7 transfer success factors: Improve transfer from training to the work environment

The transfer success factors model (Baldwin & Ford, 1988) is designed to maximize the effectiveness of training programs. L&D and HR professionals can use these factors to increase the impact of their training programs and promote sustainable behavior change. Below is a listing of the 7 key factors that contribute to learning transfer: 

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Factor 1: Stakeholders  

For successful transfer, it is important that all relevant stakeholders, such as managers, HR, trainers and the participants themselves, are involved in the learning process. Ensure clear communication and alignment on the goals of the training and expected outcomes. This ensures common understanding and support, which is important for implementing change in the workplace. Mapping your stakeholders? Download our stakeholder Cheat Sheet.

Practical Tips: 

• Organize kick-off meetings with all stakeholders to discuss goals and expectations. 
• Involve executives in promoting the learning program. 
• Provide regular updates and feedback sessions with stakeholders. 

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Factor 2: Context 

The learning process focuses on specific and measurable changes in the participants' work situation. This makes the learning process relevant and directly applicable, which increases participants' motivation and commitment. Furthermore, the training should connect to the daily practice and challenges of the participants. 

Practical Tips: 

• Conduct a needs assessment to understand participants' specific needs and challenges. 
• Develop scenarios and case studies that reflect participants' work situations. 
• Integrate hands-on exercises and assignments into the learning pathway. 

Factor 3: Integration 

It is crucial that the new skills and knowledge can be effectively applied in daily operations. This means having sufficient time, budget and resources available to integrate the concepts learned into practice. 

Practical Tips: 

• Schedule time in participants' schedules for applying new skills. 
• Offer follow-up sessions and coaching to support integration. 
• Provide resources such as manuals, checklists and tools that facilitate practical application. 

Factor 4: Motivation 

Participants should be motivated to apply the changes resulting from the learning process. Encourage this by highlighting the benefits and impact of the new skills on their careers and the organization. Use motivational techniques to reinforce intrinsic and extrinsic motivation.  

Practical Tips: 

• Show successful examples of how the training has helped others. 
• Use incentives and rewards to encourage participation and application. 
• Conduct an intake interview to identify participants' learning questions and motivation. 

Factor 5: Intensity 

The learning process must be offered regularly and in different ways to keep it alive. This includes regular evaluations, feedback sessions and follow-up training. Variation in learning methods helps to maintain participants' attention and engagement. 

Practical Tips: 

• Organize periodic follow-up sessions and workshops. 
• Use different learning tools such as e-learning, face-to-face training, and blended learning. 
• Plan interactive activities such as group discussions and practical exercises. 

Factor 6: Social 

Employees are supported by their social environment, including peers, HR and management. Mentoring, peer support and a positive team culture can significantly improve the transfer of learning to the workplace. 

Practical Tips: 

• Facilitate internal mentoring programs where experienced employees mentor newcomers. 
• Encourage teams to share successes and challenges related to training. 
• Organize regular team meetings to discuss progress and experiences. 

Factor 7: Technology 

Technological tools make the learning process more efficient and effective. These can include e-learning platforms, webinars and tools for project management and data analysis. Technology also helps monitor participants' progress and performance. 

Practical Tips: 

• Use a learning management system (LMS) to manage and track courses and learning materials. 
• Organize interactive webinars and online discussions. 
• Analyze data to understand training effectiveness and identify areas for improvement. 

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Want to learn more about how the learning transfer model can strengthen your L&D strategy? Contact Obelisk for customized training and learning pathways that will lead your organization to success. 

Source: Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63-105. https://doi.org/10.1111/j.1744-6570.1988.tb00632.x 

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