The training event is just the beginning -- it's so important to make sure you are receiving a return on your investment. Effective training transfer is what makes it all worthwhile.

Here are four simple things that trainers can do to support the transfer of learning post training: (adapted from article by Marc Ratcliffe is CEO of MRWED Group)

1. Send a Post Card

Before they complete training, ask the participants to consider one or two key things that they would like to implement after the program based on what they have learned. This may include something they should start doing or perhaps something they should stop doing.

Provide each participant with a blank post card and ask them to write the points considered on the back. Next, ask them to self-address the post card. Finally, collect each of the post cards, attach stamps and post them on the participants' behalf about three weeks after the training.

Done in this way, the postcard acts as both a closer to content as well as a reminder of the content post-training. There will be greater impact for the participants as they are essentially creating advice for themselves, from themselves. The arrival of the post card could also kick-start the implementation process if it hasn't already started.

2. Ask Them to Email You

Ask participants to email you a brief summary of the two most important points they took away from the training. You could use an incentive such as access to a members' section, a free subscription to an online newsletter or enter them in a drawing to win a book. As an extension, you could collate student responses then mail or email the list to the whole group. This will give you an opportunity to reinforce what was learned a second time.

3. Send a Quiz

Send out a quiz related to the training's content four to six weeks after the session. This will be a great means of testing retention but will also help bring the training concepts back to presence of mind. Further to this, you could add some wholesome competition through creating a prize for the "best" answers. Finally, use an online survey tool (such as zoomerang or survey monkey) to manage the process.

4. Share the Success

A week after the training, reconnect with the participants to determine what they have been able to put into practice. With permission, post the anecdotes in a publicly-accessible place or in the "members' section" described above. This will help participants make the content real and support the transfer of learning to their workplaces.

Train well - but finish the job, and transfer well!!

Leadership training opportunities are offered in many ways to meet your organization's specific needs and budget. Take a look at our different training approaches, including these On-Demand traning courses:

• Supervisor 101
• Bringing Out the Best in You and Others
• Managing Staff in Stressful Times: Celebrations and Challenges of Leading Multiple Generations
• Dealing With Difficult People
• Creating a Culture of Customer Service Excellence
• The Healthy Leader: Learning to Lead Yourself