How can you avoid myths and misconceptions about training transfer and retention?

1 Myth 1: Training is enough

One of the biggest myths about training transfer and retention is that training itself is enough to ensure that learners will apply and remember what they learned. This is not true. Research shows that only 10% to 20% of what is learned in training is transferred to the workplace, and that retention declines rapidly after training. This means that training alone is not sufficient to change behavior and improve performance. You need to consider the factors that influence training transfer and retention before, during, and after training, such as the learner's motivation, the relevance of the content, the support from the manager and peers, and the opportunities for practice and feedback.

2 Myth 2: One size fits all

Another myth about training transfer and retention is that one size fits all. This means that you assume that all learners have the same needs, preferences, and abilities, and that you design and deliver your training accordingly. This is not true. Learners are diverse and have different learning styles, goals, backgrounds, and challenges. If you ignore these differences, you risk creating a training that is too generic, boring, or irrelevant for some or all of your learners. You need to customize your training to suit your learners' needs and preferences, and to adapt your delivery and assessment methods to their abilities and levels.

3 Myth 3: More is better

A third myth about training transfer and retention is that more is better. This means that you think that the more content you cover, the more information you provide, and the longer you train, the more effective your training will be. This is not true. In fact, the opposite is often true. Too much content, information, and time can overwhelm, confuse, or bore your learners, and reduce their attention, engagement, and retention. You need to focus on the essential and relevant content, information, and time for your training objectives, and to use techniques such as chunking, summarizing, and spacing to help your learners process and remember what they learned.

4 Myth 4: Technology is the solution

A fourth myth about training transfer and retention is that technology is the solution. This means that you believe that using technology such as e-learning, mobile learning, or gamification will automatically make your training more effective and engaging. This is not true. Technology is a tool, not a magic bullet. It can enhance your training, but it can also distract, frustrate, or alienate your learners if it is not used appropriately and strategically. You need to consider the benefits and limitations of technology, and to align it with your learning objectives, content, audience, and context.

5 Myth 5: Evaluation is optional

A fifth myth about training transfer and retention is that evaluation is optional. This means that you do not measure or monitor the impact of your training on your learners' behavior and performance. This is not true. Evaluation is essential to determine the effectiveness and value of your training, and to identify the strengths and weaknesses of your training design, delivery, and support. You need to use evaluation methods such as surveys, tests, observations, interviews, or analytics to collect data on your learners' reactions, learning, transfer, and results, and to use this data to improve your training and demonstrate your return on investment.

6 Myth 6: You are done

A final myth about training transfer and retention is that you are done. This means that you think that once you have completed your training, you have no further responsibility or involvement in your learners' development. This is not true. Training is a continuous process, not a one-time event. You need to follow up with your learners after training, and to provide them with ongoing support, feedback, reinforcement, and recognition. You also need to update and refresh your training content and methods regularly, and to keep yourself updated on the latest trends and best practices in training.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?