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How can you ensure accountability and follow-up for learning transfer?

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Learning transfer is the process of applying the knowledge and skills acquired in a training program to the workplace. It is a crucial factor for evaluating the effectiveness and impact of training and development initiatives. However, research shows that only a small percentage of learning is transferred and sustained over time. How can you ensure accountability and follow-up for learning transfer? Here are some strategies to help you and your learners achieve better results.

本文章的要点总结

Set clear goals:

Communicate learning objectives and expectations to learners and managers before training. Encourage setting SMART goals for applying what’s learned, with managers providing ongoing support.### *Leverage technology:Use tech to create engaging, personalized learning experiences. This includes blended or microlearning programs and tools for communication and feedback among all participants.

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1 Set clear goals and expectations

Before the training, communicate the learning objectives, outcomes, and expectations to the learners and their managers. Explain how the training aligns with the organizational goals, performance standards, and career development. Encourage the learners to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for applying the learning to their work. Ask the managers to support the learners by providing feedback, coaching, and recognition.

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Adam Spacht

Drive top line performance with aligned learning strategies ?? Build competitive advantages through effective employee development ?? I teach trainers to design, develop and deliver sessions that don't suck
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Getting buy in from front line leaders is key. Getting input from them during program design, providing clear feedback about their participants during, giving them simple and direct expectations after the session is important to increase their buy-in to the learning effort. Don't let the material be a mystery.

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2 Design for transfer

During the training, use instructional methods that facilitate learning transfer. For example, you can use case studies, simulations, role-plays, or scenarios that reflect the real-world situations and challenges that the learners face. You can also provide opportunities for practice, feedback, and reflection to help the learners consolidate and internalize the learning. Additionally, you can incorporate transfer strategies such as action plans, self-regulation, peer support, or mentoring to help the learners plan and monitor their transfer efforts.

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Sean McPheat

My new book is out this Monday at Amazon - 1500 Coaching Questions: What to ask in any situation | Founder of MTD Training & Skillshub | Speaker | Entrepreneur and L&D Awards Winner
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This is so important. If delegates cannot perceive the transfer of the knowledge they are learning, then it stays as theory on the cutting room floor. By spending ten minutes identifying the real value of what's been discussed, identifying how it can be applied the very next day or next meeting, etc, then they can immediately see the value of the time spent.

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3 Follow up and measure

After the training, follow up with the learners and their managers to assess the progress and outcomes of learning transfer. You can use various methods such as surveys, interviews, focus groups, observations, tests, or performance indicators to collect data on the learners' behavior, results, and satisfaction. You can also use tools such as learning transfer platforms, dashboards, or analytics to track and visualize the data. Based on the data, you can provide feedback, reinforcement, or remediation to the learners and their managers. You can also use the data to evaluate the return on investment (ROI) and impact of the training program.

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4 Create a learning culture

To sustain learning transfer, you need to create a learning culture that supports continuous improvement and innovation. You can do this by fostering a growth mindset, encouraging collaboration and knowledge sharing, recognizing and rewarding learning achievements, and providing opportunities for further learning and development. You can also involve the learners and their managers in designing, delivering, and reviewing the training programs to ensure their relevance, quality, and alignment with the organizational needs.

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Sean McPheat

My new book is out this Monday at Amazon - 1500 Coaching Questions: What to ask in any situation | Founder of MTD Training & Skillshub | Speaker | Entrepreneur and L&D Awards Winner
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We've found one of those points really useful. We involve stakeholders right from the very start, allowing their input into what should be covered, getting buy-in from the people who will be learning, and seeing how the application of the learning can be assimilated immediately into the workplace. By involving the immediate managers of delegates, then it's taken seriously by all involved, so the whole group and organisation gains from the time spent

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Susan Graves

Hospitality pro and solution provider reducing expenses using AI/ML and other technologies increasing the value of the owner asset | AI/ML connector | Blockchain/NFT/Crypto Enthusiast
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Time is one of the most important factors in training in today's times. Additionally, traditionally ways of learning and development are no longer suitable and are not designed for the learner of today. I find solution providers that support modernizing industries in many ways. Adult micro training capabilities exist with transparent dashboards, allowing the employee to engage with training when they can and how they want to receive it with short 2 min-5 min. bites, short quiz for understanding and interactive throughout. The consumption of data is different now, which dramatically impacts the ability to both comprehend, absorb information and keep information stored. Let's focus on training the way people consume information.

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5 Leverage technology

Technology can enhance learning transfer by providing access, flexibility, convenience, and engagement. You can use technology to deliver blended, online, or microlearning programs that cater to different learning preferences, styles, and needs. You can also use technology to create interactive, immersive, and personalized learning experiences that stimulate interest, motivation, and retention. Furthermore, you can use technology to facilitate communication, collaboration, and feedback among the learners, trainers, managers, and peers. You can also use technology to automate, streamline, and optimize the learning transfer process.

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6 Review and improve

Learning transfer is not a one-time event, but an ongoing process that requires constant monitoring and improvement. You should review the learning transfer process regularly and identify the strengths, weaknesses, opportunities, and threats. You should also solicit feedback from the learners, managers, trainers, and stakeholders on their experiences, challenges, and suggestions. Based on the feedback, you should revise, update, or modify the training programs, methods, strategies, or tools to ensure their effectiveness and efficiency. You should also celebrate the successes and learn from the failures of learning transfer.

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Adam Spacht

Drive top line performance with aligned learning strategies ?? Build competitive advantages through effective employee development ?? I teach trainers to design, develop and deliver sessions that don't suck
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Area of common mistake is the idea of "one and done" training. Building follow up sessions, email cadences with quick tips that drop after the session, working with front line managers to make sure topics are reinforced. There needs to be a constant drip of learning. The more deeply embedded or complicated the issue the more persistent that drip becomes.

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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?

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How can you ensure accountability and follow-up for learning transfer?

1

2

3

4

5

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7

1 Set clear goals and expectations

2 Design for transfer

3 Follow up and measure

4 Create a learning culture

5 Leverage technology

6 Review and improve

7 Here’s what else to consider

Training & Development

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How can you ensure accountability and follow-up for learning transfer?

1

2

3

4

5

6

7

1 Set clear goals and expectations

2 Design for transfer

3 Follow up and measure

4 Create a learning culture

5 Leverage technology

6 Review and improve

7 Here’s what else to consider

Training & Development

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