First Monday of the month = L&D Monday
The local line manager, and their input into the learning transfer process, are critical success factors for learning transfer. Consider how you can set things up so that the line manager wants to do this, as opposed to being forced to do it or doing nothing.
• Can they be held accountable for a measure that indicates the level of learning transfer?
• Does their job description include their role in supporting learning transfer?
• Does their manager support and promote the programme?
• Do the managers even want the programme?
• Do the managers see the learning programme as relevant?
• Were the managers involved in creating the programme?
• Do they have any sense of ownership of the programme or its content?
• Will the desired learning transfer help the managers meet their objectives?
• Do they understand their role in learning transfer?
• Do they see their learning transfer duties as an imposition or an integral part of the job?
• How are they, or could they, be rewarded for performing their learning transfer duties?
• What do the managers need to believe is true for them to participate in learning transfer?
• What do they need to believe is true for them to not wish to participate?
• How are they measured and thereby encouraged to prioritise their activities?
Take a few minutes to grab your favourite drink, sit quietly, and consider each item on this checklist for a current training programme.
Now, what are you going to do that’s different?
My best wishes, Paul
