Which is a common barrier to transfer of training?

• A. Lack of supervisor support
• B. Frequent post-training reinforcement
• C. On-the-job practice opportunities
• D. Strong alignment with workflows

Answer: (A)

The main idea here is understanding what blocks learners from taking classroom skills into their actual work. When supervisors don’t back the training, several things fail to happen: expectations aren’t clearly set, feedback and coaching are missing, and resources or time to apply the new skills aren’t provided. That lack of support leaves learners unsure about whether to use the new methods, and they’re less likely to practice and integrate them into their daily tasks. In short, supervisor backing acts as a critical bridge between learning and applying it on the job; without it, transfer stalls.

Frequent post-training reinforcement, on-the-job practice opportunities, and strong alignment with workflows all help transfer. Reinforcement keeps the learning fresh, practice builds proficiency, and alignment makes the new skills fit naturally into daily routines. Because these are facilitators, they’re not barriers to transfer.