Turning Learning into Action: A Proven Methodology for Effective Transfer of Learning

In Michael Leimbach’s report ‘Learning transfer model: a research-driven approach to enhancing learning effectiveness’ he identified 66 individual learning transfer activities across the 32 studies he analysed. Of the 66 separate activities the author was able to classify them into just 11 different activities across three primary categories: – lea

We’ve done amazing things with people who have got to the end of the programme and still thought the training was useless – we’ve turned them around and got them to transfer the learning. Of course it helps if the participants are enthusiastic but, certainly in my experience, it is not the predictor of successful learning transfer that Broad and Ne

Having an opportunity to personalize the training and reflect on how the new information and skills could help an individual is key to transfer of learning and yet this process does not happen in groups.

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Threatening people with punishment or encouraging them with reward is not going to be much better when trying to motivate people to change. The most potent form of motivation is intrinsic motivation, which comes from within the individual and is fostered when that person can feel autonomous, competent and related to others.

Deci and Ryan suggested that the most powerful motivation of all is intrinsic motivation, which is ‘activated’ in the presence of three human needs: autonomy; competence; relatedness. Autonomy

That process is called Turning Learning into Action®

There are two distinct parts to effective training. The first is the transfer of learning to the participant. The second is the transfer of learning from the participant into the workplace, as evidenced by behaviour change.

In their book First Break all the Rules authors Marcus Buckingham and Curt Coffman detailed the result of two huge research studies undertaken by the Gallup Organization over a 25-year period.