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Organisational learning is now more strategically important than ever before. The L&D Function is increasingly under the spotlight to prove that their learning interventions demonstrably improve workplace performance. Yet it is widely reported that less than 20% of learning is actually being applied on the job. The key issue is the absence of a coherent Learning Transfer System. Improving this situation offers all Heads of L&D and their teams perhaps the single greatest opportunity to spearhead improved business performance, whilst also enhancing their own credibility and status across the organisation. Through the implementation of the MACRO Learning Transfer System, Senior L&D Managers and Consultants are able to drive more effective learning interventions that are far more likely to result in measurable performance improvement.

Benefits to the delegate

  • Create a strategic approach for L&D to be able to translate learning into performance
  • Benchmark current practices against the MACRO Learning Transfer Model to create a gap analysis for areas of development
  • Learn in a maximum group size of six delegates
  • Enhance personal credibility by obtaining a professional qualification, the Certificate in Managing Learning Transfer

Benefits to the organisation

  • Enables an outcomes-driven, end to end approach to learning transfer which will greatly increase the return on investment
  • Ensures that all stakeholders are accountable for the effectiveness of L&D interventions and actively support learning transfer
  • Builds collaborative relationships between L&D and the line at all levels
  • Develops stakeholder trust in L&D’s value add


Suitable for L&D Managers and L&D Consultants who are responsible for the implementation of strategic and bespoke learning interventions


Delegates will either review a previous learning intervention or plan the implementation of a new learning intervention against the MACRO Learning Transfer Model using the templates provided. The written submission will then be assessed for evidence of application of MACRO.

Leading to the TAP Certificate in Managing Learning Transfer


1. Understanding the need for a Learning Transfer Model

  • Defining what learning transfer is
  • Exploring the current challenges of learning transfer
  • Understanding the timeline of Learning Transfer on which the five drivers sit

2. Focusing on business oriented outcomes

  • Considering what is important to the sponsor
  • Considering what the potential outcomes required are and how these drive the learning transfer

3. Defining when, where and who measures against business outcomes

  • Defining outputs vs outcomes
  • Identifying when measures need to be built in and how early success indicators support the new finish line
  • Considering what makes measurement effective in MACRO

4. Reinforcing the application of learning into workplace performance

  • Implementing support for all stages of the learning transfer timeline, enhancing the likelihood of sustainable transfer into workplace application
  • Defining who, when and what each partner can do to reinforce application into the workplace
  • Reducing the risk of relapse back in the workplace though suitable support, encouragement and coaching interventions

5. Creating accountability and collaboration for Learning Transfer

  • Ensuring the stakeholders relevant to any given learning intervention are identified and brought on-board at the right time
  • Setting expectations for the learning intervention, ensuring that stakeholders know how they will be accountable
  • Exploring relevant detail and challenging how each partner can affect the learning transfer system to ensure a collaborative approach breaking down the silo approach common today
  • Building collaboration between all stakeholders and ensuring line managers’ active involvement

Course Dates

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