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

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.

Assessment information

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

Session details

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

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