1/6 Why learning transfer? - saying goodbye to 12%
It is widely known that Learning x Transfer = Results
So as an L&D professional I am always horrified at the current reality of, let’s face it, pretty dismal learning transfer:
-only 12% of learners say they apply the skills from the training they receive to their job (1).
-most studies suggest that only 15–20% of learning investments made by organisations actually result in work performance changes (2).
Further surveys reveal that:
-70% of employees report that they don’t have mastery of the skills needed to do their jobs (3)
-whilst 62% of managers believe that learning programs did not meet their learner’s needs (4).
Sources: 1 - A report by 24x7 Learning: "Workplace Learning - 2015". September 2015 2- The Training Zone, 2013 3- Gartner, 2018 4- The Association for Talent Development, 2015
Enough of the depressing statistics! Let’s explore the glistening opportunities available to vastly improve the impact of our learning interventions.
The best possible news I can share with you is that there are accessible methods available to significantly improve learning transfer within your organisation.
In fact global L&D consultancy, Wilson Learning, have rigorously tested the impact of implementing learning transfer factors and are reporting more than a 180% increase in effectiveness of learning if all transfer factors are present. (You can find out more here: Learning Transfer Model | Transfer of Training in the Workplace | Wilson (wilsonlearning.com))
As a part-time university lecturer (in L&D, HR & Leadership) and ‘life-long industry L&Der’ I have been able to explore both the academic and practical aspects of learning transfer in huge detail. This on-going investigation has enabled me to design an external L&D provision that incorporates the factors of learning transfer for maximum impact for my clients. However, I also want to share this knowledge with as many L&D professionals as I can. I can’t bare the idea of my hard-working and passionate L&D colleagues missing out on achieving the impact they desire, simply due to some of these learning transfer factors not being considered.
I will be exploring each of the core factors of our adapted version of Holton’s learning transfer system inventory (LTSI) in this 6 part blog series.
