Interview with Sandra Ihenacho 

Grow Learn Connect: Sandra, thank you for the opportunity to catch up with you for a follow-up interview. Briefly, what has changed in your life since 2021, when we conducted our first interview?

Sandra Ihenacho: So much has changed since 2021! I consider myself a lifelong learner, and my passion for continuous learning has led to several major milestones. I became Nigeria’s First Certified Transfer Designer and Africa’s First Transfer Enabler, working with the Institute for Transfer Effectiveness to drive awareness and adoption of Training Transfer across organizations in Africa. My focus has been on helping businesses integrate transfer strategies into every training intervention to maximize impact.

I also developed a methodology called the Needs Validation Process (NVP), designed to help L&D and HR professionals, as well as trainers, diagnose whether a problem is a training issue, a non-training issue, or a blend of both. This ensures that training investments are targeted and truly effective.

Additionally, I created the PDP (Pre-, During, Post) Training Transfer Effectiveness Model, which focuses on the three key stages of Training Transfer Pre-training, During-training, and Post-training. The PDP Model provides a structured approach to ensuring that learning is not just an event but a continuous process that drives real business impact.

GLC: In 2021, you said, “The key to continuous growth, for me, is reading. I also attend training programs, certification courses, and conferences related to learning and development, to enhance my skill set and improve as a facilitator.” What were some memorable books that you read and programs that you attended that changed your life?

SI: I will list just a few of the books I have read, and am still reading that have impacted my life and still impacting my life:

• What Makes Training Really Work by Dr. Ina Weinbauer-Heidel
• Training on Trial by Jim D. Kirkpatrick and Wendy Kayser Kirkpatrick
• Measurement and Evaluation on a Shoestring by Alaina Szlachta, PhD
• Transfer of Training by Mary L. Broad and John W. Newstrom
• Four Levels of Evaluation James D. and Wendy Kayser Kirkpatrick
• Talk to the Elephant by Julie Dirksen,
• Mother Theresa Messenger of God’s Love by E. Le Joly.

The program that I attended that changed my life and business was the 12 Levers of Transfer Effectiveness the Transfer Designer Certification by Dr. Ina. 

GLC: In 2024, you became the first Nigerian to be certified as a Transfer Designer. Tell us who a Transfer Designer is. What qualifications one must possess to apply for this certification program? What does it take to compete the certification program? Tell us about your experience going through this program. As a certified Transfer Designer, what are the new skills or services that you can offer to your clients?

SI: As Nigeria’s first Certified Transfer Designer and now the Transfer Enabler for Africa, I am thrilled to shed light on what this certification entails and why it is a game-changer for professionals in the L&D and HR space.

Who is a Transfer Designer?

A Transfer Designer is a professional who specializes in ensuring that training leads to measurable performance improvements. It goes beyond content delivery—focusing on creating learning environments, processes, and strategies that bridge the gap between training and real-world application. A Transfer Designer leverages research-backed methodologies, such as Ina Weinbauer-Heidel’s 12 Levers of Transfer Effectiveness, to optimize training outcomes and drive business impact.

What Qualifications Must One Possess to Apply for This Certification?

This program is designed for professionals in L&D, HR, training, coaching, and organizational development who are committed to enhancing the effectiveness of workplace learning. While there are no strict academic prerequisites, having experience in learning design, training facilitation, or performance improvement is beneficial. Participants should also be ready to challenge traditional training approaches and embrace data-driven learning strategies.

What Does It Take to Complete the Certification Program?

The Transfer Designer Certification Program is intensive and application-focused. It involves: Deep dives into the science of training transfer Practical application of learning transfer strategies in real-world settings Hands-on projects where participants design and implement transfer solutions Collaboration with experts and peers to refine methodologies.

A final assessment that evaluates one’s ability to design transfer-effective learning experiences.

My Experience Going Through This Program.

Becoming a Certified Transfer Designer was an exciting and transformational journey. It pushed me to think outside the box, not just about training but about how learning truly translates into workplace performance.

The program challenged me to immerse myself in my clients' realities, understand their struggles with training transfer, and step into their shoes. This deeper perspective guided me in developing practical, results-driven solutions that directly address the gaps organizations face.

Through this process, I expanded my research and, through practice, developed key concepts that now shape my approach to Training Transfer Effectiveness:

Training Scrap – A term I coined to describe the percentage of training that fails to be applied on the job, leading to wasted learning investments. Addressing this is key to ensuring true Training Transfer.

The Science and Art of Training Transfer Effectiveness – This concept recognizes that Training Transfer is both a structured process and a dynamic practice.

• The Science refers to L&D and HR professionals, who design learning interventions using evidence-based methodologies.
• The Art refers to Line Managers, who create the right environment and ensure employees apply what they’ve learned in the workplace.

The Needs Validation Process (NVP) – A methodology I developed to diagnose performance challenges before deciding on a training solution. It helps organizations determine whether the issue requires:

1. Training Intervention – If the challenge is a skill or knowledge gap.
2. Non-Training Intervention – If the issue is process, structure, leadership, or culture-related.
3. A Blend of Both – When training is needed but must be supported by organizational changes to drive real impact.

