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Overview

Organisational learning is now more strategically important than ever before. The L&D Function is increasingly under the spotlight to prove that their training 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 implementation of the MACRO Learning Transfer System, Senior L&D Managers and Consultants have the tools and means to drive the learning agenda through more effective learning interventions that are far more likely to result in measurable performance improvement.

Benefits to the delegate

  • Explore how the MACRO Learning Transfer model creates a strategic position for L&D through genuine net value add
  • 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 in training
  • 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

TAP Certifications

Due to their unique range and scope, TAP Qualifications provide individuals and organisations with a means to develop a career pathway based on achieving Certification of Learning and Development skills.

Prerequisites

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

Objectives

Delegates will apply an action plan, aligned to the MACRO Learning Transfer Model, to a live workplace project. Delegates will then submit an evaluation document that evidences the application of all stages

Leading to the TAP Certificate in Managing Learning Transfer

Outline

1. Understanding the Learning Transfer Model

  • Defining the new end point for learning
  • Understanding the 5 key drivers of Learning Transfer

2. Defining business oriented outcomes

  • Defining what the desired business outcomes need to be, and how they can be achieved
  • Considering a wider range of outcomes pushing the normal context of measurement

3. Measuring against business outcomes

  • Defining outputs vs outcomes in order to create a systematic and effective measurement methodology
  • Identifying base-line current performance to benchmark the starting point
  • Collating objective data which proves the value add of the learning intervention

4. 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 stage
  • 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 in reinforcement through learning support, encouragement and coaching

5. Reinforcing learning application into workplace performance

  • Creating a continuous learning process that supports the learning journey and enhances the likelihood of sustainable transfer
  • Identifying appropriate performance support interventions to be implemented throughout the transfer process to reduce the regression of learners into old habits
  • Defining who, when and what each partner will be responsible for in the process

Course Dates


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