Contents

About the author

Acknowledgements

Introduction

Part One The learning transfer challenge

The evolution of training

Before the training

During the training

After the training

Instructional design checklist

70/20/10 is not the answer either

The missing link

Summary of key points

Learning’s missing link – why it has been missing for so long

No ownership

Wrong objectives

Obsession with content

Obsession with evaluation

Focus on learning not on change

Summary of key points

Learning’s missing link: the solutions so far

‘Our managers conduct training follow-up’

‘We facilitate training follow-up discussion groups’

‘We run half-day training refresher/follow-up sessions’

‘We have executive coaching’

‘We use action learning’

‘We use blended learning solutions’

‘We create a social media community’

‘Participants must present their learning back to their workgroup’

‘We ensure everyone is properly prepared for the learning’

The dangers of a faulty premise

Time for the real solution

Summary of key points

Part Two The learning transfer solution

Turning Learning into Action®

TLA as a lever for change

The power of reflection

Knowles and TLA

Coaching versus enhanced coaching

The learning transfer road map

Summary of key points

Preparation – setting expectations

Setting the scene for learning transfer

Summary of key points

Preparation – creating the TLA plan

Target

Success

Calibration

Why

Next steps

Summary of key points

Action – the ACTION Conversation model and how to use it

Structure – start

Flexibility – middle

Structure – end

Summary of key points

Action – the ‘must have’ skills for successful TLA delivery

Asking power questions

Being listening

Using intuition effectively

Summary of key points

Action – helping others to ‘get in the gap’

Solution 1: OARBED

Solution 2: off the fence

Solution 3: the management consultant process

Summary of key points

Action – managing the TLA conversations

‘Yes, I’ve done it and I’m excited to share what happened’

‘No, I didn’t do it (vague no) – but it wasn’t my fault’

‘Yes, I did it but the dog ate it!’

Summary of key points

Evaluation – how to measure and report success

Impact Dashboard

Summary of key points

Part Three Making learning transfer happen and the benefits by stakeholder

How to roll out TLA successfully

Who rolls out TLA

When TLA needs to support training

How to roll out TLA effectively

Summary of key points

The benefits of TLA by stakeholder

CEO

L&D professionals

Commissioning head

Participant

Manager of participant

Trainer or facilitator of the training

TLA specialist

Summary of key points

Conclusion

Appendix 1: Turning Learning into Action® learning agreement

Appendix 2: Sample TLA plan

Appendix 3: Sample conversation to illustrate the flexible TION part of the ACTION model

References

Index