Learning, and the hoped-for subsequent behaviour change is a process, and yet we focus on the training event thinking that if we can only get that right, everything else will be wonderful. This is no more true for training than it is for a wedding. The quality of the wedding ceremony does not predict the quality of the subsequent marriage. There is a lot more to do after the ceremony, and there is also a lot more to do after the training event to get to ‘happily ever after’.
Sadly, very few people do what it takes to get even reasonable results from their training events. As Robin Hoyle puts it, “Learning transfer has been L&D’s dirty little secret for too long. Too much of what learning teams do is well-intentioned but ultimately underwhelming.”
In this book, I explain learning transfer in a way that will enable you to talk with non-L&D people and convince them of the need for their proactive involvement. This is important because learning transfer involves many people across the organisation and across an extended timeframe. You need ‘organisational’ level buy-in.
Sustainable, competitive advantage is not so much based on what an organisation and its people know, but what they do with what they know. The global training market is worth well over $200 billion, but how much of that ‘lands’ and makes a difference? If you are reading this page, you already know the answer: ‘Not nearly enough’.
Learning transfer is the elephant in the room for many in L&D, and this elephant is BIG! The case for proactively driving the learning transfer process is self-evident, and yet so many people choose to behave as if the elephant is not there. How can people keep ignoring it?
This book is full of practical ideas you can use to do two things…
1. Convince those around you that the learning transfer elephant is real 2. Introduce processes and activities that deal with this elephant
Doing this will get you better returns on your L&D budget, so seize the opportunity!
Don’t just deliver training. Learn how to deliver change. Which do you think is more valuable to your organisation?
Click here to look inside for more details and read the first 30 pages for yourself
Here are the chapter headings:
Foreword by Andy Lancaster
What is learning transfer?
Why do we avoid it?
Where does it start?
The Learning Stack
Triggers that work
Near and far transfer
Creating new habits
The brand of L&D
The practical stuff
168 tips, ideas and tools
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For this, you will discover how the role of anybody involved in workplace training to improve performance MUST incorporate proactive learning transfer. Here is how to extend your reach beyond the classroom to tangibly improve worker capability and performance, right at the point of work.
“Learning Transfer is important if you are involved in training delivery. But we don’t talk about it much, and we ignore or struggle with the inconsistent results we get from most formal training. Here is how to tame the elephant in the room and make sure that Training >> Performance.”