the why & who of learning transfer
TRANSCRIPT
Lever – Transfer of Learning - present –
“The Why & Who of Learning Transfer?”
www.transferoflearning.com
Ask yourself – how can you as a Learning &
Development professional guarantee business outcomes after your training
programs?
What has to happen in your organisation to get change post learning?
Why? Because only
10-20% of learning is transferred back to the workplace
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’?
Don’t put your head in the sand!
Often in professional L&D roles we are hiding from McKinsey’s statistic.
We are using metrics like “number of people attending training” or “number of hours trained” and not actually being brave enough to look at what we need to be saying -
“what are the RESULTS from our training?”
What we should be aiming for….Real behavioural change back in the workplace
Reaction
Levels of Evaluation
Level 1
Learning
Application
Business impact
ROI
Level 2
Level 3
Level 4
Level 5
KNOW
DO
IMPACT
$
THINK
Focus on how to reach level 3 evaluation from the start – how will you support APPLICATION of the learning back in the workplace
Transfer of learning is the missing link in learning.
Why has it been missing for so long?
There is no ownership
Need
Instructional Design
Deliver Solution
Learning Transfer
Business Outcomes
LEARNING AND DEVELOPMENT
THE BUSINESS
This is what is happening at the moment with ownership – learning transfer falls into the hands of the business, who often don’t have the time or skills to deliver .
Need
Instructional Design
Deliver Solution
Learning Transfer
Business Outcomes
LEARNING & DEVELOPMENT
THE BUSINESS
Collectively we need to shift the ownership of learning transfer so that L&D are much more involved in the results that the business is getting.
Where do L&D put their effort?
Before During After
More often than not more effort is put into the before and during piece, and then dwindles after the learning event. This needs to change! Training is not the end point but the start point to create change.
Behavioral change must happen after learningL&D we need you!
WHO is best placed to facilitate learning transfer?
?
Manager Internal Specialist
External Specialist Facilitator
Pros Cons
Facilitator • More insight into business training
needs• Increases finish line ownership• Increase training results
• Too close to content• Participant expects
solutions/answers• Expensive
Manager• Skill set inside the business• Make managers better managers
• Hard to show vulnerability with manager
• Lack time, focus & discipline• Casual conversation won’t work
Internal Specialist
• Skill set inside the business• Rewarding• Participant more honest • Build cross functional relationships
• Trust/confidentiality issues• High level of skill required• Time commitment
External Specialist
• Expert & highly proficient • No existing relationship or politics =
open and honest conversation• Business don’t have to worry about
spending time on learning transfer
• Manager can feel out of the loop• Can be more costly in the long
run – but not always the case• Skills stay outside the business
For more information on how to implement a successful learning transfer solution – check out
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.
Best of luck with your learning transfer journey!
Emma WeberLever – Transfer of Learning
W: www.transferoflearning.comE: [email protected]: +61 2 8221 8833
Twitter: @emmaweberFacebook: Lever – Transfer of Learning