Summary of What Makes Training Really Work

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Wondering how to get the most from employee training? In this helpful text, training expert Dr. Ina Weinbauer-Heidel delivers a no-nonsense take on what workplace learning should produce: a measurable and meaningful transfer of learned skills and knowledge to the job. To that end, she provides helpful, workable advice for boosting on-the-job skills application and knowledge gained in formal training. Her detailed, practical guide 0ffers tips, tools, templates and ideas for exercises. 

About the Authors

Leader of the Institute of Transfer Effectiveness in Austria, Dr. Ina Weinbauer-Heidel helps organizations derive value from training by achieving greater learning transfer. Masha Ibeschitz-Manderbach is an executive coach and founder of the Think Beyond Group.



To maximize employee training, apply 12 levers for training transfer success.

Organizations invest in training to build skills, change behaviors or impart knowledge. Training’s prime objective is to convert learning into doing. The ultimate measure of the value of any training is whether participants apply what they learn – in a course, seminar or workshop – to their work.

Unfortunately, HR and learning professionals estimate that learners only apply between 10% and 30% of what they take away from training. Participants themselves offer roughly the same estimates. Thus, organizations waste billions annually on training that goes nowhere. The exercise wastes time and fails to benefit the firm or the learners in tangible ways.

If sales fall or engagement levels drop, turnover increases or customers defect, firms often send people to workshops. Other interventions might prove more effective than training for any of these issues. Conduct a training needs assessment to evaluate the appropriateness of training for a given problem or opportunity.

Use the following 12 levers...

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