Beyond Learning Objectives

For training to be truly effective it must adhere to ADDIE, be owned by the L&D department and incorporate a proven transfer of learning strategy.

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There are, I believe, five reasons why the missing link has remained missing for so long: no ownership; wrong objective; obsession with content; obsession with evaluation; focus on learning not on change.

The problem, as we all know, is the gap between what we know and what we do with what we know.

The goal of evaluation is not to make sure that training was effective, it is to measure whether it is being applied or not. I am still genuinely shocked by how many learning and development departments I’ve come across where the departmental key performance indicators (KPIs) are ‘bums on seats’ or ‘spend per capita’ or ‘training days delivered’ or

Without proper engaged reflection and personalization of the material to the participants’ own situation – and the transference of those observations into a concrete action plan to put in motion as soon as the individual is back at work – nothing will change.

The real objective of training is to change what people do, not just impact on what they know.

There are two distinct parts to effective training. The first is the transfer of learning to the participant. The second is the transfer of learning from the participant into the workplace, as evidenced by behaviour change.