Will Thalheimer’s Background and Entry into L&D

• Started his career in business but shifted to instructional design after discovering an interest in learning science at Drexel University.
• Developed an early passion for simulations and learning effectiveness, leading to a career focused on research-based training strategies.
• Founded a consulting practice to bridge the gap between academic learning research and corporate training.

Common Misconceptions in Learning and Development

• Traditional training often overemphasizes content delivery rather than decision-making and skills application.
• Many corporate training programs do not incorporate research-backed techniques such as spaced learning, retrieval practice, and realistic practice.
• Energy and engagement in a training session do not necessarily indicate learning effectiveness.

The Problem with Traditional Learner Surveys

• Most learner surveys (often called smile sheets) fail to measure actual learning outcomes.
• Research shows that these surveys have little correlation with whether learners retain or apply knowledge.
• Many rely on vague Likert scale ratings, making the feedback difficult to interpret or act upon.

Introducing Performance-Focused Learner Surveys

• Uses specific, behavior-driven answer choices rather than generic ratings.
• Focuses on four key areas: understanding, motivation to apply, memory retention, and post-training support.
• Helps organizations make meaningful improvements to training based on structured feedback.

Learning Transfer Evaluation Model (LTEM) as an Alternative to Traditional Models

• Developed as a replacement for outdated evaluation models like Kirkpatrick’s Four Levels.
• Provides a structured way to measure training effectiveness, separating knowledge acquisition from real-world application.
• Includes levels such as knowledge retention, decision-making skills, task performance, and impact on business outcomes.

Shifting L&D from Compliance to Business Impact

• Organizations should integrate learning into daily workflows rather than relying on one-time training sessions.
• Reinforcement techniques such as spaced learning and manager-led coaching can improve retention and application.
• L&D should focus on contributing to measurable business results rather than just tracking completion rates.

The Role of Technology in Learning

• Technology alone does not improve learning outcomes; the right instructional methods are key.
• Virtual reality can enhance training when designed for realistic practice but is not always necessary.
• Generative AI and adaptive learning platforms have potential but must be implemented strategically to avoid ineffective applications.

Building a Competitive Advantage Through Learning

• Organizations that apply evidence-based learning methods can significantly improve employee retention and performance.
• CEOs and senior leaders should view L&D as a business driver rather than just an HR function.
• Continuous evaluation and refinement of training programs help create a culture of learning that supports long-term success.

Final Thoughts
Will Thalheimer emphasizes that effective L&D requires a shift from outdated practices to research-based strategies. By improving learning evaluation, aligning L&D with business goals, and strategically using technology, organizations can turn learning into a competitive advantage.

Will Thalheimer’s Books and Resources

• The CEO’s Guide to Training, E-Learning, and Work - https://amzn.to/3FhqryJ
• Performance-Focused Learner Surveys - https://bit.ly/3DGwfB5
• The NEW LTEM(The Learning-Transfer Evaluation Model): https://www.worklearning.com/ltem/
• Will's Blog: https://www.worklearning.com/wills-blog/

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