Is Transfer Just a Nice-sounding Buzzword or a Clear Expectationin Your Organization?

Corporate training is a billion-dollar business. And why do organizations take the associated effort and enormous costs upon themselves? Why do we continue to send executives and employees to trainings? The answer from companies usually is “We invest in training because we expect these investments to produce positive results for us. We expect trainees to learn, and then apply what they’ve learned to their world”. So, successful transfer is the goal and the key expectation behind the investment. But are trainees aware of this? Do organizations manage to communicate their expectations clearly? Do we really live up to this expectation, or is it nothing but a vague declaration of intent? Are transfer expectations matched by concrete actions? And is transfer effectiveness something that is measured and optimized in the organization? 

We know from signal theory that organizations often say one thing and do – or signal with their actions –quite another (whether consciously or unconsciously). The latter is clearly more credible. So, what do we really do about transfer? And what do we signal through our actions? In this interactive session we will take a critical look at various signals that, intentionally or not, indicate to anyone involved in company training whether transfer is a nice-sounding buzzword or a clear expectation.

After the workshop: 

Participants recognize organizational signals around learning and transfer, evaluate whether these signals align with stated expectations, and initiate conversations about this within their organization.

---