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?
L&D professionals want training to have an impact. That is, they want learning transfer, so the learning is operationalised in the day-to-day flow of work.
Paul Matthews recently shared how to talk to the C-Suite about learning transfer and plenty of other insights in this latest Mind the Skills Gap podcast.
The ultimate outcome of learning transfer is behaviour change, so we must understand the conditions that trigger a behaviour to start.
The 3rd edition of the ebook ‘Reboot Training for Tangible Business Impact’ has been published.
With less focus on the pandemic but concentrating on helping learning and development future proving training events and ensuring they achieve business impact.
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.
Learning transfer is dependent on behaviour change and generating reliable behaviour change is dependent on using a learning workflow.
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?
Josh Kamrath, CEO of Bongo interviews Paul Matthews to talk about learning workflows and the necessary paths to generate changed behavior.