Only 20% of training is being applied to the job - who cares?

In the second of a 5-part series focused on the intractable problem of improving learning transfer, the spotlight switches to accountability – who actually takes responsibility?

Last week’s Insight focused on the first driver of learning transfer, the need for all training initiatives to be ‘Outcomes-driven’. This week we look at another key requirement – the need to assign Accountability for results at the very outset of a training programme.

A key reason why less than 20% of corporate training is actually applied in the workplace is that frequently no one accepts responsibility for ensuring that transfer takes place. In many organisations, the concept of a systematic approach to learning transfer has been the elephant in the room - nobody talks about it so nobody addresses it.  Generally it’s been put in the ‘too hard to fix’ tray.

L&D generally regards their role as completed when the last session of any training programme ends. Line managers see training as being entirely the responsibility of the L&D function.  For effective transfer shared ownership has to be accepted by L&D and line managers.  Unless they work together to actively drive transfer it simply won’t happen - both will end up in a sinking ship, arguing about whose end leaked the most.

There is of course a third party which needs to accept accountability for transferring learning – the learners themselves.  Holding participants accountable for ensuring that their employer’s investment in their development produces a good return is good practice as with any other business investment. Of course, line managers have a responsibility to assist their learners to succeed in this…

Summary; if a training project has been outcomes-driven all three stakeholder groups – L&D, line managers and learners – will clearly know what is expected of the learning intervention from the outset.  They share joint ownership of the project, each understands what is expected of them personally in measurable terms and that they will be accountable accordingly.  This common focus on reaching the specified desired outcome heightens the probability of success.

The TAP Programme includes workshops focused on how organisations can improve Learning Transfer. For details, or to discuss this article with the author, contact The Training Foundation 02476 411288 or email [email protected]

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