Simplistic Thoughts on Learning Transfer

This post is a reflection of my experience as a learning professional and leader.

The overall goal of corporate learning is employee performance. The thought process is that if we create the learning opportunity, performance will follow and positively impact business. Unfortunately, it is not that easy. Learning for performance does not just happen because we roll out educational opportunities. Learning transfer depends on what I call the Learning Accountability Triad. This simplistic visualization represents the learner's responsibility, the organization's leadership, and the design of the learning opportunity, which all impact the ability to transform learning into performance. Let's look briefly at each of these elements.

The Associate Learner

The associate's performance helps drive the business. The associate impacts the quality of services, products, brand, and reputation and connects the organization to the consumer. The stakes could not be higher for a business. We know that motivation to learn is vital for the learner. The content has to be relevant. They need to understand why the learning opportunity is crucial to them. If that connection is not made, the associate asks themselves, "Why am I doing this?". Leaners must ask questions to clarify the opportunity's importance and link it to what they do in the workplace. Learner reflection is imperative to self-assess, identify, and seek additional opportunities to improve job performance.

Organizational Leadership

Organizational leaders set the tone. Leaders need to be available to help clarify the importance of the learning opportunity to the associate and the organization. Learning is not just something that another department does. Leaders need to take a role in the process. Coaching is a skill that promotes learning transfer, development, and recognition. Acknowledge and reward employees who successfully apply their learning to achieve positive outcomes. Recognition programs create motivation and reinforce the value of using new knowledge in the workplace. The culture created by leadership can be supportive and positively impact the ability to do what the associate has learned to do in that setting. If the leadership and culture are not positive, they become a barrier to learning transfer. Leaders must recognize their ability to impact learning transfer to create the best possible situation for performance.

Educational Design

Shifting the focus to instructional designers, this blog explores their crucial role in crafting relevant learning experiences. Working with leaders and SMEs, instructional designers consult to determine the performance goal, push back on ineffective approaches, and not just check a box. We need to make recommendations in the design that will encourage learning transfer and get better performance. The next set of options explores design possibilities for promoting learning transfer.

Real-World Application Exercises:

Design learning programs with practical exercises and case studies that simulate real-world scenarios. Doing so allows learners to directly apply their knowledge and skills in situations they are likely to encounter in their roles.

On-the-Job Training:

Provide opportunities for on-the-job training and mentoring. Pairing learners with experienced professionals or incorporating job-shadowing experiences allows them to observe and apply their newly acquired knowledge in a natural work environment.

Interactive Learning Platforms:

Utilize interactive learning platforms and technologies that engage learners in hands-on activities. Virtual simulations, role-playing, and interactive modules enhance the learning experience and encourage the immediate application of knowledge.

Peer Collaboration:

Encourage collaboration among learners. Group projects and discussions allow individuals to share their insights, discuss challenges, and collectively brainstorm solutions. This collaborative approach facilitates the application of learned concepts in a team setting.

Continuous Feedback Loop:

Establish a feedback loop that includes regular assessments and constructive feedback. Continuous evaluation provides learners with insights into their progress and areas for improvement, reinforcing the application of knowledge as they work toward mastery.

Performance Support Tools:

Provide performance support tools that learners can access in their daily tasks. These tools could be job aids, checklists, or digital resources that help individuals apply learned concepts on the job.

Mandatory Education

Recognizing the negative connotations associated with mandatory education, this section proposes a shift towards a more flexible and engaging approach. By providing multiple pathways to meet requirements, such as eLearning programs, job aids, or round table discussions, organizations can transform mandatory education into a more positive and effective learning experience.

In summary, while this post underscores some of what promotes learning transfer to achieve performance goals, it takes at least learner commitment, leadership support, and strategic educational design illustrated by a Learning Accountability Triad. Many more things impact learning transfer, but looking at it from a simplistic perspective is a starting point.