“Planning without action is futile, action without planning is fatal.” Cornelius Fichtner
In last week’s Tip, I referenced Will Thalheimer’s triggered action planning , in which a learner identifies goals, the situations when the need for a goal-related action will arise, and the specific actions to be taken when in those situations. It is one way to encourage transfer of learning from the training session back to the participant’s worksite.
Emma Weber also has an action plan called a Turning Learning into Action Action Plan. She proposes that the participant will work through the plan in several one-on-one telephone post-training coaching sessions.
The plan has five columns. The first column asks: “What are you trying to achieve? What … Read the rest
“Because we invest time, effort, and resources to create learning interventions, we hope to get a return on those investments in the form of some tangible benefit-usually some form of improved work outcome. Transfer, then, is our paramount goal.” Will Thalheimer
Will Thalheimer recently conducted research to identify the factors that support training transfer. Most of these factors are common knowledge or common sense. However, if we design our learning experiences to incorporate these factors, we will increase the likelihood of successful transfer of learned concepts and skills to their use in work situations.
Here is what he found:
- Skill Development. Learners who develop skills during training will be more successful in transfer.
- Concept Learning. Learners who learn concepts during