It's all about Learning transfer
This Summer the colleagues at Arboth will be following several interesting Summerclasses. First topic? Learning transfer! Paul Matthews, founder and CEO of People Alchemy, was our guide.
Interesting topic, learning transfer?
It certainly is! Although many of us create learning experiences focusing on transfer to the workplace, not all of us succeed in doing so. And this is why:
"The goal of organisational learning has to be shifted away from the process of learning to the outputs of that learning."
Learning transfer starts from the moment you - as an L&D-professional be it internal or external - start to build a new learning experience. Instead of focusing on presenting new information, start focusing on what will make lives easier for people in the workplace, or you will miss your goal.
And thus, before dropping that new e-Learning:
Let the learners notice that there is a gap in their knowledge or skill set, so that they feel the urgency in investing their time in an e-learning module.
During training:
Work with real life cases and make the learning environment as recognizable as possible.
Ask the learner to think about how he or she will find a way to adapt this to their real life work situation.
Let them make commitments to themselves, let them write down how they will adapt their day to day way of working: When will they do this? Are there colleagues or managers that need to be included? How will they evaluate this new way of thinking and working? This information could be send back to them in a commitment file at the end of a training.
Nothing new under the sun
I can hear you think: "Fine suggestions, but we already did that, du-uh!"
We know! At Arboth, we also shifted from isolated e-Learning modules to creating learning journeys. Paul Matthews gave some extra ammunition on this topic.
As Paul stated, transfer will only occur if the environment allows, even encourages them, to use the newly acquired skills or knowledge.
The actual problem with Learning Transfer?
"One of the biggest problems with post-training activities is learner engagement, and getting effective support from their managers."
So how to overcome this problem? Answer the following questions for each new learning experience of learning journey:
Where and when will your learners get the chance to experiment with what they learned?
How will the environment encourage them?
How will team members support each other?
And how will you get managers on board in supporting the learners?
Think about activities before, during and after your learning experiences: send teasers / exercises / learning nuggets.
And take a look at your feedback loops: Do you provide feedback at the end of a module? At the end of the test? Do you provide that feedback in a way the learner thinks "all set and done" or is there still some "unfinished business"-mentality. Have a look at the two examples below:
"Congratulations, you have passed the e-Learning test. Click the cross to close this module."
OR
"Congratulations, you have passed the e-Learning test. You can review the content of the e-Learning module and print a copy of the 5 need-to-know basic principles. Tip: You will need it in the near future to complete the entire learning journey ;-) Now start improving the way you work!"
To support transfer? You might want to opt-in for the latter example. Remind and encourage the learner to practice their newly adopted knowledge and behavior. Create microlearning after their basic-principles training and provide over a certain amount of time: piece by piece, little bricks.
Challenges?
Whether you 're an internal or external e-Learning developer: you need to be involved in time: in due time to be able to design the entire track and not just that one e-Learning module, that is.
There is a lot of work to be done, but we are ready to start the journey.
Are you ready to join us?
What are you currently doing to enhance learning transfer?
Who is Paul Matthews?
Paul is a L&D Expert, strategist, consultant, keynote speaker / author and the founder and CEO of People Alchemy.
How Paul describes himself at his LinkedIn profile: "People tell me I am a thought leader in L&D. Perhaps :-) I help L&D professionals become more effective so their whole organisation benefits. I was born and raised on a farm in NZ and I bring that unique 'can do' Kiwi attitude that focuses on what works in practice rather than fancy theory."
Paul and his team work on topics such as Onboarding, Informal learning, Leadership, Talent Management,… and of course Learning Transfer.