Managing Learning Transfer

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