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ArticlesTransfer learning to employees, delegates or participants:Be that effective Coach / Trainer to those around you by following these effective tips and tricks. 1. Raise expectations: Share with the person how the results will have a positive impact in the workplace, or find a testimonial from someone who has already gone through the process. 2. Get messages of support from key people at work, including statements from the participants' line manager or supervisor describing how they will support the transfer after the training.
3. Promote transfer as a learning process and not simply as the implementation of a plan. Train learners to use reviewing skills for learning from future experiences.
4. Ensure that participants have ‘souvenirs’ from all stages of the learning process: what they did, what they experienced, what they learned and how they will approach the future.
5. Provide participants with a range of strategies for approaching the future with confidence. Ensure that each individual has a plan that plays to their strengths for achieving their learning goals.
6. Break down transfer into a stage by stage process. Prepare learners for each stage so that they know what to expect and what to do at each stage of transfer.
7. Present transfer as an uneven process and illustrate that there can be setbacks as well as successes.
8. Present transfer as a creative process. When an action plan is an outline, creativity will help to fill in the blanks and provide solutions along the way.
9. Use a different word for transfer! 'Transfer' is a misleading umbrella term, so describe the actual skills or actions that learners will need for achieving the desired result, such as: 'Get support. Experiment. Get feedback. Reflect and retry.'
10. Do something NOW that will help you transfer what you have learned into a successful action.
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