We spend a lot of money on learning. But what happens when people go back to the workplace? We are running new learning transfer research to find out, and we would really value your help.
Here is the thought that started it. If the learning never makes it back into the workplace, have we just committed the Great Training Robbery?
What happens after the training ends?
People attend. They enjoy it. They learn something. The feedback scores look good. Then Monday happens:
- Workload takes over.
- Old habits return.
- Managers move on.
- Systems get in the way.
And all that learning quietly disappears. That is the bit we are obsessed with.
What our learning transfer research is looking at
Sean Spurgin and Rob Clarke are putting on white lab coats and preparing to geek out on the data. We want to understand what helps turn learning into sustained behaviour change and improved performance. The survey covers:
- What leaders and managers do to reinforce learning
- How learning gets applied in the flow of work
- Whether people are coached, supported and held accountable
- What gets in the way: time, workload, systems and competing priorities
- Whether organisations really know if their learning is making a difference
Take the survey (about three minutes)
It is 15 questions and one free text question. We will use the findings to produce a new Elev-8 white paper, sharing the insight and some practical ideas for making learning stick back in the workplace. Your perspective would be a real help.
Know someone who should have a say?
Please share this with anyone who could add to the research. L&D, HR, CX and Sales leaders especially, and anyone who has ever left a brilliant workshop and forgotten it by Wednesday.
Want to know how we make change last? See how we do it or browse our case studies. If you are planning management development or leadership development and want the learning to survive Monday, get in touch.
