Overview
Some researchers report that learners on corporate training programmes apply less than 20% of what they have learned to their jobs. If true, this represents a massive waste of time and money.
Organisational learning is more strategically important than ever before. The L&D function is increasingly under the spotlight to provide evidence that training interventions improve workplace performance. This means that we have to bridge the gap between what people learn on a formal learning programme and the application of that knowledge and skill to the job. This needs a coherent learning transfer model.
‘Managing Learning Transfer’ gives L&D managers and consultants the tools and means to drive learning interventions that result in measurable performance improvement. This offers L&D a great opportunity to spearhead improved business performance, whilst enhancing their own credibility and status across the organisation.
What's included in the course?
-
Facilitated discussion around learning transfer issues
-
Practical tips and models for improving learning transfer
-
Applying learning transfer principles to an L&D assignment of your choice
-
Evening work
What the delegates will learn
-
Explore how a systematic approach to learning transfer can help training interventions add value
-
Select effective learning transfer practices and implement them
-
Evaluate current learning transfer practices to identify areas for improvement
-
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
Prerequisites
Suitable for L&D Managers and L&D Consultants who are responsible for the implementation of strategic and bespoke learning interventions.
Objectives
Apply the TAP learning transfer process to a chosen learning intervention in accordance with the TAP Managing Learning Transfer Skills Profile.
Outline
Session 1 - Understanding learning transfer
In this session, we consider:
-
Re-thinking L&D
-
Defining learning transfer
-
Performance improvement
-
Learning transfer and evaluation models, the new finish line
-
A culture of transfer
-
Roles in learning transfer
-
Factors that influence transfer
-
Building credibility for L&D
Session 2 – Collaboration and accountability – the key enablers
In this session, we consider:
-
The importance of collaboration
-
Building effective relationships
-
The art of persuasion
-
Roles in building collaboration
-
Benefits of establishing accountability
-
Accountability tools
-
Roles in establishing and accepting accountability
Session 3 – Being outcomes driven
In this session, we consider:
-
Engaging with the programme sponsor to clarify expectations
-
Defining the measurable business benefit of a learning intervention
-
Identifying the critical behaviours that will drive the business benefit
Session 4 – Designing for learning transfer
In this session, we consider:
-
Recognising the new finish line
-
Design considerations for the entire learning transfer process – before, during and after learning
-
Roles in designing learning
Session 5 – Delivering for learning transfer
In this session, we consider:
-
Pre-delivery activities
-
Supporting motivation and self-efficacy during delivery
-
Assessing learning and planning transfer
-
Roles in delivering for transfer
Session 6 – Supporting workplace application
In this session, we consider:
-
The need for support
-
Harnessing non-formal and informal learning to support learning transfer
-
Understanding willpower and its limitations
-
Identifying appropriate performance support tools for effective learning transfer
-
Roles in the reinforcement process
Session 7 – Evaluating learning transfer
In this session, we consider:
-
Monitoring and measurement
-
Ways to gather evidence of behaviour change
-
The Success Case Method
-
Roles in evaluation