Strategies to Support Transfer of Learning

by Chris Packert | Apr 14, 2023 | Learning Strategy, Uncategorized | 0 comments

Emerge ID branded hero graphic titled “Learning Architecture in Practice” on a dark blue background, showing six connected steps in a learning process flow: 1) Clarify the Problem, 2) Understand Learners, 3) Organize Content, 4) Design the Experience, 5) Plan Platform + Launch, and 6) Define Measurement. Each step appears in a glowing card with a matching icon and brief description, connected left to right by a neon line. Supporting interface-style panels in the background show a learning strategy blueprint, learner journey, and impact dashboard with charts and metrics. Additional callouts at the bottom highlight aligned teams, focused solutions, seamless implementation, and measurable impact, reinforcing the message that Learning Architecture creates clarity before build so learning creates impact after launch.

The goal of many trainings, is to develop skills that can be utilized in the real world. Many organizations may fear eLearning because on the surface it may appear to lack hands-on learning; however, in certain situations, eLearning can provide more direct application than in person training. The current technology used to develop eLearning courses allow for some unbelievable experiences that allow individuals to apply knowledge and practice transferable skills.

It is important to identify which skills are important to learn through the training. Create a clear understanding of what the learner needs to learn, and why they need to learn it. Once the desired outcomes are clear, learning developers can get creative in thinking of ways to design a course that encourages application and allows for the transfer of knowledge to real-life situations.

Scenario-Based Learning

Scenario based learning is one of the best ways to encourage learners to apply their knowledge. Scenario based learning allows you to incorporate real life scenarios into training through videos or simulations. Learners can face realistic challenges, make decisions, and work through a variety of situations to grow their skills and confidence. “Use impactful scenario-based learning strategies to provide experience to your employees and to support the application of learning on the job” (Kumar, 2023).

Encourage Reflection

“Only by reflecting on the subject matter and putting it into practice can online learners truly process the information” (Pappas, 2017). Reflection allows learners to take time to think about why the information the learned is important, and how it can relate to their day to day life. Without reflection, it can be easy to go through a training only to move on and forget about it afterwards. Some ways to encourage reflection are through blog posts, surveys, or journals prompts.

Provide Supportive Materials

Providing materials that learners can use and refer to after completing the training can be extremely beneficial. “Job aids provide clear instructions on how a particular task or a process is carried out” (Kumar, 2023). Creating materials that are readily available help employees to recall and apply information on the job. Supportive materials can include posters, PDFs, infographics, or checklists. “This sort of document is especially helpful when you’re teaching new procedures or adding new steps to existing ones.

Refresher Courses

Allowing learners to revisit material to refresh their memory is another way to provide spaced repetition, and ensure the learning sticks. Develop mini courses that learners can take to refresh their memory and skills. These courses can be taken 6 months or a year after the initial training. 

It is critical to support employees to practice skills that will allow them to transfer learning from a course to the real world. This transfer of knowledge will boost employees performance, and their confidence on the job. For example, utilizing scenario based learning allows employees to practice making decisions in a safe environment, allowing them to feel more prepared on the job. If you are looking to revamp your training materials, EmergeID can guide you through solutions to support the transfer of knowledge.

References:
Cohen, D. (2023, March 27). 6 Strategies to Promote Transfer of Learning In the Workplace. 6 Strategies to Promote Transfer of Learning in the Workplace. https://www.shiftelearning.com/blog/skills-transfer-success-after-your-elearning-course

Kumar, S. (2023, April 11). 6 Ways To Support The Application Of Learning On The Job. Strategies to Implement Learning on the Job - eLearning Industry. https://elearningindustry.com/ways-to-support-the-application-of-learning-on-the-job

Pappas, C. (2017, March 22). 8 Ways To Encourage Online Learner Reflection In eLearning. 8 Ways to Encourage Online Learner Reflection in eLearning - eLearning Industry. https://elearningindustry.com/ways-encourage-online-learner-reflection-elearning

This image shows the author of the blog posts.

Written by Chris Packert

Chris Packert is the founder and CEO of Emerge ID, a learning architecture and instructional design company that helps organizations design, build, launch, and improve meaningful learning experiences. With more than 30 years of experience across K–12 education, higher education, workforce development, military distance education, and sport education, Chris brings a practical, systems-based approach to learning strategy. His work focuses on helping teams clarify performance needs, create accessible and engaging learning solutions, implement effective learning technology, and measure impact beyond completion data. Through Emerge ID, Chris partners with organizations to turn complex learning challenges into clear, usable, and measurable learning experiences.

More Posts by Chris

Related Posts

0 Comments