Despite an abundance of attention, the failure of learning transfer continues to afflict the workforce, organizations and their learning leaders. It is an issue that has become increasingly expensive over the years with the rising cost of training along with the financial implications of not applying new knowledge and skills in the workplace. Whether it’s the retail associate who lacks specific product knowledge that results in a lost sale or the manufacturing employee who suffers an injury for not following safety guidelines, the cost adds up to billions of dollars a year. This webinar will uncover key reasons for lack of learning transfer in training along with the implications. It will then introduce three strategies that are not only proven to work, but can be implemented in your environment quickly and cost effectively. Learning Objectives: Uncovering the implications of learning transfer failure. Understanding the root causes of learning transfer failure. Three strategies to increase learning transfer success that attendees can take away and start implementing immediately and cost effectively.

1. The Secret to Learning Transfer Success:
Introducing Three Practical Strategies That
Work
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2. The Secret to Learning Transfer Success:
Introducing Three Practical Strategies That
Work
Speaker: Connie Malamed
E-Learning Consultant
The eLearning Coach
Christine Tutssel
Vice President of Sales
Axonify
Moderator: Kellye Whitney
Managing Editor
Chief Learning Officer magazine
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6. The Secret to Learning Transfer
Success: Introducing Three
Practical Strategies That Work
Kellye Whitney
Managing Editor
Chief Learning Officer magazine
#CLOwebinar

7. The Secret to Learning Transfer Success:
Introducing Three Practical Strategies That Work
Connie Malamed
E-Learning Consultant
The eLearning Coach
Christine Tutssel
Vice President of Sales
Axonify
#CLOwebinar

8. THE SECRET OF
LEARNING TRANSFER
SUCCESS

9. Speakers & Agenda
Agenda:
Factors Affecting Learning
Transfer
Implications & Impediments
3 Strategies for Success
Introducing Interval
Reinforcement & Axonify
Q&A

10. MIND MELD:
“A technique for sharing
thoughts, experiences,
memories, and knowledge
with another individual.
--Wikipedia

11. LEARNING TRANSFER:
Applying the skills,
knowledge, and attitudes
from a training situation to
a work situation.

12. LEARNER TRAITS
PERCEIVED VALUE
FACTORS
TRAINING DESIGN
AFFECTING
LEARNING
USE OPPORTUNITIES
TRANSFER
ORG ENVIRONMENT

13. Near Transfer:
When original learning task and transfer task
closely resemble each other.
Far Transfer:
When original learning task and transfer task
differ significantly from each other.

14. Positive Transfer:
When prior experience and knowledge
benefit learning and performance.
Negative Transfer:
When prior experience and knowledge impede
learning and performance.

15. What do we spend on training?

16. The global market for training expenditures
in 2011 was about $287 billion.
-TrainingIndustry.com
Global eLearning Market to
Reach $107.3 billion by 2015.
-Global Industry Analysts
$171.5 billion was spent on
learning and development in 2010.
-ASTD 2011 State of the Industry Report

17. Question
What percentage of employees fail to apply what
they’ve learned a year after a training event?
a. 10%
b. 40%
c. 70%
d. 100%

18. How much transfer of training fails?

19. About 40% of trainees fail to
immediately transfer skills
after training. (Saks, 2002)

20. About 70% of trainees fail
to transfer one year after
training. (Saks, 2002)

21. What’s wasted when training fails to transfer?
TRAINING DOLLARS
OPPORTUNITIES
TRAINING TIME
PRODUCTIVITY
MOTIVATION

22. What impedes transfer?

23. Our Cognitive Architecture
Fire Hose Training
Unrealistic Expectations

24. Our Cognitive Architecture
SENSORY
MEMORY
WORKING
MEMORY
LONG-TERM
MEMORY

25. Our Cognitive Architecture
SENSORY
MEMORY
WORKING Limited Capacity
MEMORY Short Duration
LONG-TERM
MEMORY

26. Our Cognitive Architecture
SENSORY
MEMORY
WORKING
MEMORY
LONG-TERM Unlimited Capacity
MEMORY Networked Structure

27. Long-term Memory
Networked Structure
or Schema

28. Long-term Memory
Retrieval Cue

29. Fire Hose Training

30. Curse of Knowledge

31. Fire Hose Training

32. Unrealistic Expectations

33. Unrealistic Expectations

34. Question
In your experience, which of these three factors
most impedes training transfer?
a. Cognitive architecture (small working memory)
b. Fire hose training (overloaded training)
c. Unrealistic expectations (one event isn’t enough)

35. Strategies for Transfer Success

36. ENCODE IN
LONG-TERM MEMORY
EASILY RETRIEVE
APPLY ON THE JOB

37. 1 SPACED LEARNING
SPACED LEARNING
(Distributed Learning):
New learning is significantly
improved when the same
material is presented or
studied over time.

38. 1 SPACED LEARNING
MASSED LEARNING:
Studying or learning in a
single continuous block
of time.

39. Content Content Content Content Content Content
1 2 1 2 1 2
Spaced Learning
Content 1 Content 2
Massed Learning

40. Teach the technique
HOW TO Extend length of
intervals over time
Vary approaches

41. WHY DOES SPACED
LEARNING WORK?

42. 2 RETRIEVAL-BASED PRACTICE
RETRIEVAL:
Recovering knowledge
and information from
long-term memory,
where it was encoded.

43. 2 RETRIEVAL-BASED PRACTICE
Retrieval Cue

44. Practice with scenarios for
specific learning groups
HOW TO Frequent questions
and exercises
Provide opportunities
for discussion

45. WHY DOES RETRIEVAL
PRACTICE WORK?

46. 3 ORGANIZATIONAL SUPPORT
A true commitment
by the organization
to transfer of
training as a
continuous
process.

47. 3 ORGANIZATIONAL SUPPORT
• Importance of pre-training
• Application opportunities
motivation
• Error correction
• Intrinsic and extrinsic
• Supervisor & peer support
incentives
Pre-training Post-training
Training
• Repetition of key ideas
• Relevance of content to
trainee’s job

48. Frame the training
HOW TO
Leverage social aspect
of learning
Make a long-term plan to
promote transfer

49. WHY DOES
ORGANIZATIONAL
SUPPORT WORK?

50. THESE ARE KEY
Trainees start People can only
forgetting when the process ~4 to 5 pieces
training event ends of information at a
time
Use spaced learning Ensure your
and retrieval practice organization makes a
to facilitate learning commitment to
transfer transfer of learning

51. Introducing Christine Tutssel
Vice President of Sales
Axonify
www.axonify.com

52. Axonify is a next generation
eLearning solution using game
mechanics + behavioral
science to drive knowledge
retention.

53. Axonify is designed around…
Reinforcement
Personalized &
Dynamic
Fun/Gaming
www.axonify.com

54. The Impact of Reinforcement
Training
Event
www.axonify.com

55. Personalized Knowledge Map
DIFFICULTY LEVEL
PRIORITY 1 1 2 3 4
Warehouse Strains and Hazardous Slips and
Safe Driving
Safety Sprains Materials Trips

56. DEMONSTRATION
www.axonify.com

57. Questions & Answers
Connie Malamed
E-Learning Consultant
The eLearning Coach
Christine Tutssel
Vice President of Sales
Axonify
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58. Join Our Next CLO Webinar
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