Enhancing Learning Transfer: A Timeless Approach
Six years ago, I uploaded a short video addressing the ongoing struggle organisations face in connecting learning initiatives with strategic business outcomes. With the original video now having garnered over 10,000 views, it felt like a good time to celebrate and remind ourselves of what is learning transfer?
After engaging learning experiences, employees often return to their daily tasks feeling inspired but struggle to implement what they’ve learned. Research shows that only about 20% of learning is successfully transferred back to the workplace. With organisations spending over £140 billion annually on corporate learning and development, ensuring effective application of new skills and behaviours is essential.
The “Turning Learning into Action” methodology encourages reflective conversations and personal accountability for change. Research indicates that reflection is a powerful component of the learning process; Harvard Business Review emphasises that reflecting on experiences can be more impactful than the experiences themselves.
Organisations don’t need to overhaul their training programmes; they can simply incorporate a transfer of learning methodology to improve outcomes. This approach could yield a return on investment (ROI) that attracts even the most cautious investors.
As we reflect on the insights shared six years ago, it’s evident that effective learning transfer remains crucial today. By prioritising reflective practices in training initiatives, organisations can bridge the gap between learning and performance, driving better business outcomes for a more engaged workforce.
Let’s chat about your programs and how we can help you improve impact and solve the learning transfer dilemma.