The Laboratory

  A few years ago, an organization invested heavily in a leadership programme.The sessions were engaging. The facilitators were excellent. Feedback scores were high. Three months later, nothing had changed. The problem wasn’t the quality of the training. It was what happened before the training ever began. Most learning failures don’t occur in the classroom they occur before participants walk in. When learners arrive unprepared, unclear on expectations, or disconnected from real work priorities, even the best designed programmes struggle to translate into performance. This is why setting the right learning mindset is not optional. Pre‑training engagement and preparation shape how learners show up: 📍what they pay attention to, 📍what they take seriously, 📍and whether they see learning as an event or a responsibility tied to performance. When learners are clear on why the training matters, what must change afterward, and how the learning connects to their role, application becomes ...

  HOW MUCH DO YOU KNOW? Share your thoughts  #MBryanConsulting #TrainingTransferEffectiveness #TTE #ROI #ROE #SayNoToTrainingScrap #SayYesToEvaluation

Training transfer – the application of skills and knowledge acquired during training to the workplace. Employee self-motivation is one of the drivers of training transfer effectivess. Even the best training programs can fail to make a lasting impact without self-motivation. Let us explore how employee self-motivation plays a critical role in the successful transfer of training: 1. Increased Engagement: Self-motivated employees are more engaged during training and are more likely to absorb and retain information. When employees see the value of what they are learning and how it will benefit their careers, they are more motivated to apply the skills to their daily tasks. 2. Confidence to Apply New Skills: Self-motivation helps employees feel confident in using their newly acquired skills. 3. Linking Training to Personal and Organizational Goals: Employees are more self-motivated when they can see how training aligns with their personal goals and the organisation's overall objectiv...

Training does not end when the workshop is over in fact, that is when the real learning begins. Two of the most effective, low-cost strategies for reinforcing learning and building confidence in the workplace are On-the-Job Coaching and Job Shadowing While classroom sessions introduce the what and why , coaching and shadowing bring the how to life. Why On-the-Job Coaching Works: A skilled coach or supervisor provides immediate feedback, guidance, and real-time correction all within the flow of work. It is tailored, timely, and practical. Think of it as a personal GPS for skill development. Why Shadowing Is So Powerful: Shadowing allows employees, especially new hires or those changing roles, to observe seasoned professionals in action. It accelerates learning by making processes visible , repeatable , and context-rich . Together, they help: Reinforce classroom learning Build confidence and reduce performance anxiety Transfer tacit knowledge that’s hard to teach formally Foster ment...

Collecting training transfer effectiveness data is a good start. Using it that is where the real impact happens. Training Transfer Effectiveness data tells the story of what happens before, during, and after the training. When used correctly, this data can drive strategy, justify investment, and guide performance conversations. Ways to Use Training Transfer Effectiveness Data Needs Validation Process (NVP) : Identify whether it is a training intervention, non-training intervention, or integrated intervention (both training and non-training).  Initiate the PDP Model: If it is a training intervention, begin the Pre-Training, During Training, and Post-Training initiative. Tailor Reinforcement Efforts : See where employees are struggling and target coaching, mentoring, or reminders in those areas. Engage Line Managers : Share data to encourage them to hold follow-up discussions and support on-the-job application. Link Training to Performance : Map data to key KPIs such as sales, servic...

This captures the heart of what makes or breaks Training Transfer Effectiveness: mindset . Even the best-designed training can fail if learners are not ready or worse, actively resistant. We have all seen it: The training was solid. The facilitator was engaging. The content was relevant. But still… employees did not apply it. Results did not change. What went wrong? Training does not transfer effectively without readiness, and that includes emotional , cognitive , and cultural readiness. Signs of Resistance That Block Transfer: I already know this. This will not work here. I do not have the time. Management will not support it anyway. Until these inner barriers are addressed, training is like pouring water into a sealed jar it just bounces off. How We Shift Learners From Resistance to Readiness: Pre-Training Assessments – We identify resistance early through surveys, interviews, and feedback loops. Personal Relevance Activities – We tie every topic to real-world challenges and goa...