The training you launch is on a collision course. Dive into your organizational culture to understand what exactly is sinking your training.

Without buy-in from the most important company resource - it's people, training; like strategy, is doomed to fail.

If we want learners to change their behavior after training, we need to design our training to ensure the learners are primed for change bef

Learning Designers; dont just design training - design what happens before and after training too.

Writing a letter to yourself after learning has been shown to increase learning transfer.

The design of a learning experience should incorporate the following evidence-based learning transfer practices.

Learning Action Plans are arguably the easiest to implement learning transfer strategy that brings the most bang for your buck.

Training Industry published my article on how to conduct a learning transfer survey in your organization.