What is MaxEffect?
MaxEffect is a comprehensive system that boosts training transfer and effectiveness. In other words, it helps organisations maximise the results of training.
In most cases, the ‘weakest link’ in the training process is transfer of learning (or lack therefore to be more accurate). Hence, the single biggest opportunity to improve the ROI of training is leveraging the successful application of learning in the workplace. Investments in improving training transfer inevitably produce significant benefits and lead to enhanced credibility and reputation of the Learning & Development (L&D) function.
Components of the MaxEffect system
The system consists of a comprehensive set of tools, processes, guidelines and other resources that can be applied to any formal training program.
Certain components of the system are being finalised, however the core components are available for implementation.
Components include:
Designing for Transfer Guidelines – research based guidelines which clarify essential design factors for enhancing transfer.
Results Maps – a simple tool for clarifying the ‘causal’ pathway and integrating the efforts of managers, L&D specialists and learners.
Transfer Situation Questionnaire – enables L&D specialists to measure the factors in the work situation that influence learning transfer and provides essential data for communicating with managers of learners.
Leveraging Results From Learning – a half-day training program for managers on the critical role they play in influencing learning transfer and the strategies for doing so. For more information - click here.
Leveraging Results From Learning Accreditation – provides selected individuals with training to deliver the half-day LRFL workshop internally. For more information - click here.
MaxEffect Guidelines for Learners – these are research-based guidelines to help learners achieve the maximum benefits from their learning.
Coaching for Transfer Guidelines – practical guidelines for managers on how to follow-up and coach learners (pre and post course).
MaxEffect Postcards – these picture cards are used to provide learners with a tangible personal message before or after training events.
Nudge-Me – provides learners with their own personalised reminder email messages.
Application Stories – effectively uses the concept of storytelling to obtain feedback on application of learning in the workplace.
Transfer Interview Guidelines – provide L&D specialists with guidance on how to conduct structured interviews that identify key factors contributing to the success of the training or lack thereof and the impact of training in the workplace.
MaxEffect Support Site – contains numerous resources for use by L&D specialists who have attended the MaxEffect Certification workshop.
Leveraging Results From Learning Support Site – reinforces and extends learning gained from the LRFL workshops and also provides transfer job aids for managers.
Implementation Support by an IPF senior consultant, including progress reviews.
Implementation
Implementation of the MaxEffect System typically includes:
i) MaxEffect for Executives workshops(s) to clarify their crucial role and strategic levers they need to influence to ensure the system produces maximum results.
ii) MaxEffect Certification workshop(s) which consists of:
Part A (2 days) is for L&D specialists who need to understand the system, including the key components and implementation success factors.
Part B (1 day) Leveraging Results From Learning Accreditation for selected individuals who will deliver the half-day LRFL workshops.
iii) Progress Reviews to identify achievements and to respond to areas that need attention. An important principle is modelling the action learning cycle that is central to the MaxEffect System.
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