# Learning transfer follow-up survey

See which training ideas people could use afterward.

If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.

## 1. Which technique have you used since the training?

Answer: ____________________

## 2. What happened when you applied it?

Answer: ____________________

## 3. What prevented you from trying another technique?

Answer: ____________________

## 4. Which work condition supported using the new technique?

Answer: ____________________

## 5. What would help you try the technique again?

Answer: ____________________

## Author notes / illustrative keys where applicable

1. Identify a technique actually attempted after training, distinguishing opportunity to use it from simple recall. Ask about an appropriate task without collecting confidential work examples.
2. Collect what occurred during the attempted application, including incomplete or unexpected results. Compare explanations with the task context rather than attribute every outcome to training.
3. Separate untried techniques from unsuccessful attempts and identify the preventing condition. Access, permission or time barriers may need operational changes instead of revised learning content.
4. Locate the work condition that enabled application, such as practice time or supervisor support. Preserve that arrangement where suitable without assuming it caused the reported outcome.
5. Choose a feasible next application opportunity and the support needed for it. Agree the conditions with the task owner rather than treat willingness as authorization.

Interpretation caution: Ask after a realistic opportunity to apply the learning, not immediately at session end.