Recently, I caught up with Jason Durkee, who has been deeply involved in learning transfer while based in Japan for many years. Normally, we enjoy meeting in person at conferences, but this year our conversations have been limited to Zoom and email. Always good to catch up regardless!
Jason shared some valuable observations about the current state of learning transfer – ones that I’m sure will resonate with our community. Thanks, Jason, for sharing your wisdom and the key trends and solutions you are seeing right now.
Trend 1: Widening Range of Clients and Approaches
The variety of clients is expanding rapidly. More traditional organisations still rely on one-off face-to-face sessions, some are focused on-demand learning and virtual training, and some are doing sophisticated AI-enabled, high-performance learning journeys. These different approaches are happening simultaneously, making this an exciting but complex period for learning professionals.
Trend 2 :The Lasting Impact of COVID on Learning Programmes
COVID accelerated the adoption of blended learning. Longer training programmes are now easier to get approved—a mix of self-paced content, face-to-face kick-offs, virtual sessions, and on-the-job applications supported by coaching. Typically, these programmes culminate with participants presenting results they’ve achieved back at work. While some clients still skip parts of this mix, it’s becoming a common template.
Trend 3: The Persistent Challenge: Behavioural Change and Transfer
Despite advances in technology and design, output, application, transfer, and behaviour change remain weak links in learning programmes. This isn’t due to a lack of tools but rather a shortage of imagination and a necessary mindset shift. Technology alone won’t create change unless we rethink how learners are supported beyond the classroom.
Trend 4 – The Value of Physical Interaction
Physical interaction remains important for slower thinking and deeper human connection—at least for now. A balanced approach
combining face-to-face sessions with pre-work and follow-up continues to work well.
Trend 5 – Individual Learning Journeys
An exciting development is the rise of individual learning journeys—entire programmes tailored for just one participant. Thanks to improved IT platforms, plentiful off-the-shelf content, and AI-enabled practice tools, this personalised approach is becoming feasible. Although structurally similar to group journeys, participants report higher engagement and a stronger focus on applying learning at work. In my experience, this sense of ownership is crucial for driving behaviour change. When learning feels personal and designed “for me,” motivation increases alongside the likelihood of sustained change.
Solutions available and new Angles to Support Transfer
Different approaches can be used depending on client needs:
• One-off training sessions: Focus on creating meaningful before-
and-after impact.
• Organisations overwhelmed with online content: Help learners
apply what they’ve learned practically.
• Standard learning journeys with capstone projects: Link projects
directly to real work, provide coaching support, and share results.
• Separate coaching interventions: Integrate coaching with the
learning programme to amplify impact.
Wise words indeed Jason and I concur with the different approaches and new angles to support. I’m not a fan of projects standing alone from an individual’s role and Jason agrees that projects and coaching must be integrated with training to be meaningful. More about this in my article challenging the McKinsey article about leadership.
Coaching as an approach to transfer is the biggest winner in my eyes and combining AI and human for scale and reach is producing powerful results.
It’s great to be able to amplify learning transfer voices – thanks again Jason for sharing. Do connect with Jason on LinkedIn and we’d love to hear your experiences and observations about learning transfer. What’s working in your organisation? Please do share your thoughts.
Photo by Anastasiia Ornarin on Unsplash
