For LATI supervisors

1. +
Making the Most of
LATI
How to help your
LAs
translate what
they learn
into what they do

2. +
LATI is a Big Investment!
 Your LA’s time
 Your time and energy, as well as that of your other staff
while your LA’s away
 Time and effort of trainers, feedback providers, and
others from around the state to make the program
happen
How can you get the best return?

3. + It’s a Partnership
Supervisor
The LA
Trainer

4. +
Whose job is it?
 LA: responsible for his or her own learning
 Supervisor: sets clear expectations, provides supportive
environment, reinforces the learning
 Trainer: facilitates transfer by designing activities into the
training that involve work ‘back at home’
 That’s why so many of the assignments involve conversations with
you, feedback from you, observations of colleagues, conversations
with admin and other staff, and so on!

5. +
Who do you think is most important to
the transfer process?

6. +
What the research* shows about who
has the most influence:
*Dr. Mary L. Broad and Dr. John W. Newstrom
Before
Training
During
Training
After
Training
Supervisor X X
Participant
Trainer X
So, your role is critical!

7. +
What are the most common barriers to
transfer of training?
 Lack of reinforcement on the
job (nobody cares if you do it or
not)
 Interference from the
environment (pulled in too
many directions)
 Non-supportive organizational
climate (organization does
things differently)
 Training that isn’t on target
(wanted practical tips but got all
theory instead)
 Feeling uncomfortable with
change (the old way was more
comfortable, easier)
 Separation from the trainer
(lack of confidence, maybe
training didn’t provide enough
practice)
 Negative peer pressure (“Why
are you spending so much time
on that [new skill], can’t you see
how busy we are?”)
Isn’t it a wonder we ever learn anything new?

8. + What can you do to remove barriers?
(best practices of LAs’ supervisors)
Before During After
•Tell them it’s a growth
opportunity for themselves and
the system
•Protect their time from
interruptions
•Immediately assign LAs to
projects requiring them to use
their new skills
•Set clear performance
expectations
•Shift their workload temporarily •Give immediate positive
reinforcement for using new
skills on the job
•Make sure they have adequate
time, technology, etc. Work
with IT if needed
•Meet with them regularly and
ask about what they’re learning
•More than one LA from your
system? Encourage them to
network
•Connect them to a mentor
who’s been through LATI
•Participate actively by
providing feedback and meeting
deadlines
•Set clear expectations of
increased performance
•Schedule regular meeting
times
•Ask them to tell others about
their experience at LATI—for
example, report at a staff
meeting
•Ask LA to teach others
something they learned in
LATI—maybe a refresher for the
rest of the staff
Strategies most frequently mentioned by previous supervisors

9. +
We hear from supervisors…
 “Meet with your person often. Make sure they understand the
schedule and make sure the scheduler understands their
needs. Try and avoid giving the part-timer other
assignments/classes when possible. Check in often. If possible,
find another person who is also taking LATI and partner them
up. Make sure they have other resources in more experienced
staff for other questions.”
 “Familiarize yourself with your new best friend, with whom you
will want to visit on a regular basis - the LATI Wiki!”

10. +
In short, YOU hold the key!
 As the supervisor, you have the most influence on your LA’s
ability to apply what they learn before and after training
 Many barriers get in the way, but you can remove some of
them!
 Plan now to help your LA be successful back on the job!

11. +
Thanks for everything you do to make
your LA successful!
Please let us know how we can help you!
Gail Griffith, LATI Coordinator: laticoor@gmail.com
Laura Allen, LATI Virtual Assistant: laura@wowva.com