Research shows that only 15% -20% of participants do something better, different, and sustainable after a typical learning intervention. How do we drive to transfer and application back on the job to make a measurable difference with a more significant percentage of learners? Learning reinforcement has to be delivered on-the-job to ensure that new skills and behaviors are practiced as part of work, not apart from work.

We will present an example of an integrated learning solution that incorporates many Best Practices in post-program learning transfer and support that have delivered measurable ROI for clients.

Creating a comprehensive post-program learning support system that delivers results to clients requires the engagement of all stakeholders:

• Participants, who set and work on challenging goals with the expectation of improving their effectiveness
• Managers who hold participants accountable for applying new skills and provide coaching and support
• Executive Sponsors, who hold managers accountable for coaching their direct reports around new skills
• Learning Leaders, who monitor goals and progress and share success stories with sponsors
• Facilitators, who proactively stay in touch during the application period to motivate action and guide new behaviors