Training is an essential tool for building employee knowledge, skills, and competencies. However, the effectiveness of training can be limited by the transfer of the learning to the job. According to the Institute for Transfer Effectiveness, there are 12 levers of transfer effectiveness that organizations can use to maximize trainees' application of learning post-training, four of which connect to training design: clarity of expectations, content relevance, active practice, and transfer planning.

No matter what model you use for training design, you can increase training effectiveness (or increase the impact of your training) by paying attention to these 4 levers for training design.

In this session you will discover:

• Why asking about expectations in a training session is a waste of time
• How to strengthen the perception of content relevance.
• The crucial and so often misunderstood difference between active learning and active practice
• Common mistakes with regards to action planning
• What you can do to set the levers in training design to "transfer effective"

Melanie Martinelli combines her entrepreneurial spirit with her 20 years of experience in L&D to help build memorable & results-based learning experiences. In her roles as CEO of the Institute for Transfer Effectiveness and Founder of Going Beyond Training, she applies strong business acumen, rich practical experience across cultures & a deep understanding of what makes transfer happen to support her clients in being more strategic in their L&D initiatives.