To put it in context - we’re talking workplace transfer of learning. Numerous studies have found that only 10-20% of learning is transferred back to the workplace after a learning initiative. With so many different terms being used in learning as to how we can solve this problem it can be confusing to navigate. Take a look to see what has been done traditionally in this field, and what should be done to facilitate behavioural change in the workplace after a learning initiative.

1. Lever – Transfer of Learning
- present –
“What is transfer of learning?”
www.transferoflearning.com
Emma Weber
CEO & Founder of Lever – Transfer of Learning

2. To put it in context - we’re
talking workplace transfer
of learning.

3. In a theoretical sense – transfer of learning is the
extent to which one applies knowledge from one
context to another1
In a practical sense it is used to refer to the
transfer of learning from a classroom or learning
environment, to the day to day role of the
participant/employee
1Perkins, D. N., & Salomon, G. (1988). Teaching for transfer. Educational Leadership, 46, 22-32.

4. Why is it
important?
Numerous studies
have found that
only 10-20% of
learning is
transferred back to
the workplace after
a learning initiative
1. Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. PersonnelReview, 26(3), 201-213
2. Broad, M. L. & Newstrom, J. W. (1992). Transfer of Training: Action packed strategies to ensure high payoff from training investments, Basic Books
3. Olivero. G., Bane, K. D. & Kogelman, R. E. (1997). Executive Coaching as a Transfer of Training Tool: Effects on Productivity in a Public Agency, Public Personnel
Management
4. Leimbach, M. (2010). Learning transfer model: a research‐driven approach to enhancing learning effectiveness. Industrial and Commercial Training Volume 42, Issue 2

5. 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’?

6. These two statistics highlight the
challenge that as Learning &
Development professionals we need to
solve.

7. Many different terms are being used in learning as to
how we can solve this problem…

8. Traditionally…
To achieve effective transfer of learning
people were focused on embedding
knowledge retention in the classroom

9. • Mnemonics - bite size chunks of information used to improve
memory
• Skills practice and feedback in the classroom
• Reminders
• Setting intentions or writing a contract
This was done using methods such as…
While useful, the impact over a period of time is
limited.
Carnes,B.(2010).MakingLearningStick:20EasyandEffectiveTechniquesthatTransferTraining.
AmericanSocietyforTraining&Development

10. People were also obsessed with the
‘forgetting curve’
But knowledge or remembering knowledge doesn’t
create behavioural change!
0
0 Day 1 Day 2 Day 3 Day 4 Day 5 Day 6 Day 7
%Retention
Time

11. What should they be doing?
Focusing on a robust transfer of learning
methodology that doesn’t just remind or reinforce,
but that really changes behaviour back in the
workplace.
Behavioural change can only be achieved over a
period of time.

12. Reinforcing content can
be tempting but
reminding someone into
behavioural change is a
lot less effective than
reflection

13. with specific and structured
REFLECTION
and
ACCOUNTABILITY
after the learning activity
Fast track
behavioural
change

14. How can you use reflection after your learning
initiatives to create greater impact?
For more information on how to implement
a successful learning transfer solution –
download a free chapter of 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.

15. Transfer of Learning Impact
Our results based on over 4000 participants across
organisations
Participants on
average reported an
80% improvement
in transferred skills
post learning transfer.
Participants also reported
a 58% improvement in their
ability to achieve learning
transfer objectives as a
result
of our learning transfer
process

16. For more snippets of transfer
of learning wisdom head to
Emma’s blog
W: www.transferoflearning.com
E: emma@leverlearning.com
P: +61 2 8221 8833
Linkedin: Emma Weber
Twitter: @emmaweber
Facebook: Lever – Transfer of Learning
Emma Weber
Lever – Transfer of Learning