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Provides a practical “How To” guide for checking relevance of training to business needs
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Shifts the paradigm of Learning and Development from accommodating business training requests to determining if training is the solution
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The importance of putting as much effort into post training as the actual training
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Minimise the impediments to training transfer
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Techniques for asking questions to determine the drivers for success
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The importance of linking training to business strategy
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Investigate barriers to learning and transfer.
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Devise strategies to overcome barriers to transfer.
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Shift the paradigm of the participant’s manager from customer to partner
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Harness the power of management support in the transfer process
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Devise a simple communication plan – throughout the training and transfer process.
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Strategies to increase learner motivation to transfer.
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Identifying results and performance outcomes.
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Design the participant’s complete experience, not just the workshop
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Clarifying learning and transfer needs.
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Design of the whole change process to produce behavioural change, not just new learnings
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Assessment of the ‘transfer environment’ in the workplace.
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Techniques to support learning – before, during and post program.
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Follow-up initiatives (with managers and learners).
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Evaluation of transfer and transfer management.
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Ensure every training initiative produces a return on investment
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Measure success in terms of improvement
