LSA Transfer of Training™ Methodology

How to Make Training Work.

A proven approach to transfer training.

“We engaged LSA Global to help facilitate a group of L&D professionals (a challenge in and of itself) around a curriculum redesign we were embarking on. Not only did LSA provide masterful facilitation, but they consistently grounded and connected our thinking back to the business relevance, the transfer of training and impact, providing a powerful and meaningful foundation for us to work from. The results were innovative, thought provoking and exciting – exactly what we needed. I can’t thank them enough.”

Amanda Garrett | Associate Director, Learning & Development | Gilead Sciences

Like most business leaders, we believe that training should “make sense” from a business, budget, and cultural perspective.  Unfortunately too many learning initiatives (up to 90% by some accounts) fail, are over budget, or provide no lasting or tangible business outcome.

How can you be different?  Based upon over 800 training measurement projects, we use three simple, yet powerful, transfer of training frameworks to make a meaningful impact on the people and the business:

    1. LSA Global Learning Maturity Continuum™ to set and manage expectations
    2. LSA Training RAI™ to create relevance, adoption and impact
    3. LSA 5Ri™ to make learning stick

 


1. LSA Global Learning Maturity Continuum™
We customize our approach to fully align with each client’s specific objectives and level of learning maturity.  This flexible and client-centric approach allows us to help clients manage expectations and move up the Learning Maturity Continuum at a pace that works for their culture, their budget and their business.  We start by asking a few key questions related to the transfer of training:

  • Current: Where are you on the Learning Maturity Continuum™?
  • Desired: Where would you like to be on the Learning Maturity Continuum™?
  • Outcomes: If you achieved your desired level of learning maturity, how would that manifest itself for your people and your business?
  • Transfer of Training™: Are you willing to do what it takes to connect the Adoption and Alignment disconnects that occur for most training initiatives?

                                                                                                                                                                    

Learning-Maturity-Continuum

                                                                                                                                                                    

When designed and implemented correctly, we believe that value can be achieved at all 5 levels. We also believe that each stage has unique challenges that must be carefully and correctly managed to succeed.

  1. Improvised – Stage 1: Unintentional, informal, and inconsistent learning that is decentralized, autonomous, and unpredictable.
  2. Foundational – Stage 2: Formal, basic, and consistent learning using common language, approaches, and tools.
  3. Capable – Stage 3: Consistent, comprehensive performance-based approach focused on job specific performance.
  4. Targeted – Stage 4: Explicitly institutionalized, integrated, and driven by key business priorities and results.
  5. Aligned – Stage 5: Embedded and explicit alignment of strategy, learning, performance, and results.

Are you doing what it takes to avoid the two most common pitfalls?  Download Transfer of Connecting the Disconnects – Achieving the Real ROI of Learning to learn more.

 


2. LSA Training RAI™
Once you know where you are and where you want to be on the Learning Maturity Continuum™, we use a simple, yet powerful, framework to set our clients up for success. It is called Training RAI™. The model has three core transfer of training principles:

  1. Training should be Relevant enough.
  2. Training should be Adopted enough.
  3. Training should make enough of an Impact.

                                                                                                                                                                    

Training-RAI-1

                                                                                                                                                                    

These principles are based upon the concept that training should be treated as a change initiative, not an event if you want to change behavior, performance and business results.

Relevance
First, each learning solution should be highly relevant to three key stakeholders (1) The Target Audience, (2) Their Bosses, and (3) The Business/Executive Team. We call this 3×3 Relevance – without it learning leaders often struggle to get initiatives off the ground or fully implemented.

Adoption
Second, the new skills, knowledge, and behaviors must be consistently adopted by at least 50% of your target population. Without on-the-job application, a disconnect will occur between learning objectives (skills and knowledge) and performance objectives (desired results).  Without skill adoption, behavior change and performance improvement will languish.

Impact
Third, the impact on the people and the business needs to be measured to create accountability for execution and to provide actionable feedback for coaching.  Contrary to popular belief, this can be done fairly quickly and easily.  If it is unclear whether your learning solution is making a difference, it is difficult to get meaningful behavior change or performance improvement.

Overall, the greater the 3×3 Relevance, the more you need to invest in Adoption and Impact to get the desired results for your people and your business. The lower the 3×3 Relevance, the more you need to challenge the value of fully investing in a systemic learning solution.  To learn more, download, How to Increase the Adoption and Impact of Training Using RAI.

 


3. LSA 5Ri™
We define Transfer of Training as the process by which you ensure that the desired knowledge, skills, and attitudes transfer from the simulated workshop environment to predefined on-the-job behavior and performance changes.  Ideally, the desired changes should be directly linked to key business initiatives or objectives and have high 3×3 Relevance as discussed above.

Our experience and research tell us that most training initiatives consistently fall short for two reasons.  (1) They are not fully implemented or executed and (2) They do not show measurable improvements in performance or in business results.  These two factors have rightfully created ambiguity and cynicism around training as a strategic investment. After all, why would an organization want to invest in something without clearly understanding how it will impact their people or their business?

In order to ensure the Transfer of Training, we know that organizations need to focus on 5 key elements to drive measurable and sustainable results for their people and their business:

                                                                                                                                                                    

5Ri-Performance-1

                                                                                                                                                                     

  1. Relevance: How does the skill development apply directly to an individual’s role and the group’s purpose?
  2. Resources: How are the necessary time, information, tools, technology, supporting processes, and structures being made available to help produce the desired result?
  3. Reinforcement: How is your environment supporting (incentives, consequences, recognition, etc.) the application of the new skills?
  4. Renewal: How is the organization ensuring continuous improvement through coaching, mentoring, follow-up, and refreshers?
  5. Review: How are you evaluating the efficacy of the intervention at individual and group levels?

While many companies philosophically believe in “investing in people” through skill building, most are content with allowing the results to “take care of themselves.” From our experience, the probability of this approach succeeding and having a tangible impact on the people or the business is slim.

We believe that every learning investment must be managed appropriately if you expect a benefit.  To learn more about the transfer of training , download  The Number 1 Reason Training Initiatives Fail According to Executives.

 

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

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