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TransferLogix Process and FAQ.[pic]

Have you committed, at the end of an excellent training, to use all you learnt, but been unable to build the final connection to your specific tasks when back at your desk?
Have you sat through a training that would have been excellent if you'd known in advance how you were expected to use it?
Have you been at the right training, but at the wrong time?Training transfer (participants actually using what they learn in a training) is what an organisation needs. Learning alone is nice, but not worth your CEO paying for.

TransferLogix is a complete transfer system that changes your answers to the opening questions. It keeps all stakeholders focused on delivering what participants need to be able to do on the job in order to deliver the business.It does this by first getting solid data on what helps or hurts transfer when participants are back on the job. It does this for each cohort of trainees, for each specific module, so that these items can be added to the follow-up work. It:

Enables actual on the job behavioural objectives define the training, not just learning objectives. The behavioural objectives are co-created by both yourbusiness leaders and your L&D leaders.
Establishes a transfer contract between participant and line manager on specific performance objectives for the participant, and the support offered by the line manager.
Anchors these with pre- and post-training support, targeting only the top factors that will impact the specific participants on a specific training.
Measure progress and issues immediatelyso that you have lots of small steps.
Uncover all helps and hurts in the entire organisational "learnscape", including those that go way beyond the ability of a training to change.
Identifies who should, and should not, attend a training.
And with more than one repeat of the training, you can even get a type of A-B testing!

How will TransferLogix make this training work?
The world ofbusiness itself is changing very rapidly, you often need to react at very short notice to internal changes, and you may face occasional unexpected events. You also have a wide range of pre-experience, and of role, across the participants in any training. So to deliver the business impact you need, the development programme must change what it does as it goes according to what really works for theparticipants as and when they need it.

You can only do that with solid data on what is working now for the participants, clarity on what their management expects them to be able to do long term, and a system to make it happen. TransferLogix is the best we have yet seen to drive a data-driven, highly flexible training that follows your needs.

How will TransferLogix help me measure business impact?The TransferLogix system also measures how much participants are doing the high-performance actions you expect before, immediately after, and 3 months after the training. This measurement includes line manager, self and peer / direct report assessments. The executive team knows how much any training has impacted the business, provided the behavioural objectives of the training are indeed theright ones to deliver the business strategy. (Which is where our consulting supports your L&D team.)

In organisations that do not have a comprehensive measurement system in place we have observed a lack of accountability for business impact from training, and dissatisfaction with training programmes in general.

How does measuring training transfer benefit the whole organization?
If performanceimprovement through training is measurable and transparent, it increases accountability and satisfaction across the stakeholders (participants, trainers, managers, peers and direct reports.)

Furthermore, it pinpoints different interventions that should be designed and implemented. Measurement actively involves all the stakeholders, from the L&D department to frontline teams.  In this way,...