The Why & Who of Learning Transfer

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Ask yourself – how can you as a Learning & Development professional guarantee business outcomes after your training programs? What has to happen in your organisation to get change post learning? Flick through this SlideShare to find out why we need to focus on learning transfer, and who is best placed to deliver it

Lever – Transfer of Learning
- present –
“The Why & Who of Learning
Transfer?”
www.transferoflearning.com

Why?
Because only
10-20% of
learning is
transferred
back to the
workplace

ONLY 25%
In the 2010 McKinsey report ‘Getting more from your Training Programs’
what percentage of managers surveyed believed training programs
measurably improved business results’?

Often in professional L&D roles we are hiding from McKinsey’s statistic.
We are using metrics like “number of people attending training” or “number of hours
trained” and not actually being brave enough to look at what we need to be saying -
“what are the RESULTS from our training?”

What we should be aiming for….
Real behavioural change back in the workplace

Reaction
Levels of Evaluation
Level 1
Learning
Application
Business impact
ROI
Level 2
Level 3
Level 4
Level 5
KNOW
DO
IMPACT
$
THINK
Focus on how to reach level 3 evaluation from the start – how will you support
APPLICATION of the learning back in the workplace

Transfer of learning is the missing link in
learning.
Why has it been missing for so long?

Need
Instructional
Design
Deliver
Solution
Learning
Transfer
Business
Outcomes
LEARNING AND
DEVELOPMENT
THE BUSINESS
This is what is happening at the moment with ownership – learning transfer falls into
the hands of the business, who often don’t have the time or skills to deliver .

Need
Instructional
Design
Deliver
Solution
Learning
Transfer
Business
Outcomes
LEARNING &
DEVELOPMENT
THE
BUSINESS
Collectively we need to shift the ownership of learning transfer so that L&D are much
more involved in the results that the business is getting.

Where do L&D put their effort?
Before During After
More often than not more effort is put into the before and during piece,
and then dwindles after the learning event. This needs to change!
Training is not the end point but the start point to create change.

Behavioral change must happen after learning
L&D we need you!

WHO is best placed to facilitate
learning transfer?
?
Manager
Internal
Specialist
External
Specialist
Facilitator

Pros Cons
Facilitator
• More insight into business training
needs
• Increases finish line ownership
• Increase training results
• Too close to content
• Participant expects
solutions/answers
• Expensive
Manager
• Skill set inside the business
• Make managers better managers
• Hard to show vulnerability with
manager
• Lack time, focus & discipline
• Casual conversation won’t work
Internal
Specialist
• Skill set inside the business
• Rewarding
• Participant more honest
• Build cross functional relationships
• Trust/confidentiality issues
• High level of skill required
• Time commitment
External
Specialist
• Expert & highly proficient
• No existing relationship or politics =
open and honest conversation
• Business don’t have to worry about
spending time on learning transfer
• Manager can feel out of the loop
• Can be more costly in the long
run – but not always the case
• Skills stay outside the business

For more information on how to implement a
successful learning transfer solution – check out
Turning Learning into Action – the book
Showing trainers, buyers of training and
L&D professionals how to take training
to the next level and achieve the
ultimate business results required in 3
steps.

Best of luck with your
learning transfer journey!
Emma Weber
Lever – Transfer of Learning
W: www.transferoflearning.com
E: emma@leverlearning.com
P: +61 2 8221 8833
Twitter: @emmaweber
Facebook: Lever – Transfer of Learning

This document discusses improving learning transfer in the workplace. It notes that less than 20% of corporate training leads to performance improvement, highlighting the importance of learning transfer. Key factors that affect learning transfer include clear performance expectations, manager support, relevance, prior experiences, and reinforcement on the job after training. The document provides strategies for designing training to improve learning transfer both before and after training, such as preparing trainees beforehand and providing assessments and feedback after training. It also presents a case study example.

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Presented at The Global HR Summit, 6th June 2024 In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.

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Building Your Employer Brand with Social Media

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The Why & Who of Learning Transfer

1. Lever – Transfer of Learning - present – “The Why & Who of Learning Transfer?” www.transferoflearning.com

2. Ask yourself – how can you as a Learning & Development professional guarantee business outcomes after your training programs? What has to happen in your organisation to get change post learning?

3. Why? Because only 10-20% of learning is transferred back to the workplace

4. ONLY 25% In the 2010 McKinsey report ‘Getting more from your Training Programs’ what percentage of managers surveyed believed training programs measurably improved business results’?

5. Don’t put your head in the sand!

6. Often in professional L&D roles we are hiding from McKinsey’s statistic. We are using metrics like “number of people attending training” or “number of hours trained” and not actually being brave enough to look at what we need to be saying - “what are the RESULTS from our training?”

7. What we should be aiming for…. Real behavioural change back in the workplace

8. Reaction Levels of Evaluation Level 1 Learning Application Business impact ROI Level 2 Level 3 Level 4 Level 5 KNOW DO IMPACT $ THINK Focus on how to reach level 3 evaluation from the start – how will you support APPLICATION of the learning back in the workplace

9. Transfer of learning is the missing link in learning. Why has it been missing for so long?

10. There is no ownership

11. Need Instructional Design Deliver Solution Learning Transfer Business Outcomes LEARNING AND DEVELOPMENT THE BUSINESS This is what is happening at the moment with ownership – learning transfer falls into the hands of the business, who often don’t have the time or skills to deliver .

12. Need Instructional Design Deliver Solution Learning Transfer Business Outcomes LEARNING & DEVELOPMENT THE BUSINESS Collectively we need to shift the ownership of learning transfer so that L&D are much more involved in the results that the business is getting.

13. Where do L&D put their effort? Before During After More often than not more effort is put into the before and during piece, and then dwindles after the learning event. This needs to change! Training is not the end point but the start point to create change.

14. Behavioral change must happen after learning L&D we need you!

15. WHO is best placed to facilitate learning transfer? ? Manager Internal Specialist External Specialist Facilitator

16. Pros Cons Facilitator • More insight into business training needs • Increases finish line ownership • Increase training results • Too close to content • Participant expects solutions/answers • Expensive Manager • Skill set inside the business • Make managers better managers • Hard to show vulnerability with manager • Lack time, focus & discipline • Casual conversation won’t work Internal Specialist • Skill set inside the business • Rewarding • Participant more honest • Build cross functional relationships • Trust/confidentiality issues • High level of skill required • Time commitment External Specialist • Expert & highly proficient • No existing relationship or politics = open and honest conversation • Business don’t have to worry about spending time on learning transfer • Manager can feel out of the loop • Can be more costly in the long run – but not always the case • Skills stay outside the business

17. For more information on how to implement a successful learning transfer solution – check out Turning Learning into Action – the book Showing trainers, buyers of training and L&D professionals how to take training to the next level and achieve the ultimate business results required in 3 steps.

18. Best of luck with your learning transfer journey! Emma Weber Lever – Transfer of Learning W: www.transferoflearning.com E: emma@leverlearning.com P: +61 2 8221 8833 Twitter: @emmaweber Facebook: Lever – Transfer of Learning

Editor's Notes

Head in the sand
Behavioural change

The Why & Who of Learning Transfer

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