Although our programs might be well received, taught using concrete learning methods and supported with practical tools to spark learners into taking action, organizations often do not see the needle move in key workplace behaviors.
We all know that manager involvement in learning makes a difference, which is why managers are often seen as central to solving learning transfer problems. What the research doesn’t tell us is how managers feel about being involved.
Effective leadership skills can increase organizational performance – but only if the new leadership skills are put into practice. Traditional approaches to leadership development have a poor track record when it comes to transferring new skills.
A training program is successful if it delivers the right piece of information to the right learner at the right time. Learning transfer rate is highest when employees receive just the knowledge they need when they need it.
In a world that is increasingly defined by differences of opinion it is nice to address a topic where there is overwhelming convergence. Strategy!