Ensuring learning transfer is the greatest and most important challenge facing workplace learning professionals today. But this challenge is nothing new. More than 50 years ago, James N. Mosel (1957) pointed to “mounting evidence that shows that very often the training makes little or no difference in job behavior.” This is a real problem, because it is only on-the-job behavior that matters; the business benefits only when learning is transferred and applied to the trainee’s work in a way that positively impacts performance.