measurement methodology
  • Identify base-line current performance to benchmark the starting point
  • Collate objective data which proves the value add of the learning intervention

Session 4: Creating accountability and collaboration for Learning Transfer

In this session, we:

  • Identify relevant stakeholders
  • Ensure that stakeholders know how they will be accountable
  • Break down the silos by ensuring a collaborative approach
  • Build collaboration between all stakeholders

Session 5: Reinforcing learning application into workplace performance

In this session, we:

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

Course Dates

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