Learning transfer is the ability to apply new knowledge and skills to relevant situations and tasks. It is a crucial outcome of any training and development program, but it can be challenging to achieve and measure. How do you get stakeholders to support learning transfer and ensure that your learners are not wasting their time and resources? Here are some strategies to consider.
Before designing or delivering any training program, you need to understand the needs and goals of your stakeholders. These include the learners, their managers, the sponsors, and the organization. What are the performance gaps, expectations, and desired outcomes? How will learning transfer be evaluated and rewarded? How can you align the training objectives with the stakeholder interests and priorities? By conducting a thorough needs analysis and setting clear and realistic goals, you can create a shared vision and commitment for learning transfer.
Absolutely correct. These good points Keith makes express very neatly a principal purpose for Success Case Method: to discover what works to build momentum for and accelerate the adoption of change.
To get stakeholders to support learning transfer, we first present clear evidence of the connection between effective learning transfer and improved performance outcomes. We highlight case studies and data showing the ROI of effectively applied training. Secondly, we involve stakeholders early in the training design process, ensuring their insights and objectives are incorporated. This co-ownership often leads to increased buy-in. Regular feedback sessions are held to show progress and identify any barriers to learning application. We also advocate for a culture of continuous learning and mentorship, emphasizing the stakeholders' roles in championing this.
Learning transfer does not happen on its own; it necessitates the support and participation of a variety of stakeholders during the training process. To engage them, you should communicate the advantages and worth of learning transfer for their roles and responsibilities, seek their opinions on the training content, methods, and delivery, grant them with the resources, tools, and guidance to enable learning transfer, motivate them to take part in the training activities such as pre-work, assignments, discussions, and follow-ups, and recognize and appreciate their contributions and successes.
The environment in which learners work and apply their new skills can have a considerable influence on learning transfer. To create a supportive environment, it is important to ensure that the training content is relevant, practical, and aligned with the work context. Additionally, providing opportunities for practice, feedback, and reflection during and after the training is beneficial. Establishing a culture of learning and improvement that values continuous development and innovation can also help facilitate learning transfer. Furthermore, any barriers, obstacles, or distractions that may hinder learning transfer should be reduced or removed. Finally, creating a network of peers, mentors, coaches, and experts who can support and challenge the learners can be an invaluable resource.
Learning transfer is not a one-time event, but an ongoing process that requires monitoring and measurement. To track and evaluate learning transfer, you should use various methods and tools, such as surveys, tests, observations, interviews, or performance indicators. It’s important to collect both quantitative and qualitative data, such as scores, ratings, comments, or stories. Comparing the results with the baseline, goals, and benchmarks will help you analyze the data to identify the strengths, weaknesses, opportunities, and threats. By reporting and sharing the findings and recommendations with the stakeholders, you can get their support for learning transfer and enhance the performance and potential of your learners. Learning transfer is essential for the success and sustainability of any training and development program.