For too many years training has been considered just an the event. Training organizations focused on running events, and the participants and supervisors in the organization considered training just an  event. So, what's wrong with that?

We know that strong learning transfer and high ROI only happens when training is a process, not an event. That is, the learning transfer process starts well before the training event with things such as good needs assessment, strong behavioral (performance)objectives, and supervisory engagement prior to training. The process continues after training with good follow-up, effective coaching and mentoring, and supports and resources to enable participants to use the training. Overarching all of this should be a measurement system that gets beyond level 1 happy sheets to actually measure the extent to which participants use learning on the job.

When training is just in the event, none of this happens. And when none of this happens, estimates are that only 10 to 30% of that learning gets used on the job. Is that really a surprise?

If we in training are ever to solve the learning transfer problem, we have to break the event mindset and start thinking about the entire learning AND performance process. We have to get our participants to to stop thinking of training is an event, and get their supervisors to stop doing the same. As long as we continue with the event mindset, learning transfer will continue to be abysmal.

Can your organization really afford for training to continue to be an event? I doubt it. So do a self check right now - are you running learning events or a learning & performance process? If you and your organizations still have an event mindset then make a New Year's resolution to change.