Lever – Transfer of Learning - present –

“What is transfer of learning?”

www.transferoflearning.com

Emma Weber CEO & Founder of Lever – Transfer of Learning

To put it in context - we’re talking workplace transfer

of learning.

In a theoretical sense – transfer of learning is the extent to which one applies knowledge from one

context to another1

In a practical sense it is used to refer to the transfer of learning from a classroom or learning

environment, to the day to day role of the participant/employee

1Perkins, D. N., & Salomon, G. (1988). Teaching for transfer. Educational Leadership, 46, 22-32.

Why is it important?

Numerous studies have found that only 10-20% of

learning is transferred back to the workplace after a learning initiative

1. Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. PersonnelReview, 26(3), 201-213 2. Broad, M. L. & Newstrom, J. W. (1992). Transfer of Training: Action packed strategies to ensure high payoff from training investments, Basic Books3. Olivero. G., Bane, K. D. & Kogelman, R. E. (1997). Executive Coaching as a Transfer of Training Tool: Effects on Productivity in a Public Agency, Public Personnel

Management 4. Leimbach, M. (2010). Learning transfer model: a research‐driven approach to enhancing learning effectiveness. Industrial and Commercial Training Volume 42, Issue 2

ONLY 25%

In the 2010 McKinsey report ‘Getting more from your Training Programs’, what percentage of managers surveyed believed training programs

measurably improved business results’?

These two statistics highlight the challenge that as Learning &

Development professionals we need to solve.

Retention

Embedding

Transfer

Reinforcement

Sustaining Effectiveness

Many different terms are being used in learning as to how we can solve this problem…

Traditionally…To achieve effective transfer of

learning people were focused on embedding knowledge retention in the

classroom

• Mnemonics - bite size chunks of information used to improve memory

• Skills practice and feedback in the classroom• Reminders • Setting intentions or writing a contract

This was done using methods such as…

While useful, the impact over a period of time is limited.

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But knowledge or remembering knowledge doesn’t create behavioural change!

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What should they be doing? Focusing on a robust transfer of learning methodology that doesn’t just remind or

reinforce, but that really changes behaviour back in the workplace.

Behavioural change can only be achieved over a period of time.

Reinforcing content can be tempting but reminding someone

into behavioural change is a lot less

effective than reflection

with specific and structured REFLECTION

and ACCOUNTABILITY

after the learning activity

Fast track behavioural

change

How can you use reflection after your learning initiatives to create greater impact?

For more information on how to implement a successful learning transfer solution – download a free chapter of Turning Learning into Action – the book

Showing trainers, buyers of training and L&D professionals how to take training to the next level and achieve the ultimate business results required in 3 steps.

Transfer of Learning ImpactOur results based on over 4000 participants across organisations

Participants onaverage reported an80% improvementin transferred skills

post learning transfer.

Participants also reporteda 58% improvement in theirability to achieve learningtransfer objectives as a

resultof our learning transfer

process

For more snippets of transfer of learning wisdom head to Emma’s blog

W: www.transferoflearning.comE: emma@leverlearning.comP: +61 2 8221 8833

Linkedin: Emma Weber Twitter: @emmaweberFacebook: Lever – Transfer of Learning

Emma WeberLever – Transfer of Learning