Learning Transfer vs Evaluation of Learning
Learning Transfer vs Evaluation of Learning – the same or different?
The Follow Through
Learning professionals often get confused about the differences and similarities between learning transfer and the evaluation of learning. And here’s why… Often when you are focusing on learning transfer it’s because you want to improve the outcomes of your learning intervention. And when you are focusing on the evaluation of learning it’s because you want to improve the outcomes of your learning intervention. It helps to look at it this way: learning transfer helps CREATE improved outcomes, while evaluation helps MEASURE improved outcomes. Together they are perhaps learning’s most dynamic duo.
Let’s use a golf analogy.
In order to have a successful golf swing, extend your arm back fully, keep your eye on the ball as you swing, and then extend your swing fully after hitting the ball. It’s the follow through that determines much of the success of the swing. It’s the follow through that decides where the ball lands and whether it’s in the hole, near the hole or completely off the fairway in the bushes. You may have hit the ball, but did it go where you wanted it to go? Such is the case with learning. The result of learning is what happens in the follow through. Where the ball landed is evaluating the learning. You need to follow through on your swing for learning transfer and then be in a position to evaluate the outcomes.
While you could evaluate the outcome of learning without any provision for transfer, often you’ll just be documenting all the barriers that stopped people implementing rather than focusing on the great outcomes you have achieved.
All too often the evaluation of learning becomes a tool to judge the effectiveness of the training. It has overtones of being punitive and can quickly become a blame game, with managers often in the firing line for ineffective follow-up and support back in the workplace. But if we partner transfer and evaluation to turbo charge results we can create an outcome that works for all stakeholders, learners, managers and learning professionals – regardless of limited resources.
The word “transfer” in transfer of learning lessons means the ability to take what is taught and transfer it to real-life applications, within the flow of work. Once you have supported a learner to apply the learning, given them the opportunity to take ownership and reflect and report back, that then gives a great platform to be reviewing from.
I’ve written extensively about transfer on my blog – read The Why and Who of Learning Transfer to help with the basics if you want to know more.
But what about the level of success of transfer? Often it is the learner themselves that has the best knowledge of whether the learning has been applied and added value or not. Managers can be involved but it’s rare that they will be watching a learner’s every move, and it’s certainly not wise or useful for the manager to stand over an employee to determine if the performance matches the intended outcome of the learning.
Simplifying the Evaluation of Learning
Chatbots can link transfer and evaluation in a single tool, with data all in one place covering application, outcomes and progress.
Daily dashboards can be useful in identifying risk at an early stage and identifying the mitigation strategies required. Automation can also be used to create alerts for when individuals or cohorts are going off track. What once would have been very labour intensive can now be a set and forget process until you need to know. Progress can be captured in a snap shot for a variety of stakeholders. You can check out our Coach M dashboard here.
Consider how new technologies can help you improve both transfer and evaluation.
At Lever, we facilitate the transfer of learning process, including the final step, evaluation of performance. Consider a consultation with us to provide the best process for your firm to successfully transfer learning. We are always keen to share ideas and perspectives.