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The centrality of culture in learning transfer
Keywords
Professional learning, culture, learning transfer
Session Abstract
Culture affects how individuals learn and thus also affects learning transfer. Learn how to use a multidimensional model of learning transfer (MMLT) in order to: 1) Provide high quality professional learning grounded in culture; 2) enhance the transfer of learning after professional learning events; and 3) create socially just organizations.
Session Description
In 2020, American organizations spent $82.5 billion on professional learning (PL) to develop their employees’ skills and knowledge base (Statista Research Department, 2020). Yet and despite the money invested, seminal scholars such as Ford et al. (2011) and Saks and Belcourt (2006) maintained that these investments yield low to moderate results at best because employees do not often transfer the newly acquired knowledge to their workplaces. Saks and Belcourt (2006) estimated that the rate of transferring learning to the workplace is low, with estimates of 38% of trainees failing to transfer immediately after PL events and almost 70% faltering after a year. The impact of the MMLT and its innovation is four-fold and aims to create socially just organizations in which all staff have equitable opportunities to learn and flourish.
1) Higher return on organizations’ investments by providing PL grounded in culture
2) Enhanced learning transfer by using the MMLT to organize, deliver, follow- up, and assess PL events
3) Higher employees’ retention, motivation to implement new knowledge, well-being, and self- efficacy. Socially just and equitable organizations.
4) Increased outcomes because newly acquired knowledge gained during PL gets implemented and changes in practice occur.