The Secret to Learning Transfer Success:    Introducing Three Practical Strategies That                       WorkYou can ...
The Secret to Learning Transfer Success:Introducing Three Practical Strategies That                   Work   Speaker:     ...
Tools You Can Use• Q&A –   Click on the Q&A icon on     your floating toolbar on the     top of your screen. – Type in you...
Tools You Can Use• Polling  – The poll will appear on the    right side of your screen  – Select the best option for    ea...
Frequently Asked QuestionsWill I receive a copy of the webinar recording?                               YES       Will I r...
The Secret to Learning Transfer  Success: Introducing Three Practical Strategies That Work               Kellye Whitney   ...
The Secret to Learning Transfer Success:Introducing Three Practical Strategies That Work                        Connie Mal...
THE SECRET OFLEARNING TRANSFER          SUCCESS
Speakers & Agenda                    Agenda:                    Factors Affecting Learning                    Transfer    ...
MIND MELD:“A technique for sharingthoughts, experiences,memories, and knowledgewith another individual.--Wikipedia
LEARNING TRANSFER:Applying the skills,knowledge, and attitudesfrom a training situation toa work situation.
LEARNER TRAITS PERCEIVED VALUE                       FACTORS    TRAINING DESIGN                      AFFECTING            ...
Near Transfer:When original learning task and transfer taskclosely resemble each other.Far Transfer:When original learning...
Positive Transfer:When prior experience and knowledgebenefit learning and performance.Negative Transfer:When prior experie...
What do we spend on training?
The global market for training expendituresin 2011 was about $287 billion.-TrainingIndustry.com                       Glob...
QuestionWhat percentage of employees fail to apply whatthey’ve learned a year after a training event?a. 10%b. 40%c. 70%d. ...
How much transfer of training fails?
About 40% of trainees fail toimmediately transfer skillsafter training. (Saks, 2002)
About 70% of trainees failto transfer one year aftertraining. (Saks, 2002)
What’s wasted when training fails to transfer?  TRAINING DOLLARS      OPPORTUNITIES        TRAINING TIME         PRODUCTIV...
What impedes transfer?
Our Cognitive ArchitectureFire Hose TrainingUnrealistic Expectations
Our Cognitive ArchitectureSENSORYMEMORYWORKINGMEMORYLONG-TERMMEMORY
Our Cognitive ArchitectureSENSORYMEMORYWORKING     Limited CapacityMEMORY       Short DurationLONG-TERMMEMORY
Our Cognitive ArchitectureSENSORYMEMORYWORKINGMEMORYLONG-TERM    Unlimited CapacityMEMORY      Networked Structure
Long-term Memory  Networked Structure      or Schema
Long-term MemoryRetrieval Cue
Fire Hose Training
Curse of Knowledge
Fire Hose Training
Unrealistic Expectations
Unrealistic Expectations
QuestionIn your experience, which of these three factorsmost impedes training transfer?a. Cognitive architecture (small wo...
Strategies for Transfer Success
ENCODE INLONG-TERM MEMORY      EASILY RETRIEVE           APPLY ON THE JOB
1   SPACED LEARNING                SPACED LEARNING                (Distributed Learning):                New learning is s...
1     SPACED LEARNING    MASSED LEARNING:    Studying or learning in a    single continuous block    of time.
Content   Content     Content   Content   Content     Content  1         2           1         2         1           2Spac...
Teach the techniqueHOW TO      Extend length of            intervals over time          Vary approaches
WHY DOES SPACEDLEARNING WORK?
2   RETRIEVAL-BASED PRACTICE                  RETRIEVAL:                  Recovering knowledge                  and inform...
2   RETRIEVAL-BASED PRACTICE    Retrieval Cue
Practice with scenarios for         specific learning groupsHOW TO           Frequent questions                 and exerci...
WHY DOES RETRIEVALPRACTICE WORK?
3   ORGANIZATIONAL SUPPORT                  A true commitment                  by the organization                  to tra...
3   ORGANIZATIONAL SUPPORT• Importance of pre-training                                            • Application opportunit...
Frame the trainingHOW TO             Leverage social aspect             of learning           Make a long-term plan to    ...
WHY DOESORGANIZATIONALSUPPORT WORK?
THESE ARE KEY   Trainees start           People can only   forgetting when the      process ~4 to 5 pieces   training even...
Introducing Christine TutsselVice President of SalesAxonify                          www.axonify.com
Axonify is a next generationeLearning solution using gamemechanics + behavioralscience to drive knowledgeretention.
Axonify is designed around…                              Reinforcement                          Personalized &            ...
The Impact of Reinforcement    Training      Event                              www.axonify.com
Personalized Knowledge Map   DIFFICULTY LEVEL PRIORITY                  1            1              2             3       ...
DEMONSTRATION            www.axonify.com
Questions & Answers      Connie Malamed      E-Learning Consultant      The eLearning Coach      Christine Tutssel      Vi...
Join Our Next CLO WebinarLearning That Lasts – Transforming Learning Into a           Strategic Business Enabler          ...
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The Secret to Learning Transfer Success: Introducing Three Practical Strategies That Work

