Self Development Toolkit

Employ Training Transfer Strategies
		Entertainment and knowledge learning make for a more complete experience in the classroom, and trainers are often gifted at delivering both. But neither of these crowd-pleasing elements of instruction effectively promote learning transfer. In addition, trainers often feel pressured to cover too much material. If you want learning to be retained, applied in the workplace and ingrained as permanent improvements in performance, instruction must be focused on introducing workplace behaviors that will correct business shortfalls.
Thinking and doing are two different things, and the reinforcement of “doing” has to begin in the classroom. Over the years, learning professionals have identified a number of strategies for adult learning that promote retention and learning transfer. You’ll want to evaluate how well your programs incorporate the strategies summarized below:
Create or obtain courses that address performance problems that impact on business results, making sure course objectives are focused on what participants will need to do on the job Focus course content on doing a few important things very well rather than covering all relevant topics, and break the learning into short segments Tell participants how the training focuses on improving business results Make sure participants understand what’s in it for them Vary practice situations and scenarios and make them as work-related as possible Relate new concepts and skills to what they already know Make it easy to record ideas, insights, questions and issues and give opportunities to discuss “lessons learned” Give immediate individual behavioral feedback, and make it easy for learners to give each other feedback Give participants structured time to visualize correct performance on the job Tell participants how to use job aids and other reinforcement resources Help participants set up “learning support groups” Help participants draft a realistic plan for on-the-job reinforcement
We encourage you to integrate as many of the above elements into your programs as possible. While applying and reinforcing skills until they are ingrained is something that needs to happen in the workplace, your programs must prepare participants for the challenges of ingraining new skills. You will find additional insights in Transfer of Training (Broad & Newstrom, 2001) and The Six Disciplines of Breakthrough Learning (Wick, et al, 2006).
		For more information, contact ALD, Inc at 208-762-1322 or email us at info@ald-inc.com