Learning TransferFeatured Article

Transfer climate: why the environment decides whether training works

Transfer climate -- the organisational environment a learner walks back into -- predicts behaviour change more reliably than training quality. Here is what it is, how to assess it, and what to do about it.

Sep 11, 2026 · 6 min read

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Why Most Training Fails Before It Even Begins

Learning Transfer

Jul 2, 2026·6 min read

Why Most Training Fails Before It Even Begins

Most training fails before it starts. Not because the content is weak, but because of what happens around the session. That is where change is decided.

The Impact Chain: One Sentence That Ties Training to a Business Outcome

Business Case

Jun 20, 2026·5 min read

The Impact Chain: One Sentence That Ties Training to a Business Outcome

The Impact Chain is one sentence that links a training programme to a business result. It is what you take to leadership, not completion data. Here is how to write yours.

Business Case

Jun 3, 2026·8 min read

Cost of Inaction Beats ROI: The L&D Business Case

ROI asks the buyer to predict the future. Cost of inaction asks them to defend the present. Here is how to flip the same numbers and win the room.

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Measurement·6 min read

Cohort-to-Cohort Comparison: The Missing L&D Report

Most L&D dashboards measure each programme in isolation. Comparing one cohort to the next is how you learn what actually drives transfer.

Product·7 min read

What a Multiply Flagship Performance Journey Actually Looks Like

Before you commit to a platform, you want to know what you are getting into. Here is the full picture: the Analysis, the 90-day Performance Journey, the metrics, and what success looks like.

Learning Transfer·8 min read

What Is Learning Transfer? Why Training Fails Without It

Learning transfer is the measure of whether training works. Not completion. Not satisfaction. Whether learners apply skills on the job. This guide covers the science, the factors, and how to build a system that shifts the numbers.

The Learner·8 min read

Learner Readiness: The Highest-Leverage L&D Intervention

Most organisations pour effort into what happens during training. Far more of what decides transfer happens before it. Here is what Learner Readiness actually involves, and why skipping it is where so many transfer failures start.

Learning Design·9 min read

45 Learning Transfer Tools: What Academic Research Found

A 2026 systematic review mapped every learning transfer evaluation tool in the academic literature — 45 instruments across 7 databases — and found that no single tool integrates both transfer conditions and outcomes.

Learning Design·8 min read

The 90-Day Window: Why Post-Training Matters Most

The end of training is not the finish line. It's the starting gun. Here's the three-phase framework for owning the 90 days that determine whether behaviour actually changes.

Future of L&D·6 min read

AI Can Build Training in Minutes. Can It Prove It Worked?

AI can write a training course in minutes. Design assessments. Generate scenarios. So if your value rests on content creation, the ground beneath you is shifting. But AI cannot prove the training changed anything. That is where your future lives.

Manager Support·5 min read

Why Managers Are the Multiplier

About 80% of whether your training works is decided outside the training room. And the manager is among the strongest movable levers you have.

Learning Transfer·6 min read

Good at L&D: Build a Transfer System That Proves It.

L&D professionals are not the problem. The system is. A practical guide to using manager activation, behaviour targets, and follow-up loops to prove training impact.

Culture·5 min read

The Order-Taker Trap: Why L&D Needs to Push Back

Most L&D professionals say yes to every training request. But delivering what was asked isn't the same as solving the problem. Here's how to shift from order-taker to performance consultant.

The Learner·4 min read

The Elephant in the Room: Why Learners Don't Apply Training

Learners know what to do but nothing changes. Julie Dirksen explains why training alone doesn't drive behaviour change, and what L&D teams should do instead.

Learning Design·4 min read

The Research-Focused Approach to L&D

Evidence-based L&D means using research to boost learning transfer and make training more effective, without burning out your team.

Learning Design·3 min read

Post-Training Surveys That Measure Transfer

Stop relying on smile sheets. Learn 5 proven principles for designing post-training surveys that actually measure learning transfer and behaviour change.

Learning Design·11 min read

Ways to Boost Learning Transfer: The "Saying is Believing" Strategy

The 'saying is believing' effect shows that giving advice improves the advisor's own behaviour. Here are 5 strategies to boost learning transfer using this principle.

The Learner·7 min read

Motivation to Transfer: What Makes Training Stick

Motivation to transfer is the bridge between learning and doing, the factor that determines whether training translates into performance improvement.

Culture·5 min read

Peer Support and Learning Transfer: The Evidence

Peer support transforms learning into a shared journey, bridging training and real-world performance through emotional safety, accountability, and encouragement.

Learning Design·6 min read

Learning Action Plans: Boost Transfer and Performance

Learning action plans are simple, well-evidenced tools for boosting learning transfer. Here's how to create them and integrate them into your training programmes.

Learning Design·4 min read

Learning Design Drives Learning Transfer

Effective learning design extends far beyond slide decks and assessments. It involves developing experiences that enable real-world application.

Manager Support·4 min read

The Powerful Effect of Manager Support on Learning Transfer

Research consistently shows that employees who feel supported by their managers are far more likely to engage with training and apply new skills at work.

The Learner·4 min read

Learner Capacity: 10 Ways to Boost Learning Transfer

No matter how well-designed a learning programme may be, if your learners are overworked, stressed, or mentally exhausted, learning transfer will suffer.

The Learner·4 min read

What We Perceive, We Believe: Learner Perception of Outcomes

How learners perceive the value, relevance, and outcomes of a training session determines how much of that learning will be transferred and applied on the job.

Transfer climate: why the environment decides whether training works

Recent Insights

Why Most Training Fails Before It Even Begins

The Impact Chain: One Sentence That Ties Training to a Business Outcome

Cost of Inaction Beats ROI: The L&D Business Case

Multipliers

More Articles

Cohort-to-Cohort Comparison: The Missing L&D Report

What a Multiply Flagship Performance Journey Actually Looks Like

What Is Learning Transfer? Why Training Fails Without It

Learner Readiness: The Highest-Leverage L&D Intervention

45 Learning Transfer Tools: What Academic Research Found

The 90-Day Window: Why Post-Training Matters Most

AI Can Build Training in Minutes. Can It Prove It Worked?

Why Managers Are the Multiplier

Good at L&D: Build a Transfer System That Proves It.

The Order-Taker Trap: Why L&D Needs to Push Back

The Elephant in the Room: Why Learners Don't Apply Training

The Research-Focused Approach to L&D

Post-Training Surveys That Measure Transfer

Ways to Boost Learning Transfer: The "Saying is Believing" Strategy

Motivation to Transfer: What Makes Training Stick

Peer Support and Learning Transfer: The Evidence

Learning Action Plans: Boost Transfer and Performance

Learning Design Drives Learning Transfer

The Powerful Effect of Manager Support on Learning Transfer

Learner Capacity: 10 Ways to Boost Learning Transfer

What We Perceive, We Believe: Learner Perception of Outcomes