Learning transfer is the missing link in training. Using conventional approaches to training, an average of just 10-20% of learning makes it back into the workplace and contributes to better business outcomes. With the current increased emphasis on efficiency and cost-effectiveness, such a dismal record is no longer acceptable. To improve these statistics and to make training truly valuable we must recognise that successful learning is not just about good content and well executed programmes but also about finding ways to facilitate genuine behavioural change and accountability back in the workplace. Turning Learning into Action provides the necessary tools to enable trainers, buyers of training and L&D professionals to do just this. It presents the new, proven TLA methodology, which acknowledges the important role of ADDIE in the instructional design process but takes learning a step further. TLA focuses on the fact that to generate significant behavioural change, consistent, systematic follow-up after the training event is critical.

Using conventional approaches to training, an average of just 10-20% of learning makes it back into the workplace and contributes to better business outcomes. With the increased emphasis on efficiency and cost-effectiveness, the pressure is on trainers to make learning truly valuable. Successful learning is not just about good content and well-executed programs but about finding ways to facilitate genuine behavioral change and accountability in the workplace.
Using her own TLA methodology, L&D expert Emma Weber takes learning a step further. TLA focuses on consistent, systematic follow-up after the training event to ensure significant behavioral change. The three-step process breaks down who should be conducting the follow up and when, what questions should be asked and what to do when trainees get off track.
"Turning Learning into Action" enables trainers and L&D professionals to communicate what is required to get results from training and where the responsibility lies, understand the common pitfalls in the learning transfer process and how to overcome them, know exactly what they have to do in order to transform learning effectiveness through a cost-effective, practical solution and assess future training to establish which training requires learning transfer and which does not.
With practical tools, steps and advice, this book looks at why the transfer of learning has been missing for so long, evaluates current solutions, exposes their weaknesses and offers a new solution in their place.

Underpinned by decades of research and application, Making Change Work shows that the lynchpin that connects change initiatives and their ultimate success is behavioural change. The book brings together the ROI Institute's established methodology for aligning projects and programmes to business needs and for evaluating impact and ROI with the Turning Learning Into Action methodology developed by Emma Weber to support learning transfer. It offers a step-by-step process that partners with any business initiative requiring behavioural change, providing the critical link bridging the knowledge and application. At the heart of the methodology is a framework for reflective conversation, ensuring accountability and aligning people to the desired outcomes. Cutting through complex change theory, Making Change Work is a 'how to' guide, providing an end-to-end approach to solve the problem that businesses have grappled with for so long from change projects that don't deliver business impact. It includes real life case studies from organizations such as BMW and the University of NSW Department of Innovation on how organizations are using the framework to create successful outcomes that are not just demonstrated but that are delivered and measurable. It is ideal for any professional who is embarking on any organizational initiative requiring change and evaluation of the subsequent ROI, whether it is a learning initiative, quality initiative or change initiative.