No matter how well-designed your training is, it will not stick without support from within the organisation. That is because Training Transfer Effectiveness is not a solo sport — it is a team effort that requires strong internal partnerships across departments, roles, and functions. When HR, L&D, line managers, and leadership are aligned, training becomes a shared responsibility, not just a training department initiative. Who Are the Key Internal Partners? Line Managers: They coach, reinforce, and hold employees accountable for applying what they learn. Supervisors & Team Leads: They create day-to-day opportunities for practice and provide real-time feedback. HR Business Partners: They ensure that training goals align with performance expectations and growth pathways. Department Heads: They cascade priorities and embed training into team strategy and KPIs. Executives & Senior Leaders: They sponsor training initiatives, signal strategic importance, and role-model commi...
You have invested in training. Your team has acquired new skills. However… are they applying them? The truth is, training alone does not drive behaviour change — coaching does. While training introduces knowledge, coaching anchors it. It creates the space for reflection, feedback, problem-solving, and sustained application. Why Coaching Matters in the Transfer Journey: Bridges the knowing-doing gap: Coaching helps employees translate theory into action. Encourages accountability: Employees are more likely to follow through when someone checks in. Personalises training: Every employee is different — coaching meets them where they are. Supports habit formation: Through ongoing reinforcement, coaching turns new skills into default behaviour. Promotes confidence: With a safe space to explore and practice, employees grow into their new capabilities. Coaching is not just an L&D add-on — it is a transfer multiplier. Practical Coaching Approaches That Work: Peer Coaching – Set up buddy sy...