About Us

Welcome to The Learning Link

At The Learning Link, we recognise the importance of maximising the transfer of training to the job. The Learning Link programmes are therefore designed and presented to optimise transfer.

Owners and Credentials

The Learning Link is owned and run by Malcolm and Michelle Haffner. Qualified teachers, Malcolm (BSc Honours, HDE) and Michelle (BA Honours, HDE) both understand the teaching and learning process well. Malcolm and Michelle have run various businesses and are familiar with business principles and practice. This combination of educational and business knowledge makes it possible for The Learning Link to develop and present programmes which are educationally sound and relevant to business.

Commitment to Change

The Learning Link is committed to ensuring that training will lead to behaviour change which will result in improved performance. To this end courses are kept relevant, appropriate and provide an excellent return on investment.


The Learning Link offers a variety of courses including Business, Soft Skills, Communication, and Management and Supervisory Skills. While most of the training is done by Malcolm or Michelle themselves, some courses are presented by associates who are subject matter experts. Courses can be run at a venue that suits the client anywhere in and beyond the borders of South Africa.

Active Learning

The most effective way of learning is by doing. The Learning Link courses are hands-on, high participation experiences, with as little lecturing as possible. Course participants are actively engaged in the learning process and learning takes place through personal experience. Participants are encouraged to question, comment and interact as much as possible, allowing them to learn from each other. As they are part of the discovery process, learners take ownership of new knowledge and are more likely to apply it in the workplace.

Effective Training

We are firmly committed to training for effective transfer to the workplace through behaviour change and improved performance.

Training must change behaviour

Training without permanent behaviour change is a waste of the learner’s time and the sponsor’s money. Research has shown that transfer of training from the training room to the workplace is in many cases very low; estimated to be as low as 10%.

Various factors affect training transfer

Various factors influence the effectiveness of training. These include pre-training conditions, the actual training experience and post-training support. Role players in the success of training are not limited to the trainer and the learner. Other role players that influence transfer of training include co-workers, the learner’s direct supervisor and senior management.

Training, and the transfer of training, therefore relies on a set of favourable conditions to maximise the benefits and justify its cost, both in time and money

Programmes are designed to maximise transfer

At The Learning Link, we recognise the importance of maximising the transfer of training to the job. The Learning Link programmes are therefore designed and presented to optimise transfer. This includes pre-training preparation, effective and meaningful course content and presentation, and post-training follow-up.

Courses are more than just training-room events

The Learning Link courses are designed with change in mind. This change includes changes in attitude, skills, knowledge, and ultimately, behaviour. From preparation of learners and their supervisors before a course starts through to support, reminders and the opportunity to reflect after completion of a course, the process is geared to ensure that learners gain maximum benefit and that the company receives the best possible return on its investment.


Individual attitude affects training impact. Motivated, committed employees want to improve themselves, see training as beneficial and will most likely transfer new knowledge to the job.

Organisational attitude also has a marked effect on employee motivation to transfer training. Organisations that view training with the appropriate status and importance, will motivate learners to transfer training to the workplace.


Trainers can enhance the use of new on-the-job behaviours by learners. A positive perception and information about the training event will increase the transfer of training.

Training design also has an influence on motivation. Training that is experiential and involves high participant engagement increases the motivation to transfer.


Employees who believe that they can apply new skills, see value in the effort involved and see relevance and applicability in training are likely to apply their new knowledge and skills.

Employees must be encouraged to use new skills and be supported in their efforts to do so. Support must come from supervisors, peers, and performance coaching and feedback

Let's discuss your training needs!

The Learning Link is always looking to develop new programmes that will benefit your business. If you need a programme that is not mentioned, we will design one to suit your needs.

For further information on any of our Training Programmes, please complete the form below.