Personal characteristics which enable learning to be applied
The 'transfer problem', making sure learning is applied is estimated to cost 90 billion euros and 107 million dollars a year, with estimates of 10% - 30% of learning being realised. A literature review of the research on learning transfer reveals a complex, multifaceted and confusing array of information. Enabling learning to be transferred is a combination of the organisational setting, the support received and the personal characteristics of the learner. Isolating how individual learners create impact and add value is the purpose of the research. Establishing a diagnostic which can be used within, or between learners, and enables them to establish the importance of the characteristics within a context, self assess their capability and identify opportunities to practice, is the outcome of the research to influence the community of practice called 'trainers'. The world of training is changing as open learning and coaching place more emphasis on the learner to manage their learning and deliverers of learning content to make sure learning can be applied. The distinction between formal and informal learning is being diluted as people have to take responsibility for the application of their learning. The research has polled 116 global trainers, students on the Professional Doctorate programme, line managers who are coaches. 120 global managers in multinational organisations, retirees who held executive positions, Professors/Deans of business schools and experts in professional development contributed to understand how they apply their learning in a life long learning approach.