Learning Transfer

We have established that organizations invest in learning to address business needs and opportunities. Learning objectives are, in effect, business objectives. In solid organizations usually there are systems in place to set, measure, monitor, and reward achievement of business objectives. We usually do not find those same systems in place for training and development.

"Talk to any group of laymen or professionals about what' s broken in the current learning and development process, and most will tell you it's the lack of serious post - training follow - through" (Zenger, Folkman, & Sherwin, 2005, p. 30).

D4 states high impact learning drives the transfer of learning back to the work of the enterprise. They do not leave it to chance or individual initiative. Instead, they put in place systems and processes to actively encourage and manage the transfer process. Learning transfer is the process of putting learning to work in a way that improves performance.

In the chapter on D4, we introduce the concept of learning scrap and the high cost of doing nothing to ensure learning transfer. The elements that define the transfer climate and determine the results that training ultimately delivers is fully explained. We review what it takes to improve performance and discuss breakthroughs in the management of the learning transfer process made possible by technology.

Take a minute and watch Josh Kaufman talk about how to learn anything and think about how this can help trainers make the learning transfer happen. https://www.youtube.com/watch?v=5MgBikgcWnY