From the post below, Almost everyone has had a learning/training experience that was not in the best of circumstances, whether in school or at work. You may be able to use those experiences to give you perspective now. Keep those experiences in mind when answering this question and when responding to your peers.

To enhance the transfer of training in an unfavorable work environment and motivate managers to play a more active role, leveraging technological advancements is key. Advanced human capital management applications can track and analyze the application of skills post-training, ensuring that new skills are utilized and providing data to refine future training efforts (Young & Hollander, 2019). AI and machine learning tools can monitor employees' progress and provide personalized recommendations for applying new skills in their roles. Additionally, integrating workforce and enterprise data through systems that link training outcomes with business performance metrics can demonstrate the impact of training on key business outcomes, encouraging employees to apply their new skills (Young & Hollander, 2019). Providing decision support tools such as user-friendly interfaces that allow employees to access training materials and practical guides can significantly aid in understanding how their new skills fit into their work processes (Young & Hollander, 2019).

Creating a flexible and agile work environment can also make a difference. While the overall work environment may be unfavorable, establishing pockets of flexibility where employees can experiment with new skills can be beneficial. Forming cross-functional teams and engaging in project-based work can provide these opportunities (Young & Hollander, 2019). Promoting a culture of continuous learning is essential. Providing access to online learning platforms and encouraging employees to take ownership of their learning journeys is vital, as discussed in the article regarding the evolving workforce needing to navigate their own learning (Young & Hollander, 2019).

To motivate managers to ensure the transfer of training, it is important to highlight the strategic benefits. Communicating how effective training transfer supports strategic workforce planning (SWP) by closing skill gaps and preparing the organization for future challenges can lead to better business outcomes (Young & Hollander, 2019). Involving managers in the development of training programs ensures that the training is relevant and practical, increasing their commitment to supporting the transfer of training. Equipping managers with analytical tools that integrate workforce data with performance metrics helps them monitor and support their teams' learning progress, allowing them to see the direct impact of training on their team's performance (Young & Hollander, 2019). Setting clear expectations and accountability by including the responsibility of supporting training transfer in managers' performance evaluations and making it clear that they are accountable for the development and application of their team's skills can drive better outcomes (Young & Hollander, 2019). Encouraging cross-functional collaboration, sharing best practices, and providing resources such as coaching training, templates for setting learning goals, and methods for giving constructive feedback can also help managers feel more confident in their role in the training transfer process (Young & Hollander, 2019).