Over the years, one of the questions I have most often heard is "How can I improve transfer of training?" This is an important question on so many levels. And I can best answer it by asking a series of questions:
How do managers view training right now? Is training a punishment? (You're doing a lousy job. I'm sending you to training!) Is it a reward? (You're doing a great job. I'm sending you to training!) Or is it an investment in skills and knowledge to help improve performance? Do we even know? What are you doing right now to ensure that managers view training as an investment, not a cost? As an integral part of the job, not an interruption?
How are participants prepared to attend a training program? Are they simply sent? Do they have a course outline? Do they understand the objectives? Do managers sit down with employees and explain why the training is important both for the participant and the team? Do they set personal learning goals before they attend the program?
What happens during the program to get participants ready to use what they learned back on the job? Is there skills practice so they get comfortable applying the knowledge and using the skills? Is there reflection time so participants can think about what they've learned and how they can apply it to their jobs? Is there time for action planning? Do we have participants think about the barriers they might face so that they can problem solve during class in order to improve transfer back home? Do we help them get accountability partners from within the class so they can support each other for the first 90 days after the class?
What is the environment like when participants return to their jobs after the training? Is the manager supportive? Does the manager set up a post training appointment to hear about what the participant learned and review the 30-, 60-, 90-day action plan for applying the skills and knowledge to the job? How about coworkers? Are they supportive? Is there time allowed for the learner to apply the skills and use the knowledge?
All of this is common sense, but it does not make it common practice. But here's my suggestion for getting started. Take one program and implement one thing from each of the four areas above to improve the transfer of training. Track it, get feedback, and then improve the next time.
