Studies show that people rarely transfer what they have learned on training to the workplace. They leave committed and intending to take action but other business priorities take over and the training folders end up gathering dust.
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Everyone knows this. Trainers know, learning and development professionals know and the CEO knows. And savvy organisations and leaders are seriously beginning to question why they are investing in training programs that despite being loved don’t yield results.
This is especially true if your training is focusing on soft skills like sales and leadership which have at their heart behaviours that are habitual. When people get back from training they have had a great experience, they have made commitments to act on and they intend to follow through but business priorities take over and 1 week after the program it is still on the ‘To do’ list and 2 months later the program notes are gathering dust and very little has changed.
You can no longer assume that the line manager will ensure the learning transfer happens – you know this strategy isn’t working. It’s no longer good enough to evaluate a training program by to collecting great feedback as people walk out of the training room – you also need to ensure the learning is transferred back to the workplace.
You need a learning transfer strategy that works.
We break this change down into three easy stages: Preparation, Action and Evaluation. Think about who in your organisation or training team will take ownership at each stage. For guidelines of what you need to consider at each stage take a look at our article ‘How to Get More From your Training.’
The learning transfer problem can be solved and is being solved by organisations just like yours.
I work with learning and development professionals, internal and external trainers, training companies, and managers – people have a vested interest in the success of learning – helping them improve the tangible results get from their learning interventions.
My objective is to help you get observable results from your training programs, enabling you to do what you love knowing you are making a significant contribution to the success of your organisation. And I want to help you do all of this while you continue to work with your current expert training providers or current client base.
You can also look at our resources section that shares some of the most recent findings and reports about transfer of learning.
Finally, sign up to our free newsletter and I’ll keep you informed of the latest news, research and events in the learning transfer field- as well as delivering high-value content to your in-box regularly.
I look forward to continuing the learning transfer conversation with you personally. Across the profession I really believe it’s one that will add real value.
Best regards
– Parts Manager, Large Automotive Retailer, Subaru AustraliaI found this course to be quite an eye opener. I have been to many sales courses over the years, but nothing as good as this. The phone coaching is what really sets it apart and helps generate results.
– Sales Executive Automotive RetailerThe coaching held my feet to the fire on the agreed issues. The result was a translation from an agreeable concept on an intellectual level into actual behaviour change.
– Manager, Australia's Leading Household Appliances CompanyI was skeptical at first but the as the sessions progressed and through the experience and expertise of my coach, I started to see not only the benefits for the organisation but also some personal benefits that were unexpected. Critical to this result was the relationship with my coach Sandra, who was excellent.
– Manager, Brand Driven Technology CompanyI got far more out of the coaching than I expected. This is the first business coaching I’ve done. The coaching allowed me to apply everything I learnt in the training and also tailor what I’d learnt to suit my own situation.
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