No More Wasted Training Dollars

The key aim of training in organisations is to create tangible business benefits – so why is only 20% of learning actually transferred back to the workplace?

Bridging the Gap Between Training and Business Results

Through our unique and proven methodology we ensure that what people learn on training programs is transferred into real business results.

Real Behavioural Change and Business Outcomes

Lever – Transfer of Learning supports employees to transfer their learning and achieve sustainable personal and business outcomes after training.

Unique

We house an original, hand crafted transfer of learning methodology which compliments your training.

Global

Our methodology is delivered by learning transfer specialists worldwide in 11 different languages.

One on One

We support individuals to hold themselves accountable for true behavioural change.

Guaranteed

We generate and evaluate tangible business results after training programs – see more.

What is the Transfer of Learning aka “Learning Transfer”?

Our firm belief is that any investment in training must create tangible business benefits – so why is only 20% of learning actually transferred back to the workplace? And how can we change that statistic? Transfer of learning is the missing link, and Turning Learning into Action™ is a proven learning transfer methodology that has been solving this problem for over a decade.

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Participants

Programs delivered

Hours on the phones

You can trust our methodology. Many do.

About Us

The Transfer of Learning Team

Our Team

Emma Weber

Emma Weber, CEO and Founder

Why is effective learning transfer so important?

“Just as a pole vaulter uses a pole to catapult themselves over a horizontal bar, learning can propel an individual forward and upward.” – Emma Weber, Author and Founder of Lever – Transfer of Learning

With conventional approaches to training, an average of just 10-20% of learning makes it back into the workplace and contributes to better business outcomes (Olivero, Bane &Kopelman, 1997). Reinforcement, sustainability and transfer of learning are not only hot topics, but with an increased emphasis on efficiency and cost-effectiveness, the pressure is on trainers to make learning truly valuable. Successful learning is not just about good content and well-executed programs but about finding ways to facilitate genuine behavioural change and accountability in the workplace, creating tangible business impact.

In 2010 McKinsey & Company found that only 25% of managers surveyed felt training programs measurably improved business results. Clearly their research is showing us that we have a problem.Most people in the L&D industry are fully aware of training’s dismal record in affecting behavioural change, with a growing recognition that the missing link is the transfer of learning.

Organisations believe they are addressing transfer of learning issues when they adopt activities such as…

Managers conduct training follow up, discussion groups, online community, executive coaching

These and other tactics currently used in an attempt to improve training effectiveness, is testament to the fact that people recognise the problem. But the question is, do they work?

Well, not often.

Using the managers as the facilitators of learning transfer is by far one of the most popular approaches. Management responsibility as an approach to the transfer of training was an idea introduced by Huczynski & Lewis (1980) and later, Broad and Newstrom (1992). They suggested that after training, the manager was the top element critical to successful learning transfer.

However, we’ve been trying to get this model to work since the 90s – with little success. Expecting managers to be able to create accountability is unrealistic – particularly without proper training in a proven transfer of learning methodology. They simply don’t have the tools, time or training to make it a reality.

While the various initiatives mentioned may be designed for change, unless individuals are held accountable to themselves using specific, structured reflection over a period of weeks these initiatives fail. To create sustained employee change we propose a much more robust and a truly holistic approach – Turning Learning into Action™.

 

The keys to unlocking the full potential of your training programs

Good instructional design and a proven transfer of learning methodology are crucial in liberating the benefit that training has promised for so long but continually failed to deliver. Only when the two components start to work together will businesses finally experience the benefits they were seeking that prompted the training in the first place. Only then will training failure finally be eradicated.

Organisations don’t need to start from scratch or find new training suppliers; they just need to shift their perspective to include a transfer of learning methodology. Do that and the training ROI would be of interest to even the most cautious of investors.

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