Designing and delivering training that maximises on-the-job results
Producing relevant learning is essential but insufficient. Clients and key stakeholders want the benefits of applied learning, not just the learning itself. They want enhanced workplace performance and positive results! Consequently, training effectiveness and credibility ultimately depend on the extent to which learning is successfully applied in the workplace
This program is based on an extensive review of 30+ years of research into the drivers of learning transfer. It will clarify the business case for addressing transfer and the essential levers for maximising on-the-job results. You will learn about the barriers that prevent or inhibit transfer and key factors that influence learner motivation to put learning to work. The primary focus is on how to integrate transfer of learning into program design and delivery using strategies that harness manager/leader involvement and strategies that directly influence learner behaviour
The content of Designing for Transfer is based on a combination of international experience in helping organisations improve learning transfer and an extensive (and ongoing) review of literature relating to learning transfer and training effectiveness. The learning transfer database supporting this program includes more than 1,000 research papers and articles relating to this need.
Key components of the workshop include:
- The Training Effectiveness Equation and its interpretation.
- The crucial role of managers in maximising learning transfer.
- The importance of learning from transfer to achieving competence and proficiency.
- Strategies managers can use before, during and after learning events.
- The contribution of these strategies to employee engagement.
- The importance of the Learning Effectiveness Triangle.
- How transfer relates to the ILP Capability Model and the 70-20-10 Model.
- Three types of barriers to successful transfer of learning.
- How managers inadvertently and frequently inhibit learning transfer.
- Using the Transfer Barriers Checklist to identify areas of concern.
- Factors that affect the 'transfer climate and motivation to transfer.
- How to significantly increase motivation to transfer learning.
- The simple application of force field analysis to transfer of learning.
- Two basic types of influence that every manager should use.
- Moving managers from commitment and support to positive influence.
- Practical ways of harnessing the power of management influence.
- How transfer strategies leverage the application and benefits of training.
- More than 50 strategies for directly influencing learning transfer.
- Powerful transfer tools to bridge the workshop-workplace gap.
- Using the Ready-Set-Go-Show Model to design, implement and evaluate.
- Developing a comprehensive, integrated transfer management plan.
Who will benefit?
Anyone responsible for procuring, designing, delivering, recommending or evaluating training.
The program will benefit:
L&D and Human Resource Managers
Subject matter experts who are involved in training design/delivery
In-company change agents who design and facilitate change interventions.
This program will stimulate and challenge your thinking about what it takes to maximise learning transfer and training effectiveness (and ROI). You will gain research-based knowledge of the barriers and drivers of learning transfer. You will also benefit from practical models and strategies for increasing your influence and leveraging workplace performance through learning transfer.
Your learning will help you to:
Deliver greater benefits and value from training.
Provide a more effective service to key stakeholders.
Better support strategic initiatives, e.g. the creation of a learning culture.
Strengthen the role and credibility of training/development programs.