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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.
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