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We all know that we need to move our training focus beyond simply acquiring knowledge; success in training is about the application of new knowledge and skills – it’s about behaviour change. Unfortunately, right now we are failing in this mission: only 10-20% of what people learn in a training session is transferred back to the workplace. The reason? Recent research shows us that there is a distinction between a ‘motivation to learn’ and a ‘motivation to transfer’, and while most organizations are good at tapping into the first source of motivation, the second is often left unaddressed.

Drawing on my 20+ years of experience in the corporate training world, I debunk two common fallacies surrounding what it takes to tap into this ‘motivation to transfer’ –and highlight a strategy that we use at PCI to close the gap between learning and doing, and ensure successful application of the knowledge gained in learning events.

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September 08,2014 By Peggy Baumgartner

Category: Coaching