How to enhance the transfer after training. Link with 70-20-10 model

1. Making the 70-20-10 model a reality ?
Enhancing the transfer of formal learning
events is a good starting point !

2. The 70-20-10 model is a powerful framework
for efficient and effective learning at work
Making this framework a reality, requires from all stakeholders an evolving mindset with
regard to development : learning is not a preparation for work ; learning and work are
so tightly linked that learning becomes a driver of change and productivity in the daily
workflow.
This mindset must be translated in new haviours and roles for senior leaders, frontline
managers, L&D professionals… and of course learners !

3. Transfer of learning is a shared
responsibility

4. Linking 70-20-10 and Learning Transfer
x
By actively working on an enhanced transfer of learning events (10 % part), trainees,
managers and learning professionals are working on the 20 % part and 70 % part.

5. Concrete actions for the line manager
BEFORE the learning
event
 Brief trainees on the importance
of the learning event, the content
and the process
 Link the learning event to more
global strategic objectives .
 Be explicit about how you will do
the follow up after the learning
event.
 Express your expectations
toward the learner. Ask for
his/her expectations and reach
an agreement. Link this to their
personal development plans.
 Enhance the self confidence and
internal locus of control of the
learners : “you can make the
difference yourself..”
 Give learners time to prepare the
learning event.
 Help learners prepare concrete
topics/questions/ issues to be
solved during the learning event.
DURING the learning
event
AFTER the learning
event
 Ensure that the learning event
will not be interrupted.
 Distribute the work of the
trainees to other colleagues.
 Participate actively in the
learning event :
- Either by attending the
learning event together with
your team
- Either by introducing the
learning event
- Either by being present at the
conclusion of the learning
event
 Don’t allow learners to cancel
their participation
 Discuss the learnings with the
learners and how they will apply
the learnings on the floor.
 Be supportive to learners
applying the learnings.
 Eliminate elements that are
blocking the transfer to the
working place.
 Organize sessions where
learners share their learnings
with colleagues : “by sharing what
you learn, you commit to practicing
what you preach”
 Create a “support network”
between learners (f.i. through
intranet, social media, …).
 Give learners time to apply the
new learnings, and to progress.
 Create situations where learners
can apply the new learnings
(projects, missions,…)

6. Concrete actions for the trainee
BEFORE the learning
event
 Ask your manager for his
expectations with regard to the
learning event
 Ask your manager how this
learning event fits into more
global strategic objectives .
 Define how this learning event
fits into your personal
development plan. Define
concrete learning objectives.
 Complete pre-course
assignments (assessments,
surveys, readings,…) seriously.
 Think about concrete
topics/questions/ issues you
want to discuss during the
training
DURING the learning
event
AFTER the learning
event
 Keep your focus during the
learning event. Do not accept
being interrupted (switch off
mobile phones, mails,…)
 Network with other participants.
Share learning needs and proven
solutions with other participants.
 Raise your concrete
topics/questions/issues in the
group.
 Find yourself a “learning buddy”
 Define a concrete plan for
applying your learnings at the
end of the learning event.
 Discuss your learnings with your
manager and how you will apply
the learnings on the floor.
 Ask your manager for his
support and coaching in applying
the learnings.
 Share your learnings with your
colleagues : “by sharing what you
learn, you commit to practicing what
you preach”
 Participate actively in “after
learning events” networks “ (f.i.
through intranet, social media,
…).
 Find situations where you can
apply the new learnings
(projects, missions,…)
 Be patient and perseverant :
acquiring new behaviour takes
time.

7. Concrete actions for the learning professional
/ trainer
BEFORE the learning
event
 Agree with manager and learners
on objectives, content and
process of the learning event.
 Ask the manager how this
learning event links to more
global strategic objectives .
 Ensure that all materials used
during the learning event are
sufficiently specific and adapted
to the learners needs.
 Enhance the self confidence and
internal locus of control of the
trainees : “you can make the
difference yourself..”
 Send learners appropriate pre-work
: assessments, surveys,
readings, …
 Ask for concrete
topics/questions/ issues to be
solved during the training
DURING the learning
event
AFTER the learning
event
 Implement learning strategies
promoting retention and transfer
such as :
– Learning log
– Case studies
– Job aids.
– …
 Design the learning event to do a
few important things very well
rather than covering all possible
topics
 Ask for concrete
topics/questions/issues on which
learners want to progress.
 Use methodologies that stimulate
interaction between learners :
- Work in subgroups
- Peer coaching
- …
 Foresee enough time for
learners to plan how they will
apply their learnings.
 Give suggestions for follow up
 Provide global (not individual)
feedback to the manager on
general climate during the
learning event , learners’
expectations, needs,…
 Give suggestions to the manager
on how he can do appropriate
follow up.
 Facilitate intervision sessions
 Be active in the “after learning
event” network” between
trainees (f.i. through intranet,
social media, …).
 Send out reminders containing
key message of the learning
event.
 Provide supplementary learning
resources (videos, readings,…)