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How can you create a learning transfer plan that involves everyone?

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Learning transfer is the process of applying the knowledge and skills acquired in training to the workplace. It is a crucial factor for measuring the effectiveness and return on investment of training programs. However, learning transfer is not something that happens automatically or easily. It requires a deliberate and collaborative effort from everyone involved: the learners, the trainers, the managers, and the organization. In this article, you will learn how to create a learning transfer plan that involves everyone and supports the transfer of learning before, during, and after training.

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Sreeni S Warrier

Empowering individuals and organizations to unlock their true potential. Managing Partner - Verts Management…
Jordana Boschetti Susin

Engenheira Química| ESG | Lideran?a | Melhoria contínua | Sustentabilidade

1 Identify learning outcomes and transfer goals

Before designing or delivering any training program, you need to have a clear idea of what you want the learners to achieve and how they will apply it in their work. Learning outcomes are the specific knowledge, skills, and attitudes that the learners will gain from the training. Transfer goals are the desired changes in performance or behavior that the learners will demonstrate in their work as a result of the training. Learning outcomes and transfer goals should be SMART: specific, measurable, achievable, relevant, and time-bound. They should also align with the organizational goals and needs.

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Jordana Boschetti Susin

Engenheira Química| ESG | Lideran?a | Melhoria contínua | Sustentabilidade
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The best training program will be one in which people have the opportunity to exemplify their learning in practice. According to William Glasser's learning pyramid, it is in practice that we activate passive learning and record the content.

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2 Design training for transfer

During the training design phase, you need to ensure that the training content and methods are conducive to learning transfer. This means that the training should be relevant, realistic, engaging, and interactive. You should also use a variety of learning strategies, such as demonstrations, simulations, case studies, role plays, and feedback, to help the learners practice and apply their new skills. Additionally, you should incorporate transfer strategies, such as action planning, goal setting, self-reflection, and peer coaching, to help the learners prepare for and commit to transferring their learning.

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Sreeni S Warrier

Empowering individuals and organizations to unlock their true potential. Managing Partner - Verts Management Consulting LLP. Founder & Chief Architect - Mind Architects
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To me, this is one of the most important aspects of any training program. If a training program is not designed for knowledge transfer and application, it's a mere waste of time, with a tick mark that the training has been done. It's not an aspect to be considered at the time of delivery only but most importantly, at the instructional design stage itself. The training content to be designed, keeping in mind the end objective & target audience. As adult learning principles are different from that of children, it's very important to factor this aspect while designing the content. Another important aspect is the different learning styles that needs to be factored while designing the content.

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3 Involve managers and peers

One of the most important factors for facilitating learning transfer is the support and involvement of managers and peers. Managers and peers can influence the learners' motivation, expectations, opportunities, and feedback for applying their learning. Therefore, you need to involve them in the learning transfer plan before, during, and after training. Before training, you should communicate the learning outcomes and transfer goals to the managers and peers and ask them to support and encourage the learners. During training, you should invite the managers and peers to participate in some of the training activities or observe the learners' performance. After training, you should ask the managers and peers to provide ongoing feedback, recognition, and coaching to the learners.

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4 Create a supportive work environment

Another key factor for enhancing learning transfer is the work environment. The work environment includes the physical, social, and cultural aspects of the workplace that can either enable or hinder the application of learning. You need to create a supportive work environment that fosters a culture of learning and improvement, provides the necessary resources and tools, removes the barriers and obstacles, and rewards and recognizes the achievements. You can do this by conducting a work environment analysis, identifying the gaps and challenges, and implementing solutions and interventions.

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5 Monitor and evaluate learning transfer

The final step in creating a learning transfer plan is to monitor and evaluate the results and impact of the training. You need to collect and analyze data on the learners' progress, performance, and behavior before, during, and after training. You can use various methods and sources, such as surveys, interviews, observations, tests, assessments, and reports, to measure the learning transfer. You should also compare the data with the learning outcomes and transfer goals and calculate the return on investment of the training. Based on the findings, you should provide feedback and recommendations to the learners, the trainers, the managers, and the organization and make adjustments and improvements as needed.

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6 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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Sreeni S Warrier

Empowering individuals and organizations to unlock their true potential. Managing Partner - Verts Management Consulting LLP. Founder & Chief Architect - Mind Architects
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Any training program should begin with a 'WIFME' statement, to get the buy-in from participants. Knowledge transfer can happen only if the participants attend the program with a receptive and appreciative mindset. WIFME statement can create that environment as it clearly indicates 'What Is in it For ME' from a participants perspective. Once they get to know the benefits from the program, they become more receptive. It's a two way process and hence, getting the buy-in from participants is key for knowledge transfer. Participants should also get to visualise the applicability and hence, the training program should factor that element as well. Trainers attitude is also an important aspect to facilitate knowledge transfer.

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How can you create a learning transfer plan that involves everyone?

1

2

3

4

5

6

1 Identify learning outcomes and transfer goals

2 Design training for transfer

3 Involve managers and peers

4 Create a supportive work environment

5 Monitor and evaluate learning transfer

6 Here’s what else to consider

Training & Development

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How can you create a learning transfer plan that involves everyone?

1

2

3

4

5

6

1 Identify learning outcomes and transfer goals

2 Design training for transfer

3 Involve managers and peers

4 Create a supportive work environment

5 Monitor and evaluate learning transfer

6 Here’s what else to consider

Training & Development

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