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…
Whether you’re in learning and development or looking for a way to improve yourself, understand the difference between fixed and growth mindset.
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.
Consider using graduates of previous programmes to mentor new learners through their programme. Why?
Paul Matthews is available for networking at World of Learning Summit 2023 at Olympia London on 28 February
In a nutshell, employees do what is measured, incentivised and celebrated. For any specific task are you focussed on the results you want?
The ultimate outcome of learning transfer is behaviour change, so we must understand the conditions that trigger a behaviour to start.