Transferring Learning
High training budgets and the demand to
establish
ROI
has
made
the
transfer
of
training
from
the
classroom
to
performance
a
critical
concern
of
trainers
today.
In
1992,
the
team
of
Mary
L.
Broad
and
John
W.
Newstrom
conducted
research
on
the
transfer
of
training
to
the
learner's
actual
performance.
They
surmised
that
learners
only
transfer
some
of
what
they
learn
into
new
contexts.
Based
on
this,
the
research
focused
on
finding
means
to
promote
transfer.
Their
research
is
still
highly
regarded.
Broad and Newstrom defined four sources
that
impact
the
transfer
of
learning.
They
include
the
learners,
their
immediate
supervisor,
the
trainer,
and
the
environment
of
the
organization
in
general.
If
the
supervisor
and
the
organization,
including
peers,
do
not
support
the
learner,
the
best
training
is
wasted.
Transfer is highest when it is planned
for.
The
planning
begins
with
the
learner
discussing
the
training
with
a
supervisor
and
understands
how
it
fits
into
their
personal
and
professional
goals.
After
the
training
the
plan
continues
with
activities
that
allow
the
learner
to
demonstrate
what
was
learned.
The
planning
gives
the
learning
purpose,
shows
support
for
the
learner,
and
places
accountability
on
the
learner.
Supporters of learning transfer include:
- Training that resembles learner's actual
environment,
as
much
as
possible
- Management support before and after training
- Conversations between learner and supervisor
prior
to
training
(Conversation
does
not
have
to
focus
on
the
training.
Just
the
connection
and
interest
raised
the
transfer
rate
significantly.)
- Discussions with learner about both professional
and
personal
goals
- Learners develop a plan indicating how
they
will
use
the
new
skills
Activities
after
training
that
hold
learners
accountable
for
learning
(i.e.,
Learners
reporting
on
what
they
learned)
Barriers to learning transfer include:
- Minimal management support
- Negative attitude by learners in which
learning
is
considered
unimportant
or
irrelevant
- Poor instructional design or delivery
- Negative peer environment that does not
support
learning
- Negative feelings about change in the work
environment
For more information on Broad and Newstrom's
research,
look
for
their
books,
such
as,
Transfer
of
Training:
Action-Packed
Strategies
to
Ensure
High
Payoff
from
Training
Investments.
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