Does anyone have any best practices to share that bridge training and application?

Brinkerhoff's book High Impact Learning and the book Transfer of Training (I think that's Broad and Newstrom) reflect and describe in detail some of the very best examples of best practices for this that I've ever seen.

Essentially - if learning is tied directly to a performance gap or a performance opportunity and tied to business needs, that makes the impact clear for the learner and his/her managers.

Perhaps if you could clarify what you already know and/or what you don't understand about the concept of bridging that gap, people could be more specific in providing advice about best practices.

I know this is a bit behind (been out of the office). I have been looking at a tool that helps with the bridging process called Friday5s. It's an online tool. You try a demo at www.forthillcompany.com. I haven't used it yet, but it looks intriguing. I'm talking to a client about trying it with them. Check it out and see what you think!

The Friday5s tool looks similar to something that Lloyds TSB bank in the UK (one of the largest banks in the UK) implemented in 2004 for it's new performance management processes - rolled out to its 77,000 staff 'over night' - perhaps any Lloyds TSB staff that are part of this forum could comment further?