The goal of organisational learning has to be shifted away from the process of learning to the outputs of that learning.
It’s not what boxes people have ticked or which tests they’ve passed, but what people can do and how well they can do it that counts. The aim of the game has become the transfer of learning into the workflow.
The old tried and tested training course is no longer enough on its own. We have all seen the figures on how little of what is trained, is transferred, and then activated in the workflow. Sure, there are some things you are probably already doing to improve these figures, but to truly scale up what works, and get the measures to prove it’s working, you need a Learning Transfer Platform (LTP).
A Learning Transfer Platform acts like a wrapper around your formal training. It manages the pre-work you want to do, and this is particularly important where you are employing a flipped classroom model. It manages that critical immediate post-workshop period when people return to their workplace. And then a Learning Transfer Platform manages ongoing growth and practice to ensure that the material covered in the workshop lives, and results in changed behaviours.