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In my latest blog ’12 Barriers to implementing learning transfer’ I discuss the resident elephant in many rooms where a training programme is under discussion. And the 12 barriers to implementing learning transfer that I have identified.
Why do so many people in L&D do little or nothing about learning transfer when doing something is such simple common sense?
My best wishes, Paul
If you were to give such a commencement speech to ten thousand people about to start their adult lives, what would you say?
Following training the attitude and input from the line managers of the delegates is pivotal in determining if they are able to operationalise what they learned.
Is the whole leadership vs. management thing a red herring? Consider your own situation…
After delivering training you want to see behaviour change. The trainee may want to discuss this outside their line relationship. Introduce another player…
©Paul Matthews
