Category: L&D Tips and Musings

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Get visibility of what line managers are doing post training

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.

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Introduce another player to the trainee/manager relationship

After delivering training you want to see behaviour change. The trainee may want to discuss this outside their line relationship. Introduce another player…

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Beware of the ‘ISLAGIATT’ principle

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?

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Tap into your alumni to power your success

Consider using graduates of previous programmes to mentor new learners through their programme. Why?

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Getting your people to do what you want

In a nutshell, employees do what is measured, incentivised and celebrated. For any specific task are you focussed on the results you want?

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What does your onboarding tell people about learning transfer?

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.

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What does an Alchemist do in 2023?

Make 2023 the year you focus on tangibly improving impact from your L&D interventions. How? Focus on learning transfer.

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Catch them doing something right

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?

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Change can be viral

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.

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Henry Ford was right

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?

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