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, culture, talent, 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.

 

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

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

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

David Fiano
Director of Merchandising

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

We have been very pleased with the high quality management development programs that LSA Global has delivered for us over the last four years by their world class facilitators. The knowledge gained by our management team has been put into practice very quickly. LSA consistently delivers excellent results and receives exceptional feedback from our management team. I highly recommend them to anyone looking to improve management capabilities.

Cindee Van Vleck
Director Human Resources

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

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 we needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

We contacted LSA to help us design and deliver customized management development programs. LSA worked with us to identify a solution that would meet our exact needs. We start at the top with our executive team, and it was such a great success that we rolled it out company-wide. We look forward to a long-term partnership with LSA Global and their team of expert consultants and trainers.

Barry L. Byrd, SPHR
Human Resources Manager

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

We engaged LSA to design and deliver a 6-month custom executive coaching program to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. You can’t go wrong with LSA.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

We came to LSA Global to improve the 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 unique business model and culture. I would highly recommend LSA Global as a top quality consulting and training partner.

Rae Phillips
HR Project Manager - Training & Development, PHR

LSA Global brought a fresh perspective to our behavioral based interviewing strategy for key executive positions that we needed to fill.  Their consultant helped us to develop questions that produced a much deeper understanding of candidates’ capabilities. Throughout the process LSA was also very responsive in dealing with short lead time requests.  Thank you!

SPO Partners & Co
Kim Silva, CFO

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