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10 Insights for Engaging with
Learners
Paolo LenottiHead of Marketing at Filtered @paololenotti
Marnie ThreapletonHead of Advisory Services at Towards Maturity @MarnieThreap #FilteredWebinar
CONSUMER: a person who purchases goods and services for personal use
LESSONS FOR L&D: How to change learning culture How to support self-directed learning Skills needed to make this happen
What can learners teach
L&D?
Two-thirds are well established in their job roles (in post for over two years)
43% men 57% women
86% educated to graduate
level
63% permanent employment16% self-employed8% on fixed-term contracts1% apprentices/interns12% other potential workers
25% in a director/manager role
2,084 paid for own learning
Over 50% are 30-50 years old
43% work from home91% responsible for their time
1. POSITIVE OUTLOOK
Only 21% of L&D leaders support
career aspirations
80% say online learning can help them
further their career
2. WHERE’S THE LOVE?
Yet 3 in 5 L&D leaders don’t believe their staff can
manage their own learning
88% know what learning
they need
81% know how to find it
Yet 40% of L&D leaders agree that staff can’t learn in places that are convenient to them
2 in 3 find accessing
learning from a mobile device essential or very useful
3. CATCH ME IF YOU CAN
4. THERE IS MORE TO LIFE THAN COURSES
80% say Google or other
search/web resources are essential or
very useful to learn
Yet over 50% of L&D leaders still see the
course as the only option
Yet 50% of L&D leaders feel held back by staff reluctance to
engage with new technology
52% use YouTube for
their own learning
89% download apps
5. WATCH THIS SPACE
6. ME, MYSELF AND I
Only 26% of formal learning has a technology element
1 in 2 want a personalised
learning experience
1 in 4 find it essential
Yet only 1 in 5 L&D leaders equip managers with the
tools to support their teams
1 in 3 say that training support from
their managers is critical
7. MANAGERS ARE KEY
8. COLLABORATION
Only 11% of L&D leaders encourage staff to solve problems socially
together, 12% by using curation tools
84% willing to share
knowledge through tech
Only 27% do it regularly
Just 22% of L&D leaders recognise and reward learners
57% want learning to contribute towards a
qualification / certificate
9. HIGH AND DRY
10. L&D INPUT IS KEY
These companies are at least x2 as likely to report benefits of
their learning strategy
High performing L&D teams understand
their learners as consumers
Lessons from top L&D performers that are already engaging their workforce
They listen to learners86% are proactive in understanding how learners learn (30% average)
Think beyond the course73% provide micro-content of <10 minutes (27%)
Simplify learner experience84% allow access to learning anytime (58%)
What can L&D learn and do
more of?
Support staff in their careers78% support career aspirations (or personal job goals) with technology learning (21%)
Facilitate collaboration43% encourage learners to solve problems together using social media (11%)
Support performance51% managers provide active support in the application of learning in the workflow (15%)
Help staff to help themselves67% encourage individuals to organise their own learning strategies (34%)
What can L&D learn and do
more of?
Top Deck
x3 x5 X8x5x3
The Top Deck are ready for the future of learning
Quartile 1 (25%)
Top Deck (10%)
Quartile 2Quartile 3Quartile 4
Click here to download the full report
Click here to download the full report
ABOUT US
Towards Maturity is a benchmarking practice that provides authoritative research and expert consultancy services to help assess and improve the effectiveness and
consistency of L&D performance within organisations. It leverages the data gathered from the largest learning and development benchmark in Europe.
Download our case studies to support your business case for change at:www.towardsmaturity.org
Find out your own Towards Maturity Index™ to see if you are amongst the top learning companies at: www.towardsmaturity.org/mybenchmark
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