Feature
goals, meaning what participants will do differently after the programme, are more powerful than learning goals. Communicating them early primes participants for application and increases motivation.
One method we have found powerful is the Learning for Performance Kick-off, a short pre-session module or communication that: • Clarifies both organisational and personal expectations.
• Encourages blocking time in calendars for reflection and practice.
• Identifies the support participants will need after the training.
Practical steps you can take now: 1. Send a transfer-oriented training brief a week before the programme. This should outline not only what will be learned, but how it will be applied.
2. Ask managers to have a 10-minute expectations conversation with participants before training. Provide three prompt questions to guide them: – What will be different in your work after this training? – How will we measure that difference? – What support do you need from me?
When participants arrive knowing the end goal, seeing its connection to their role, and knowing that their manager expects to see change, engagement starts fromthe very first minute.
Lever 2 – Transfer Planning Too many programmes end with “thank you and goodbye” rather than a clear plan for applying learning. Transfer planning changes that. Research shows that specific, time-bound action plans can double or triple the likelihood of follow-through.
W hen p articip ants arrive know ing the end goal, engagement starts from the very first minute
We have found the biggest gains come when managers are actively involved. For example: • Manager pre-briefs ensure application areas are discussed before the programme
• Joint planning sessions immediately after training align the participant’s plan with team priorities
• Manager check-ins at 30, 60, and 90 days reinforce accountability and remove obstacles
A practical tool we use is the “3-2-1 Plan”: • 3 actions the participant will take within the first week post-training
• 2 conversations they will have to apply the learning, for example with a customer, peer, or stakeholder
• 1 success measure that will signal the transfer has worked
What’s Next? The other design levers, Content Relevance and Active Practice, help embed skills into day-to-day work. In our session From Research to Results: Design Tactics for Learning Transfer, we will show how all four levers work together and connect to eight other organisational levers for a complete transfer system. You will leave the session with frameworks, templates, and scripts designed to maximise transfer in your own programmes. n
Melanie Martinelli is CEO of the Institute for Transfer Effectiveness and Founder of Going Beyond Training. Fergal Connolly is a director at Mastercard and a leading voice in learning transfer, with over a decade of experience driving behavior change for global tech giants. Conference session ‘From Research to Results: Design Tactics for Learning Transfers’ takes place at 2:35pm on Wednesday 8 October.
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