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Despite an abundance of attention, the failure of learning transfer continues to afflict the workforce, organizations and their learning leaders. It is an issue that has become increasingly expensive over the years with the rising cost of training along with the financial implications of not applying new knowledge and skills in the workplace. Whether it’s the retail associate who lacks specific product knowledge that results in a lost sale or the manufacturing employee who suffers an injury for not following safety guidelines, the cost adds up to billions of dollars a year. This webinar will uncover key reasons for lack of learning transfer in training along with the implications. It will then introduce three strategies that are not only proven to work, but can be implemented in your environment quickly and cost effectively.

Learning Objectives:

Uncovering the implications of learning transfer failure.
Understanding the root causes of learning transfer failure.
Three strategies to increase learning transfer success that attendees can take away and start implementing immediately and cost effectively.

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The Secret to Learning Transfer Success: Introducing Three Practical Strategies That Work

  1. 1. The Secret to Learning Transfer Success: Introducing Three Practical Strategies That WorkYou can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.650.479.3208 and enter access code 928 602 711 # You will be on hold until the seminar begins. #CLOwebinar
  2. 2. The Secret to Learning Transfer Success:Introducing Three Practical Strategies That Work Speaker: Connie Malamed E-Learning Consultant The eLearning Coach Christine Tutssel Vice President of Sales Axonify Moderator: Kellye Whitney Managing Editor Chief Learning Officer magazine #CLOwebinar
  3. 3. Tools You Can Use• Q&A – Click on the Q&A icon on your floating toolbar on the top of your screen. – Type in your question in the space provided – Click on “Send.” #CLOwebinar
  4. 4. Tools You Can Use• Polling – The poll will appear on the right side of your screen – Select the best option for each question – Click on “Submit” #CLOwebinar
  5. 5. Frequently Asked QuestionsWill I receive a copy of the webinar recording? YES Will I receive a copy of the slides? YES Please allow up to 2 business days to receive these materials #CLOwebinar
  6. 6. The Secret to Learning Transfer Success: Introducing Three Practical Strategies That Work Kellye Whitney Managing Editor Chief Learning Officer magazine #CLOwebinar
  7. 7. The Secret to Learning Transfer Success:Introducing Three Practical Strategies That Work Connie Malamed E-Learning Consultant The eLearning Coach Christine Tutssel Vice President of Sales Axonify #CLOwebinar
  8. 8. THE SECRET OFLEARNING TRANSFER SUCCESS
  9. 9. Speakers & Agenda Agenda: Factors Affecting Learning Transfer Implications & Impediments 3 Strategies for Success Introducing Interval Reinforcement & Axonify Q&A
  10. 10. MIND MELD:“A technique for sharingthoughts, experiences,memories, and knowledgewith another individual.--Wikipedia
  11. 11. LEARNING TRANSFER:Applying the skills,knowledge, and attitudesfrom a training situation toa work situation.
  12. 12. LEARNER TRAITS PERCEIVED VALUE FACTORS TRAINING DESIGN AFFECTING LEARNINGUSE OPPORTUNITIES TRANSFERORG ENVIRONMENT
  13. 13. Near Transfer:When original learning task and transfer taskclosely resemble each other.Far Transfer:When original learning task and transfer taskdiffer significantly from each other.
  14. 14. Positive Transfer:When prior experience and knowledgebenefit learning and performance.Negative Transfer:When prior experience and knowledge impedelearning and performance.
  15. 15. What do we spend on training?
  16. 16. The global market for training expendituresin 2011 was about $287 billion.-TrainingIndustry.com Global eLearning Market to Reach $107.3 billion by 2015. -Global Industry Analysts$171.5 billion was spent onlearning and development in 2010.-ASTD 2011 State of the Industry Report
  17. 17. QuestionWhat percentage of employees fail to apply whatthey’ve learned a year after a training event?a. 10%b. 40%c. 70%d. 100%
