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.

 

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

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

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President 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

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

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

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

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

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

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

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