Back to basics: What is Learning Transfer?
Learning transfer is the behavioural change part of learning. The key question is: how do we get people to apply what they’ve learned after* attending a training program? There are many terms associated with this concept, such as embedding the learning, sustaining the learning, learning reinforcement, etc. The critical distinction lies in whether the focus is on information or application.
Many attempts to change behaviour through learning focus on reinforcing information. This approach can quickly become akin to nagging. In most cases, it’s not that people don’t know how to do something; they can easily look up the skill or information they need. The real challenge is getting people to own their learning, which is achieved through reflection.
When evaluating a learning transfer method, it’s important to consider whether it emphasises sending out more information or fostering reflection, accountability, and ownership. The former does not lead to behavioural change, while the latter does. Simply reinforcing knowledge retention does not equate to learning transfer.
Doing vs. Knowing
The essence of learning transfer is doing, not just knowing. Providing reminders, videos, or additional information about how to do something constitutes learning content but does not create the application of learning. Even if this content is phased over time, it still does not ensure ownership and accountability, which are crucial for behavioural change.
Triggering knowledge retention is not the same as doing the actual work. Despite its ease and low cost, merely extending learning content does not achieve behavioural change. True learning transfer involves more than just prolonged content delivery; it requires a focus on applying the learning in real-world scenarios.
In summary, learning transfer is about facilitating reflection, accountability, and ownership to create lasting behavioural change, rather than just reinforcing information.
I was reminded recently that I often gloss over the basics because I’ve said it so many times before! But of course everyone comes to Learning Transfer at a different stage in their journey.
The key is to think APPLICATION and not what can be done but what is done! And then you’ll have the concept of transfer cracked… now just to execute. More on the “how” next week!
*Caveat here – if it’s a program extended over a long period of time, it may well be during the program. You need to create the distinction between am I getting people to practise the skills in between modules in the flow of work, or am I getting people to truly adopt the skills in how they lead.