Learning Transfer

Make sure your training effectively changes behaviour

What it is

The P100 Learning Transfer Platform (LTP) puts a digital ‘wrapper’ around your classroom event so the event itself is more effective, and the learning is transferred back to the workplace and ‘operationalised’. An LTP is how to make sure your training stays alive after the classroom, and generates the behaviour change and benefits you, and your sponsor, are looking for.

Who it's for

Anyone seeking behaviour change following a training course will benefit from adding learning transfer activities and extending the course beyond the classroom and into the workflow. So, if you are responsible for a training budget, or providing value to clients as a training provider, adding learning transfer will ensure better results that are sustained over time.

Key Benefits

For all the great work we do in the classroom, research shows that only a small amount of the information delivered gets used effectively back in the workplace. That’s a problem!

The success of formal learning depends on how well the learner can transfer their newfound knowledge and skills into the workplace and generate new behaviours with a resulting improvement in performance.

The P100:Transfer option helps you pull the learning transfer levers to ensure your training courses get implemented and turned into effective new behaviours.

Turn training into a fully supported learning and performance journey
Ensures your training programmes achieve a sustained improvement in performance.
Engages your managers in the learning transfer process and holds them accountable.
Makes sure learning embeds as new behaviours and becomes business as usual.
Leverages the power of 70:20:10 thinking for a fully blended solution.
Enables easy implementation for both existing and new training programmes.
Provides before and after measures to prove your training has worked and achieved a good ROI.

How it Works

People learn best by doing. So, let’s get them doing things that drive the learning and change you want for your organisation.

The goal of organisational learning must be shifted away from the process of learning to the outputs of that learning. It’s not what boxes people have ticked, or which tests they’ve passed, but what people can do and how well they can do it that counts. The aim of the game has become the transfer of learning into the workflow, and then using it effectively.

The old tried and tested training course is no longer enough on its own. We have all seen the figures on how little of what is trained, is transferred, and then activated in the workflow. Sure, there are some things you are probably already doing to improve these figures, but to truly scale up what works, and get the measures to prove it’s working, you need a Learning Transfer Platform (LTP).

An LTP acts like a wrapper around your formal training. It manages the pre-work you want to do, and this is particularly important where you are employing a flipped classroom model. It manages that critical immediate post-workshop period when people return to their workplace. And then an LTP manages ongoing growth and practice to ensure that the material covered in the workshop lives, and results in changed behaviours.

The only way you can guarantee your training outcomes are transferred into the workplace is to hold the delegates and their managers responsible for talking action after the training course. An LTP gives you the kind of visibility and measures you need to do that.

As well as managing the journey, an LTP manages the measurement. You can put in place a variety of measures to quantify the success of the journey, to get data for ROI calculations, and to measure observable behaviour change over the course of the journey.

The Transfer process is simple: practice and experience, and reflecting on that experience, are fundamental to learning and then doing.

The Transfer pathway sets learners up with activities spread out over time, so they fit in with their work. Activities could be questions to reflect on, content to review, experiments to try, conversations to have, specific actions to do, or anything else that would aid them to learn, reflect and embed what they need for their job. The learner records their reflections and can also discuss them on the forum.
Every learner has a mentor, often their line manager, or buddy who will hold them accountable for doing the activities and debrief them to help the learner get the most out of the activities and embed their new behaviours.

Training Managers

When you spend L&D budget on training, you need to make sure you are getting good value, and that means getting the improvements in performance expected by the project sponsor. Sponsors and business leaders care about observable change in the workplace and want data from you to prove it.

Don’t be one of those training managers who spends money on training but does nothing much about supporting the delegates and their managers to make the training stick.

Training Companies

When your trainer leaves the client’s building, you lose control over what happens to all that wonderful work you have done in the classroom. Use a learning transfer platform to manage that critical post training period when your good work survives or dies.

A huge part of organisational learning must happen through practice and structured application. This is 70:20:10 in action. So, extend your reach beyond the classroom into the workflow with an LTP.

Become a truly full-service learning and change provider.

Why Buy From Us

One of the definitive books on Learning Transfer was written by Paul Matthews, founder and CEO of People Alchemy. He has spoken at conferences and run workshops around the world on this topic. In short, at People Alchemy, we know what we are doing regarding Learning Transfer and our platform reflects this deep understanding of supporting and ensuring behaviour change following a training course.

FAQs