What is transfer of learning?
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Lever – Transfer of Learning - present –
“What is transfer of learning?”
www.transferoflearning.com
Emma Weber CEO & Founder of Lever – Transfer of Learning
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To put it in context - we’re talking workplace transfer
of learning.
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In a theoretical sense – transfer of learning is the extent to which one applies knowledge from one
context to another1
In a practical sense it is used to refer to the transfer of learning from a classroom or learning
environment, to the day to day role of the participant/employee
1Perkins, D. N., & Salomon, G. (1988). Teaching for transfer. Educational Leadership, 46, 22-32.
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Why is it important?
Numerous studies have found that only 10-20% of
learning is transferred back to the workplace after a learning initiative
1. Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. PersonnelReview, 26(3), 201-213 2. Broad, M. L. & Newstrom, J. W. (1992). Transfer of Training: Action packed strategies to ensure high payoff from training investments, Basic Books3. Olivero. G., Bane, K. D. & Kogelman, R. E. (1997). Executive Coaching as a Transfer of Training Tool: Effects on Productivity in a Public Agency, Public Personnel
Management 4. Leimbach, M. (2010). Learning transfer model: a research‐driven approach to enhancing learning effectiveness. Industrial and Commercial Training Volume 42, Issue 2
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ONLY 25%
In the 2010 McKinsey report ‘Getting more from your Training Programs’, what percentage of managers surveyed believed training programs
measurably improved business results’?
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These two statistics highlight the challenge that as Learning &
Development professionals we need to solve.
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Retention
Embedding
Transfer
Reinforcement
Sustaining Effectiveness
Many different terms are being used in learning as to how we can solve this problem…
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Traditionally…To achieve effective transfer of
learning people were focused on embedding knowledge retention in the
classroom
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• Mnemonics - bite size chunks of information used to improve memory
• Skills practice and feedback in the classroom• Reminders • Setting intentions or writing a contract
This was done using methods such as…
While useful, the impact over a period of time is limited.
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People were also obsessed with the
‘forgetting curve’
But knowledge or remembering knowledge doesn’t create behavioural change!
0 Day 1 Day 2 Day 3 Day 4 Day 5 Day 6 Day 70
20
40
60
80
100
Time
% R
eten
tion
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What should they be doing? Focusing on a robust transfer of learning methodology that doesn’t just remind or
reinforce, but that really changes behaviour back in the workplace.
Behavioural change can only be achieved over a period of time.
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Reinforcing content can be tempting but reminding someone
into behavioural change is a lot less
effective than reflection
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with specific and structured REFLECTION
and ACCOUNTABILITY
after the learning activity
Fast track behavioural
change
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How can you use reflection after your learning initiatives to create greater impact?
For more information on how to implement a successful learning transfer solution – download a free chapter of 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.
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Transfer of Learning ImpactOur results based on over 4000 participants across organisations
Participants onaverage reported an80% improvementin transferred skills
post learning transfer.
Participants also reporteda 58% improvement in theirability to achieve learningtransfer objectives as a
resultof our learning transfer
process
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For more snippets of transfer of learning wisdom head to Emma’s blog
W: www.transferoflearning.comE: [email protected]: +61 2 8221 8833
Linkedin: Emma Weber Twitter: @emmaweberFacebook: Lever – Transfer of Learning
Emma WeberLever – Transfer of Learning