The PDP Model (Pre, During, Post) – A structured approach that embeds Training Transfer strategies at each stage of the training life cycle to maximize impact.

The certification was more than a learning experience - it was a catalyst for me to innovate, refine, and implement solutions that help organizations move beyond training delivery to real performance transformation. 

GLC: How has your approach to training changed?

SI: Becoming a Certified Transfer Designer and now the Transfer Enabler for Africa has completely transformed how I approach training. My focus has shifted from simply delivering training programs to ensuring training translates into measurable workplace performance. Here is how:

• Needs Validation Before Training – Instead of taking every training brief that comes to me, I first use the Needs Validation Process (NVP) to determine whether the issue requires training, a non-training intervention, or a blend of both. This approach ensures that organizations don’t waste resources on unnecessary training. In fact, I had a client who sincerely appreciated the fact that I saved their business from making a huge investment in training that would not have solved their problem.
• Training Must Be a System, Not an Event – I now emphasize the PDP Model (Pre, During, Post) to ensure that training is not just conducted but also reinforced and sustained.
• Minimizing Training Scrap – I focus on reducing Training Scrap by integrating follow-up processes, manager involvement, and workplace enablers that support learning applications.
• The Science & Art of Training Transfer Effectiveness – I now recognize that L&D and HR professionals handle the science of learning design, but line managers are responsible for the art—ensuring learning is applied and reinforced in daily work.

Ultimately, my approach has evolved from just training people to partnering with organizations to create a culture that ensures training leads to measurable business results.

GLC: What other credentials or certifications are you planning to obtain in 2025-2026?

SI: Over the next two years (2025-2026), my focus is on deepening my expertise in Training Transfer Effectiveness in order to continually deliver value to my clients and future clients. To achieve this, I plan to obtain:

• High-Performance Learning Journeys (HPLJ) Certification by Promote International – This will enhance my ability to design structured, results-driven learning journeys that ensure sustained behavioral change.
• Accelerated Learning Certification Workshop – This will equip me with cutting-edge methodologies to create high-impact, engaging, and retention-focused learning experiences that drive real-world application.

These certifications align perfectly with my role as the Transfer Enabler for Africa, ensuring that I continue to help organizations bridge the gap between training and performance transformation.

GLC: How do you manage to keep your life and work balance? What advice can you give to other parents who may be struggling to stay on top of their careers while being present for their kids and spouses?

SI: For me, it has never been about work-life balance—because I believe true balance may not always be achievable. Instead, I focus on work-life integration, ensuring that my work and personal life coexist in a way that aligns with my values, priorities, and purpose.

As the Transfer Enabler for Africa, CEO of Mr. Bryan Consulting, and someone actively involved in faith-based and mentoring communities, I have a lot on my plate. However, I have learned that integration isn’t about separating work from life—it is about intentionally blending both so that neither is sacrificed.

Here is what works for me:

• Structure & Boundaries: I align my work with my overall life priorities. When I am working, I am focused, and my family knows. When I am with family, I am fully present, and work knows, too.
• Leveraging Systems & Support – I delegate, use tools to streamline my workload, and surround myself with a support system that helps me stay on track with what truly matters.
• Quality Over Quantity – I may not have endless hours of personal time daily, but I make sure the time I spend with my family is meaningful, intentional, and deeply connected.
• Faith & Self-Care – I prioritize my spiritual life, knowing that everything else flows from that. I also ensure I make time to rest and recharge because burnout serves no one.

Advice for Parents Struggling to Stay on Top of Their Careers While Being Present for Family.

• Be Kind to Yourself—You won’t always be perfect, and that's okay. Give yourself grace and trust in God, your maker, to guide and direct you.
• Prioritize What Truly Matters – Not everything is urgent. Focus on what moves the needle the most—both in work and in family life.
• Communicate & Set Expectations – Whether with your employer, clients, or family, be clear on your boundaries and availability. This helps reduce stress and misunderstandings.
• Create Small, Meaningful Rituals – Whether it is daily check-ins with your spouse, bedtime stories with your kids, or weekend traditions, these small moments build strong connections.
• Remember: Presence Over Perfection – Your family doesn’t need a perfect parent or spouse. They need you - fully present, engaged, and intentional.

At the end of the day, work and life don’t have to compete—they can complement each other when integrated with intention and purpose. It is not always easy, but with the right mindset and strategies, it is absolutely possible! 

GLC: What do you wish you had more time for?  

SI: I wish I had more time for deep research, innovative thinking, spiritual reflection, and traveling the world. Each of these fuels my growth - research keeps me at the forefront of Training Transfer Effectiveness, innovation helps me create impactful solutions, spiritual reflection keeps me grounded, and traveling broadens my perspective. 

GLC: On a personal level, what was one thing you achieved in the past four years that you are proud of?  

SI: On a personal level, the one thing I am most proud of in the past four years is how my spiritual life has blossomed. My intimacy with God has deepened in ways that continue to shape me, guide my path, and keep me anchored. Everything I do professionally and personally flows from this connection, and it remains my greatest achievement.