Connecting local responses around the world
A topic I have been interested in for a while is the 'transfer of training' by new learners. Both in development and the private sector this is a very relevant issue. Why do we sometimes train a group of people, but only 40% applies it regularly, some apply is sporadically in their work etc. To analyse this we can look at Transfer of Training concepts. Research shows that: “Left to chance, the likelihood that significant transfer will occur from most learning initiatives is truly very small. The solution to the transfer problem lies NOT in a radical increase in systems, people or organizational infrastructure.Transfer interventions will be most successful where the explicit goal is performance improvement”.
Generally, this transfer of training rate is 10%, which means only 10% of learning transfers into job performance, or in our case application of the approach. Feedback I often hear is that work is becoming more and CLCP is an extra burden. People think it’s interesting, but do they think it directly improves their job performance? How can we better show the link to performance improvement when transferring the approach?
I think we need to more consciously decrease what they call Transfer distance, which refers to the gap between the learning environment and application in the job environment. There are 6 nodes with underlined the application to CLCP transfer:
1.Acquiring cognitive knowledge or “know that.” Learning the concepts of CLCP.
2.Acquiring knowledge for how to use the learning, or “know how.” Learning the steps to facilitate the CLCP.
3.Building performance capability through practice. Practice during learning events in the field.
4.‘Near transfer’, that is the application of learned material to the learners’ immediate job and for the tasks at which the learning was targeted. Trying out the new approach in a session a few weeks after the training.
5.Repeating and maintaining learned performance. Learner continues to facilitate on a regular basis and the skills become more natural as success is experienced.
6.The pinnacle of transfer, the generalization of learning for application to tasks or jobs not originally anticipated by the training, but related in a way that allows the learning effects to multiply. Learner builds on the principles of the approach to create more applications and results.
In DRC, we will first do SALT visits to choose the right people in the room, so transfer distance is reduced to allow for node 4 to happen. In Guyana, they are trying to include it in TORs of people so node 4 and 5 are made easier. We also attempt to involve the bosses of new facilitators to create an environment for node 5 and 6 to happen. What else can we do to decrease transfer distance?