The LTSI® provides;

  • Chief Executives with the information about the 16 performance indicators to focus people development and deliver the business strategy faster and more effectively and efficiently
  • HR with the evidence based data to monitor whether the stakeholders in the learning process are engaged and supporting behavioural change with performance enhancement
  • HR with the information on what accelerates or hinders the learning culture in the company and the delivery of the business strategy within 6 months
  • Individual learners with the support to be empowered achievers

Our work focuses on ensuring that the investment made in training and development results in a change in performance, whether business, team or individual. The irony is we have spent years evaluating best practice in teaching and learning; very little on whether the learning actually makes a difference in performance.

The research we did in Europe (Case Study on Europe) suggests that 51billion euros are wasted each year in not ensuring learning is transferred into performance.

Work done by Prof. Ed Holton after 20 years research and validated in 24 countries has shown the 16 enablers to making sure that learning is transferred into performance. The 16 enablers can either be enablers or barriers – either switched on or switched off.

LTSglobal works with the 16 enablers of the Learning Transfer Systems Inventory® (LTSI) to ensure that the adhesion takes place, and that learning transfers into performance Prof.Holton’s research suggests that there are only three reasons why learning doesn’t result in increased performance at work.

  1. Individual’s capability or motivation
  2. The integration of the line management and the alignment of learning providers
  3. Organisations capacity to assess and evaluate the learning to realise the added value
performace indicators

The Learning Transfer System is a quality improvement system which enables companies to monitor the stakeholders in people performance and establish the level of fertility in the company to ensure learning sticks.

Companies continue to use the training route even though it is well researched that only 10% to 30% of learning is transferred into performance. Accessing the 70% -90% is a matter of managing the learning transfer process – it’s not costly and merely requires alignment and focus.

traditional learning transfer

Accessing the 70% -90% is a matter of managing the learning transfer process – it’s not costly and merely requires alignment and focus.

A case study in the financial sector showed that using the results of the LTSI could have saved one company over 7 million euro on a wasted roll out of an intervention to develop a coaching culture following a pilot programme.