Transfer of Learning

To be successful, each learning initiative must identify and employ meaningful levers that help with the successful application of skills to job-specific tasks. If you want to transfer learning and have the new skills “stick,” ensure that you, the participants, their bosses, and the executive team can adequately answer five key questions:

Relevance: How does the skill development apply directly to an individual’s role and the group’s purpose compared to other priorities?

Resources: How is the necessary time, tools, technology, information, supporting processes, and structures being made available to produce the desired result?

Reinforcement: How is your environment supporting (incentives, consequences, recognition, etc.) the application of the new skills for participants and their bosses?

Renewal: How is the organization ensuring continuous improvement through coaching, mentoring, follow-up, and refreshers?

Review: How are you measuring the efficacy of the intervention at individual and group levels?

This video overviews 5 Strategies to apply to improve Transfer of Learning. 

Explicit Teaching

Group Learning

Reflection

Use analogies and metaphors 

Try generalizing 

Resources:

Brown, T. (2017,August 15). How can you ensure transfer of training – to get the results business leaders want. TD Magazine. Retrieved from https://www.td.org/insights/how-can-you-ensure-transfer-of-trainingto-get-the-results-business-leaders-want

Leaman, C. (2014).Improving learning transfer.  Training. Retrieved from https://trainingmag.com/improving-learning-transfer

Strauss, V. (2013, March 6). Why the learning pyramid is wrong. The Washington Post. Retrieved from https://www.washingtonpost.com/news/answer-sheet/wp/2013/03/06/why-the-learning-pyramid-is-wrong/?utm_term=.1459f8bd73e8