Downloaded 135 times
![What are the most common
barriers to transfer of training?
Lack of reinforcement on Feeling uncomfortable with
the job (nobody cares if you change (the old way was
do it or not) more comfortable, easier)
Interference from the Separation from the trainer
environment (pulled in too (lack of confidence, maybe
many directions) training didn‟t provide
enough practice)
Non-supportive
organizational climate Negative peer pressure
(organization does things (“Why are you spending so
differently) much time on that [new
skill], can‟t you see how
Training that isn‟t on target busy we are?”)
(wanted practical tips but
got all theory instead)
Isn’t it a wonder we ever learn anything new?](https://image.slidesharecdn.com/tranferoftrainingslideshow-120704101227-phpapp02/75/Transfer-of-Training-7-2048.jpg)
Uploaded byGail Griffith
Transfer of Training
More Related Content
Transfer of Training
- 1. Transfer of Training How toHelp Your Staff Translate What They Learn Into What They Do
- 2. LATI is aBig 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 on that investment?
- 3. Transfer of Trainingis a Partnership Participant Trainer Supervisor
- 4. Whose job isit? Participant: responsible for his or her own learning Supervisor: 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, and so on!
- 5. Who do youthink is most important to the transfer process?
- 6. What the Research*Shows About Who Has the most Influence: Before During After Training Training Training Supervisor X X Participant Trainer X So, your role is critical! *Dr. Mary L. Broad and Dr. John W. Newstrom
- 7. What are themost common barriers to transfer of training? Lack of reinforcement on Feeling uncomfortable with the job (nobody cares if you change (the old way was do it or not) more comfortable, easier) Interference from the Separation from the trainer environment (pulled in too (lack of confidence, maybe many directions) training didn‟t provide enough practice) Non-supportive organizational climate Negative peer pressure (organization does things (“Why are you spending so differently) much time on that [new skill], can‟t you see how Training that isn‟t on target busy we are?”) (wanted practical tips but got all theory instead) Isn’t it a wonder we ever learn anything new?
- 8. Relapse Prevention: HowYou Can Help 1. Recognize that lapses are 4. Plan and conduct „fire inevitable drills‟ No one does it right the first time When and where are lapses likely? Encourage them to keep trying What supportive resources are available? Strategize to keep lapses from becoming permanent 2. Identify predictable problems 5. Follow up back on the job Time pressures Uncooperative colleagues Individual learner tracks accomplishments Self-doubt Group of learners provide mutual support Lack of adequate support Supervisor provides encouragement and reinforcement 3. Analyze staff‟s coping skills Managing time and priorities 6. Recognize that relapse is likely when: Communicating clearly Learner is under stress Collecting data Post-training environment is unpredictable Developing a support network Initial lapses are considered disastrous Celebrating accomplishments Supervisory support is inadequate
- 9. What else canyou do to support transfer of training? (a few ideas) Before During After •Tell them it‟s a growth •Protect their time from •Immediately assign LAs opportunity for interruptions to projects requiring themselves and the them to use their new system skills •Set clear performance •Shift their workload •Give immediate positive expectations temporarily reinforcement for using new skills on the job •Make sure they have •Meet with them regularly •More than one LA from adequate time, and ask about what your system? Encourage technology, etc. they‟re learning them to network •Connect them to a •Participate actively by •Set clear expectations mentor who‟s been providing feedback and of increased through LATI meeting deadlines performance •Schedule regular •Ask them to tell others •Ask LA to teach others meeting times about their experience something they learned at LATI—for example, in LATI—maybe a report at a staff meeting refresher for the rest of the staff
- 10. In Short, Transferof Training: Is a partnership between participant, supervisor, and trainer Supervisor has the most influence on transfer 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 everythingyou 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