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.
After delivering training you want to see behaviour change. The trainee may want to discuss this outside their line relationship. Introduce another player…
Have you ever said ‘It Seemed Like A Good Idea At The Time’ about one of your learning initiatives? How can you avoid it next time?
Consider using graduates of previous programmes to mentor new learners through their programme. Why?
In a nutshell, employees do what is measured, incentivised and celebrated. For any specific task are you focussed on the results you want?
New starters in any organisation are at their most impressionable during their first few days and weeks. Examine your onboarding process and notice what messages and signals it sends to the new starter about learning transfer.
Make 2023 the year you focus on tangibly improving impact from your L&D interventions. How? Focus on learning transfer.
Many of the ideas of management grew out of the latter stages of the industrial revolution. Do your managers seek to catch people doing something wrong, or catch them doing something right?
One of the most significant determinants of learning transfer is the culture of the organisation. Culture is the sea where all learning transfer activities swim.
You are delivering a training course and your outcome is that as a result, the trainees will do their jobs better. Do the trainees believe they can change the way they do things?