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All the training in the world does not mean a thing, unless there is true transfer! The 6Ds is a jewel, loaded with practical perspectives on creating true ROI from learning investments.

-Elliott Masie, CEO, The MASIE Center’s Learning CONSORTIUM

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Organizations and training providers have achieved improved results when they’ve implemented support for learning transfer. Download the articles below to learn more about the kind of results you can expect when you add ResultsEngine® to your learning programs.

How to Support and Improve Learning Transfer Using Fort Hill Company’s ResultsEngine® This Bersin & Associates Research Bulletin discusses how having the proper tools to support learning transfer is one of the key ways in which organizations can ensure formal learning is actually applied. It highlights the idea of continuous learning – the ongoing development of skills, abilities and knowledge, and explores what three top organizations are doing to make sure their training is being applied on the job to improve business results.

Measuring Learning This article takes a look at the similarities between providing clinical efficacy of a drug and proving business efficacy of a training program. It answers the question, “what can we learn from the drug approval process that can help us with the challenge of proving training’s efficacy?

The New Finish Line for Learning Training’s job isn’t done, and training won’t be rewarded with continued investment unless learning is transferred and applied in a way that improves performance. Anything that falls short of the new goal line is at risk. Fortunately, we now know what it takes to turn great learning into great results.

The Course Is Not The Finish Line In this article in Training and Development, Cal Wick explains why the course is not the finish line. Training and development will not pay dividends for individuals and organizations until learning is transferred and applied to work. Find out how to improve transfer and application and, hence, the return on training programs.

McKesson’s Leaders Teaching Leaders Program – Accelerating the
Development of High Potentials This is a Chapter Overview that details McKesson’s leadership development program that used Fort Hill’s Learning Transfer Support Technology.

Small Changes Result in Big Improvements – Kaiser Permanente Delivers ResultsCLO Media describes the health care giant’s integration of both the 6Ds as a common language and the significant results they saw when they applied Friday5s®.

Hewlett-Packard Takes the Waste Out of Leadership This article from The Journal of Organizational Excellence outlines how at HP, ResultsEngine® helped drive a large-scale change initiative that created a 15x return on investment. “The post-workshop support system created a reinforcing cycle of follow-up action, coaching, feedback, and measurement to assure that participants were learning and manifesting the desired new behaviors, and that the new behaviors were producing the desired business value.”

Developing Leaders This article from Executive Excellence outlines the six key steps to success. “Converting training and development to business results, like any vital process, should be analyzed, managed, improved and made more efficient and effective.”

Making Results Visible Learning is not about classes, smile sheets, or a good show: it is all about changing behavior and producing tangible results on the job. More and more companies are asking their learning organizations to demonstrate results. Case studies from three leading companies illustrate how.

Maximizing Return on Investment In this article, financial expert Roger Spiller explains that businesses need smarter investments, rather than cuts in training budgets.

More Publications from Fort Hill:

“Learning Transfer: The Next Frontier.” Cal Wick, Roy Pollock and Andrew Jefferson.  In: ASTD Handbook for Workplace Learning Professionals.  Bleich, E., Editor.  ASTD Press, 2008.

In: “Ensuring Transfer of Learning and Accountability for Action in Executive Development.” Andy Jefferson and Cal Wick. In: The Future of Executive Development. J. Bolt (ed). New York: Executive Development Associates, 2005.

“Agilent Technologies” Teresa Roche and Cal Wick. In: Best Practices in Leading the Global Workforce. Burlington, MA: Linkage. 2005.

“Hewlett-Packard” Susan Burnett and Cal Wick. In: Best Practices in Leadership Development. San Francisco: Pfeiffer. 2005.

“Six Ways to Shorten the Learning-Doing Gap.” Cal Wick and Kathy Granger. Electric Perspectives, November-December 2004.

“The DNA of Learning: Achieving Competitive Advantage and Return on Investment.” Richard Flanagan and Michael Papay. Bio Business. Winter 2004

“Just in Time Guidance” Cal Wick and Roy Pollock. In: Leading Organizational Change. Marshall Goldsmith (ed). San Francisco: Jossey Bass. 2004.

Reprints of selected articles are available upon request. Email us: info@forthillcompany.com