How to make trainings really effective – An interview with transfer specialist Ina Weinbauer-Heidel

How to make trainings really effective – An interview with transfer specialist Ina Weinbauer-Heidel

It already exists for more than 100 years: the history of transfer research. Nevertheless, there is an enormous research-practice-gap. With an average implementation rate of 20%, companies spend a lot of money and time on development measures that are not very effective. In her brand new book, Ina Weinbauer-Heidel brings all the important findings on transfer research to the point and makes them practically accessible with the 12 levers of transfer effectiveness.

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Why do we need a new leadership approach? – Lateral leadership impulse series Vol. 1

Why do we need a new leadership approach? – Lateral leadership impulse series Vol. 1

Lateral leadership – which means leading without hierarchical power – is THE leadership model of the future. Parameters like the democratization of society, higher educational standards and much more contributed to the fact that the classical hierarchical leadership model, working top-down, meets its boarders nowadays.

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Learning transfer card: Leading teams

Learning transfer card: Leading teams

When it comes to development of employees and leaders it’s all about transferring learned things into the working practice of the participants and to anchor content and new behaviour in their heads. “Application on-the-job” is the relevant keyword and a huge challenge which we face, among other things, with the tool of transfer cards. In this post you find the transfer card for “Leading teams”. (more…)

Mountain affair – Evaluating training needs and planning reasonably

Mountain affair – Evaluating training needs and planning reasonably

At the beginning of any measure there is always a certain pain point – Department X isn’t efficient. Our team has problems with personal customer support. – and soon you hear “We need a training!”. Therefore training suppliers get instructed, topics get approved and dates get confirmed. Hardly anyone is asking: Is it really the training we need? What do we de facto need to reach our goals? A possible answer with our mountain impulse.

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Learning transfer in practice – Reflection work: Circle of concern vs. circle of influence

Learning transfer in practice – Reflection work: Circle of concern vs. circle of influence

Training is only effective and reasonable if learned things are applied in practice afterwards. But that’s exactly the difficult part! Visible learning transfer which is documented and therewith controllable isn’t easy to get. Targeted learning transfer measures, provided pre and post a training – for a example on a learning transfer platform – can do the trick. In our new series “Learning transfer in practice” we present just these transfer measures. Today: A reflection work on the circle of influence.

 

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