In my Learning to Performance System blogs, so far we have covered how to (1) create an Impact Map , (2) perform instructional design & course development , (3) redesign work processes & tools that are aligned with the new training effort, (4) prepare management to support the training effort , and (5) conduct training.

In the Learning to Performance System, Training Transfer is defined as participants successfully implementing and integrating skills learned in training into their work behavior.  To make this happen you need to plan for and implement activities and techniques that will increase your company’s training transfer rate to 60-70% or more.  Some of the best techniques in the area of post-course activities that drive successful transfer are:

Hold Virtual Retreats. Here you want to keep the learning fresh and renewed by holding two virtual retreats at 90 and 180 days. Bring the participants and any instructors back together through some form of virtual meeting and facilitate a conversation of successful transfer by the participants. This is also an opportunity to review content and skills learned in class.

Post-Program Meetings with Managers. In our management prep sessions we informed the managers of how to run pre-course conversations to prepare their employees for training.  Now we have a session with the managers to coach them and show them how to support their employees as they try and master their new skills.  This also refreshes management on what was taught thus keeping them engaged in the transfer process.

Ask the Professor. Establish an email address that is monitored by course instructors and used as a helpline when students have questions as they begin to apply their new skills.

Coach Participants. Establish a coaching program for participants. Here either external or internal coaches are assigned to participants and work with them for a defined period of time to observe and coach them as they apply their new skills.  I usually try to assign coaches that are not part of the participant’s management chain of command so they feel comfortable as they master their new skills. This is usually a formalized process in which coaches and participants meet on a regular basis to achieve the fine transfer outcome.

Mentor Participants. Establish a system where participants can be mentored by other employees. Here, seasoned highly performing employees mentor the participants as they master their new skills.  I usually encourage a formal process (driven by the participant) in which employees and mentors work together as necessary.

Roadmap to Success. Produce a document or provided online system that shows the roadmap for successful transfer. Here you provide participants with a guided approach of how to apply and master their skills typically with the timeline of what you would do in the first week, the second week, and so forth.

Use Social Media. Consider using intra company social media activities to drive transfer. Establish instant messaging systems where graduates can ask each other questions, support each other, and share best practices on application of course skills.

Summary: this is just a few of the possible techniques and activities you can use to drive and manage the transfer of training back in the workplace. As always please let me know what other activities you have used in this area.