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How do you coach for learning transfer?

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How do you coach for learning transfer? If you are a staff development professional, you know that training is not enough to ensure that your learners apply their new skills and knowledge in their work. You need to support them before, during, and after the training to help them transfer their learning to their performance. Here are some tips on how to coach for learning transfer in your staff development programs.

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Meghla Najlah El-Haque

Learning & Client Relations Manager @ EUNEPA | Certified L&D Specialist

1 Assess the needs

Before you design or deliver any training, you need to assess the needs of your learners and their work environment. What are the goals and expectations of the training? What are the current gaps and challenges that the learners face? How can the training address them? What are the barriers and enablers of learning transfer in the workplace? How can you overcome or leverage them? By conducting a thorough needs assessment, you can tailor your training to the specific needs and context of your learners and their work.

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Meghla Najlah El-Haque

Learning & Client Relations Manager @ EUNEPA | Certified L&D Specialist
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From our experience as a business consultancy that offers executive and team coaching, we offer coaching to help support the training and online learning paths. this has proven to be an effective strategy where the coach moderates group reflections on their learning and how best to apply their knowledge into actionables skills to tackle real-world work challenges.

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David Rigby

Speaker, Trainer, Coach in Interculturality, Diversity DEIB Inclusion, Communications, Leadership. Providing: experts in Psychological Safety, Cognitive Profiling, Wellness, Spirit, Systems Thinking, Spiral Dynamics
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Speak to @iangibbs who can teach you how to learn individually and in groups called learning clubs. You set your own goals and then explain how you got on at the next meeting with support from your colleagues

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2 Design for transfer

When you design your training, you need to consider how to make it relevant, engaging, and practical for your learners. You need to align your learning objectives, content, and activities with the desired outcomes and behaviors of the learners. You need to use a variety of methods and media to appeal to different learning styles and preferences. You need to provide opportunities for learners to practice, reflect, and receive feedback on their skills and knowledge. You need to incorporate transfer strategies, such as action planning, goal setting, self-regulation, and peer support, into your training design.

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3 Deliver with impact

When you deliver your training, you need to create a positive and supportive learning environment for your learners. You need to establish rapport, trust, and credibility with your learners. You need to communicate the purpose, benefits, and expectations of the training clearly and convincingly. You need to facilitate active and collaborative learning, using questions, discussions, stories, and examples to connect with your learners. You need to monitor and adjust your delivery according to the learners' needs, feedback, and progress. You need to reinforce and celebrate the learners' achievements and learning transfer.

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4 Follow up and sustain

After you deliver your training, you need to follow up and sustain the learning transfer of your learners. You need to provide ongoing support, guidance, and resources for your learners to apply their skills and knowledge in their work. You need to check in with your learners regularly, using coaching, mentoring, or feedback sessions, to review their goals, challenges, and successes. You need to encourage and facilitate peer learning, using communities of practice, networks, or buddy systems, to share best practices and experiences. You need to evaluate and measure the impact of the training and the learning transfer on the learners' performance and the organizational outcomes.

Coaching for learning transfer is a key skill for staff development professionals. It can help you ensure that your training is not only effective but also impactful. By following these tips, you can coach your learners to transfer their learning to their work and achieve their goals.

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/Educational Management/Non-Profit Management/Breaking barriers after 98 years: The appointment of the first-ever female Executive Director marks a new chapter in SICCI.
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Encourage the learner to reflect on their learning experience and identify key takeaways or insights. Ask open-ended questions to facilitate reflection and encourage self-awareness about their strengths, areas for improvement, and how they can apply their learning to their work. Collaborate with the learner to set actionable goals for applying their learning to their work. Break down larger goals into smaller, manageable tasks and establish a timeline for completion. Offer constructive feedback and guidance to the learner as they apply their learning to their work tasks. Provide praise for progress and accomplishments, as well as specific feedback on areas for improvement.

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5 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 do you coach for learning transfer?

1

2

3

4

5

1 Assess the needs

2 Design for transfer

3 Deliver with impact

4 Follow up and sustain

5 Here’s what else to consider

Staff Development

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How do you coach for learning transfer?

1

2

3

4

5

1 Assess the needs

2 Design for transfer

3 Deliver with impact

4 Follow up and sustain

5 Here’s what else to consider

Staff Development

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