LSA Transfer of Training™ Methodology

How to Make Training Work.

A proven approach to transfer training.

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“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 across the entire organization.
  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.

 

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

Thank you to LSA Global for their partnership and support in helping us to design and roll-out highly needed and valuable management development programs. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight. We look forward to partnering with them for a long time.

Suzanne Kinner
VP Human Resources

Blackhawk Network

LSA always helps us provide the right sales, management, and leadership programs at the right time to meet the unique needs of both individuals and departments. I especially appreciate their ability to deeply understand our business and our culture so that they can recommend the appropriate solutions.

Sarah Parks
Senior Project Manager

Hyperion

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

What a personal and professional pleasure it has been to partner with LSA. They are truly a strategic partner. LSA has delivered top notch management development programs and worked with key teams to build targeted skills. They understand our business, our strategic initiatives, and the needs of our customers.  They have been a real blessing for our L&D team.

Jeff Rangel
Director of HR

The Managing Virtual Teams program was extremely valuable. LSA’s fundamental knowledge of our company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was excellent.

Debra Martucci
Vice President, Information Technology

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

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

We gave LSA a very short deadline to customize an important management training program to meet our unique requirements.   Their facilitator was an expert in the subject matter and very credible.  The design provided practical and valuable information to our managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere thanks, and it extends to all the folks who made our customized management development programs such a great success.

Susan Anderson
Workforce Planning Bureau

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day experiential management training program. Everyone said it was by far the best management training program they had ever attended. The content was rich and highly interactive, and the case studies were highly relevant to our unique situation. Each participant walked away much better equipped to lead their teams.  Thank you LSA!

Jeff Coon
Director of Human Resources

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

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

LSA helped us with leadership development by designing a solution to match our unique needs and culture. It was such a huge success and received rave reviews. I would highly recommend LSA to help take leaders and managers to the next level.

Karen King, SPHR
Manager, Human Resources

Alliance Data

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