  18. 18. How much transfer of training fails?
  19. 19. About 40% of trainees fail toimmediately transfer skillsafter training. (Saks, 2002)
  20. 20. About 70% of trainees failto transfer one year aftertraining. (Saks, 2002)
  21. 21. What’s wasted when training fails to transfer? TRAINING DOLLARS OPPORTUNITIES TRAINING TIME PRODUCTIVITY MOTIVATION
  22. 22. What impedes transfer?
  23. 23. Our Cognitive ArchitectureFire Hose TrainingUnrealistic Expectations
  24. 24. Our Cognitive ArchitectureSENSORYMEMORYWORKINGMEMORYLONG-TERMMEMORY
  25. 25. Our Cognitive ArchitectureSENSORYMEMORYWORKING Limited CapacityMEMORY Short DurationLONG-TERMMEMORY
  26. 26. Our Cognitive ArchitectureSENSORYMEMORYWORKINGMEMORYLONG-TERM Unlimited CapacityMEMORY Networked Structure
  27. 27. Long-term Memory Networked Structure or Schema
  28. 28. Long-term MemoryRetrieval Cue
  29. 29. Fire Hose Training
  30. 30. Curse of Knowledge
  31. 31. Fire Hose Training
  32. 32. Unrealistic Expectations
  33. 33. Unrealistic Expectations
  34. 34. QuestionIn your experience, which of these three factorsmost impedes training transfer?a. Cognitive architecture (small working memory)b. Fire hose training (overloaded training)c. Unrealistic expectations (one event isn’t enough)
  35. 35. Strategies for Transfer Success
  36. 36. ENCODE INLONG-TERM MEMORY EASILY RETRIEVE APPLY ON THE JOB
  37. 37. 1 SPACED LEARNING SPACED LEARNING (Distributed Learning): New learning is significantly improved when the same material is presented or studied over time.
  38. 38. 1 SPACED LEARNING MASSED LEARNING: Studying or learning in a single continuous block of time.
  39. 39. Content Content Content Content Content Content 1 2 1 2 1 2Spaced Learning Content 1 Content 2Massed Learning
  40. 40. Teach the techniqueHOW TO Extend length of intervals over time Vary approaches
  41. 41. WHY DOES SPACEDLEARNING WORK?
  42. 42. 2 RETRIEVAL-BASED PRACTICE RETRIEVAL: Recovering knowledge and information from long-term memory, where it was encoded.
  43. 43. 2 RETRIEVAL-BASED PRACTICE Retrieval Cue
  44. 44. Practice with scenarios for specific learning groupsHOW TO Frequent questions and exercises Provide opportunities for discussion
  45. 45. WHY DOES RETRIEVALPRACTICE WORK?
  46. 46. 3 ORGANIZATIONAL SUPPORT A true commitment by the organization to transfer of training as a continuous process.
  47. 47. 3 ORGANIZATIONAL SUPPORT• Importance of pre-training • Application opportunities motivation • Error correction• Intrinsic and extrinsic • Supervisor & peer support incentivesPre-training Post-training Training • Repetition of key ideas • Relevance of content to trainee’s job
  48. 48. Frame the trainingHOW TO Leverage social aspect of learning Make a long-term plan to promote transfer
  49. 49. WHY DOESORGANIZATIONALSUPPORT WORK?
  50. 50. THESE ARE KEY Trainees start People can only forgetting when the process ~4 to 5 pieces training event ends of information at a time Use spaced learning Ensure your and retrieval practice organization makes a to facilitate learning commitment to transfer transfer of learning
  51. 51. Introducing Christine TutsselVice President of SalesAxonify www.axonify.com
  52. 52. Axonify is a next generationeLearning solution using gamemechanics + behavioralscience to drive knowledgeretention.
  53. 53. Axonify is designed around… Reinforcement Personalized & Dynamic Fun/Gaming www.axonify.com
  54. 54. The Impact of Reinforcement Training  Event www.axonify.com
  55. 55. Personalized Knowledge Map DIFFICULTY LEVEL PRIORITY 1 1 2 3 4 Warehouse  Strains and  Hazardous  Slips and  Safe Driving Safety Sprains Materials Trips
  56. 56. DEMONSTRATION www.axonify.com
  57. 57. Questions & Answers Connie Malamed E-Learning Consultant The eLearning Coach Christine Tutssel Vice President of Sales Axonify #CLOwebinar
  58. 58. Join Our Next CLO WebinarLearning That Lasts – Transforming Learning Into a Strategic Business Enabler Thursday, October 25, 2012 CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register at www.clomedia.com/events Join the CLO Network: http://network.clomedia.com/ #CLOwebinar

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