What happens after your employees attend a great training? Some apply the knowledge. Many forget it. Most keep it to themselves. That is where internal knowledge sharing becomes a powerful force multiplier for Training Transfer Effectiveness . When employees are encouraged to teach, present, and reflect openly, the training does not just stay with them it spreads, sticks, and scales. Why Internal Knowledge Sharing Matters: Reinforces learning — Teaching others forces learners to reflect and clarify their understanding. Multiply value — One training experience benefits an entire team or department. Drives accountability — Sharing creates visibility and a sense of responsibility to act. Builds culture — A learning organisation thrives on openness, collaboration, and shared growth. Encourages application — Employees who know they will present knowledge are more likely to apply it How to Promote Knowledge Sharing Post-Training: Post-Training Presentations – Ask participants to share key t...
Training does not exist in a vacuum; Training Transfer Effectiveness requires a whole-organization effort not just the L&D team. You can design the most effective learning program, but without cross-functional support, your efforts may stall at the classroom door. What Are Cross-Functional Support Systems? These are the structures, people, and practices across different departments that ensure training is applied and sustained on the job. Think of them as scaffolding that supports the employee beyond the training event. Key Players Include: Line Managers who reinforce, coach, and follow up. IT Teams who enable access to tools and learning systems. HR/People Teams who align training with performance reviews and development plans. Supervisors who create space for experimentation. Peers who model behaviours and share feedback. Leadership who provide strategic support and remove barriers. Why It Matters: Increases accountability across the organization. Encourages employees to ap...