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?




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.




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.

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.

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.

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:




  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.


Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner


Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources


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

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


What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

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

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

What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

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


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

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

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