Lever – Transfer of Learning - present –

“The 6 Ingredients to Successful Learning Transfer”

Let’s consider the elements of an effective learning transfer solution...

Preparation ACTION Evaluation

Turning Learning into Action™ (TLA):

Learning event

ACTION PLANNING

SERIES OF REFLECTIVE

CONVERSATIONS

EVALUATION

Turning Learning into Action™ (TLA):

Learning event

The “Preparation” for learning transfer begins in the classroom

• The power of reflectionSpecific, structured and accountable reflection is at the heart of successful learning transfer – get participants to reflect on the learning and what they want to achieve

• Capture actions and commitment Use an action plan at the learning initiative to prepare for the ACTION stage of the learning transfer

• Plan for follow throughSet expectations and create ownership with a learning agreement so that the participants are set up for success as they move towards the ACTION stage

Preparation

Capture actions on an action plan

© Lever – Transfer of Learning 2015

ACTIONA series of reflection conversations with accountability –

following a learning initiative

Calibration

Target

Options

InfoNext steps

The ACTION Conversation Model

Accountability

Calibration

Accountability - setting up the process context and the coach/coachee relationship.Calibration – establishing a ‘score’ for where the person is now and the future target.Target - where is the individual trying to get too and what’s the target for the sessionInformation - gathering information about what is happening in the workplace.Option - what options does the individual have in this situation and what could they do.Next Steps - how the person is going to commit to action and move toward the target.

ACTION is an acronym for the various stages that the conversation must pass through in order to successfully facilitate transfer of learning and behaviour change back in the workplace:

The 6 essential ingredients for successful learning transfer conversations

vs. Content Reminders

Change Reflection1 Strive for real change through structured reflection rather than just reminding

2 AccountableHold individuals accountable

to THEMSELVES

3 SpecificTo the individual Not to the group

4 Change Hats

For successful learning transfer, the person facilitating the conversation must ‘change hats’. They must take off their ‘manager’ hat, or ‘HR’ hat, or ‘classroom facilitator’ hat, and replace it with their learning transfer hat.

5 The secret weapon – the telephone

A very powerful tool to guide the individual to have an honest and vulnerable conversation with themself

Phasing

Keep the tension tight enough to keep momentum…

…but loose enough for it to become self sustaining

6

Training is not the end point but the start point.

Transfer of learning solutions should support the participant in their workplace to reflect

on the learning received and help them apply the learning so that it becomes habit.

Learning Transfer ImpactOur results based on over 4000 participants across organisations

Participants onaverage reported an80% improvementin transferred skills

post TLA.

Participants also reporteda 58% improvement in theirability to achieve learning

transfer objectives as a resultof the TLA process

For more information on how to implement a successful learning

transfer solution – check out Turning Learning into Action – the book

Showing trainers, buyers of training and L&D professionals how to take training to the next level and achieve the ultimate business results required in 3 steps.

Thanks for stopping by!

Emma WeberLever – Transfer of Learning

W: www.transferoflearning.comE: emma@leverlearning.comP: +61 2 8221 8833

Twitter: @emmaweberFacebook: Lever – Transfer of Learning