\n\tIn my most recent presentation at ATD ICE (my 41st year in a row presenting), my topic was \u201cResults-Based Creative Learning Strategies.\u201d For more than 25 years, I\u2019ve been hammering home the importance of transfer of training\u2014that training is a process, not an event\u2014and that the purpose of training is to deliver results. But just because I\u2019ve said it doesn\u2019t mean people have listened to, learned, and applied it.<\/p>\n
\n\tThis feeds into the work Bob Brinkerhoff and others have done on Scrap Learning. My simplified definition of Scrap Learning is: learning that is delivered but not applied back on the job. <\/em>Several different studies suggest that the average scrap 90 days after training is completed is between 45 and 80 percent. When I share this with trainers, they are most often in denial\u2014this can\u2019t be true for my training!<\/p>\n \n\tCOMMON CAUSES<\/strong><\/p>\n \n\tBut when we start discussing what could cause training to be delivered and then not used, we come up with a list of common causes. And the light bulbs go on. Why do I share this? Because the first step to solving a problem is to recognize that there is a problem. How many of the following (answer honestly now) impact your current training programs?<\/p>\n \n\tSo the question is: Do you want to eliminate Scrap Learning? If you answer, \u201cYes,\u201d then you can start by working to minimize any and all of the things I\u2019ve listed in this column. But more than that, start involving managers in the process of training. Coach them on how to prepare people to come to class. Help them develop learning implementation contracts so participants return from training with action plans. Provide plenty of reflection time, action planning, and actual practice during your classes. These few things will go a long way toward eliminating scrap.<\/p>\n \n\tUntil next time\u2014continue to add value and make a difference.<\/p>\n \n\tBob Pike, CSP, CPLP FELLOW, CPAE-Speakers Hall of Fame, is known as the \u201ctrainer\u2019s trainer.\u201d He is the author of more than 30 books, including \u201cCreative Training Techniques Handbook\u201d and his newest book, \u201cThe Master Trainer\u2019s Handbook.\u201d You can follow him on Twitter and Facebook using bobpikectt.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" \n\tStart by involving managers in the process of training. Coach them on how to prepare people to come to class. And help them develop learning implementation contracts.<\/p>\n","protected":false},"author":33,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"cybocfi_hide_featured_image":"","footnotes":""},"categories":[12],"tags":[26],"class_list":{"0":"post-11084","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-magazine","7":"tag-trainer-talk","8":"magazine_issues-july-2018"},"acf":[],"yoast_head":"\n\n