How do you advocate for the importance and value of learning transfer to your stakeholders and clients?

1 Identify the goals and benefits

Before you design or deliver any training, you need to clarify the goals and benefits of the learning intervention for your stakeholders and clients. What are the specific performance gaps or needs that the training aims to address? What are the measurable indicators of success or improvement? How will the training contribute to the organizational or business objectives? By identifying the goals and benefits, you can align your learning outcomes and evaluation methods with the expectations and interests of your stakeholders and clients, and demonstrate the value of learning transfer.

2 Explain the process and challenges

Learning transfer does not happen automatically or instantly. It requires ongoing support and reinforcement from various sources, such as the trainer, the learner, the manager, the peers, and the work environment. You need to explain the process and challenges of learning transfer to your stakeholders and clients, and educate them on the factors that influence it, such as motivation, feedback, practice, transfer climate, and transfer culture. By explaining the process and challenges, you can help your stakeholders and clients understand the complexity and difficulty of learning transfer, and avoid unrealistic or unreasonable assumptions.

3 Involve them in the solution

Learning transfer is a shared responsibility and a collaborative effort. You cannot achieve it alone, nor can you expect your learners to do it by themselves. You need to involve your stakeholders and clients in the solution, and seek their input and commitment. For example, you can ask them to provide pre-training support, such as setting clear goals and expectations, communicating the relevance and value of the training, and encouraging the learners to participate actively. You can also ask them to provide post-training support, such as providing feedback, coaching, recognition, and opportunities to apply the new knowledge and skills. By involving them in the solution, you can increase their engagement and accountability for learning transfer.

4 Share the evidence and results

One of the most effective ways to advocate for learning transfer is to share the evidence and results of your learning intervention. You need to collect and analyze data that show the impact of the training on the learners' behavior, performance, and outcomes. You can use various methods, such as surveys, interviews, observations, assessments, or business metrics, to gather quantitative and qualitative data. You can also use testimonials, stories, or case studies to illustrate the success stories or best practices of learning transfer. By sharing the evidence and results, you can prove the effectiveness and value of learning transfer, and celebrate the achievements and improvements of your learners.

5 Seek feedback and improvement

Learning transfer is not a one-time event, but a continuous process of improvement. You need to seek feedback and improvement from your stakeholders and clients, and use their insights and suggestions to enhance your learning intervention. You can ask them to rate and review your training, and identify the strengths and weaknesses of your learning design, delivery, and evaluation. You can also ask them to share their challenges and needs, and suggest ways to address them or meet them. By seeking feedback and improvement, you can show your willingness and openness to learn and grow, and build trust and credibility with your stakeholders and clients.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?