Grovo 21st centurytraining_webinar

Learn Better, Work Better:How 21st Century Training Elevates Performance

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@Grovo

(800) 263-6317

Tips for the Webinar

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TrainingIndustry.com

Tweeting? Please use these tags:#edtech #elearning #grovo

@Grovo

(800) 263-6317

Welcome

Alex KhurginDirector of Learning & Creative, Grovo

Today’s Speaker

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What modern organizations must do to educate, align, and inspire their people.In this webinar we’ll cover:

✓ Why the rising cost of ineffective training has become a crisis

✓ How to address it with a 21st century approach

✓ How to implement an effective, future-proof learning program at your company

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SWAG ALERTPrizes coming

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Meet Grovo at ATD Orlando next week!

Alex Khurgin

Director of Learning & Creative, Grovo

alex@grovo.com

Connect:

Grovo.com/organizations

contact@grovo.com

212.924.2579

Learn more:

Grovo will be at booth 1341

Happy hour Tuesday 5:30 – 7:30PM, Hard Rock Cafe

Alex will speak Wednesday 10 – 11AM, Room W106

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How much do you think ineffective training costs a business per year, per 1,000 employees?

A) $300-500KB) $3-5 millionC) $10-15 millionD) $30+ million

Quiz:

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We’re pouring billions into L&D

1. McKinsey: The social economy: Unlocking value and productivity through social technologies – based on $50k average annual salary

2. Gallup, State of the American Workplace (link)

3. Center for American Progress, There Are Significant Business Costs to Replacing Employees (link)

…but there’s a hole in the bucket.

$10Mfrom skills gaps1

$1.5Mfrom employee turnover3

$2Mfrom disengaged employees2

Total loss: $13.5 million per year per 1,000 employees

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The bucket hole is about to get bigger.

59% of millennials say the presence of state-of-the-art training is important in deciding if they want to

take a job.2

Millennials will comprise 46% of the workforce in 5 years.1

1. The Deloitte Millennial Survey 2014: Big Demands and High Expectations2. PWC report: "Millennials At Work Reshaping the Workplace"

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Today’s training is unsuitable for the 21st century

90%of new skills are lost

within one year

9 in

10don’t feel fully proficient with

technology

15%of what’s learned is successfully applied

1. Kochan, Thomas, "Who can fix the middle-skills gap?," Harvard Business Review, 20122. 2 Brinkerhoff, R. O., Apking, A. M; “High impact learning: Strategies for leveraging business results from training” 20013. 3 The Harris Poll: The Digital Skills Gap, Harris Interactive Inc., (May 14, 2014)

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Training hasn’t kept up

• Platforms abound, including

outdated ones

• Content is fragmented

• Technology evolves too

quickly

• ROI isn’t just unknown, it’s

feared

1. Deloitte, Global Human Capital Trends 2014 report

Training managers want help

• A skills half-life of 2.5 years1

• Learners demand a

consumer look and feel

• They’re distracted, lack

attention for long training

• Training leads to little or no

retention, application

Learners want inspiration

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How can we create a learning program that meets the challenges of training 21st century workers?

Answer in chat

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By creating new opportunities

• Users are distracted

• Rapid tech evolution

• Companies and learners

have different motivations

• Info overload – hard to

process or apply

• Use of technology is

personal and unique

Challenges with new tech:

• Short, focused content

• Continuous learning

• Formal and informal learning

part of same system

• Learning that comes to the

right place at the right time

• On-demand, personalized,

affective learning

New opportunities

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We need to combine these new opportunities with proven strategies.

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Keep the good, ditch the outdated

• Static, long-form training

that does not engage

• Slow creation cycle for slow-

moving technology

• One size fits all

• Designated learning spaces

and times

What didn’t work:

• A formal, strategic approach

that is aligned with company

goals

• Getting learners emotionally

invested in content

• Realistic practice

• Performance-focused

Timeless:

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Proven Strategies

• Formal

• Aligned

• Engaging

• Realistic

• Performance-focused

Digital Opportunitiesmeet

• Bite-size

• Continuous

• Formal/Informal

• Just in time

• On-demand

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What a 21st century training program looks like1)Microlearning

2)Learning as Utility

3)Aligned and All In

4)Holistic and Realistic

5)Affective Before Effective

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Microlearning

1. Sebastian Bailey, Ph.D., Mindgym, Bite-size is the right size

Bite-size, strategically bucketed lessons that are easy to consume and retain

Yields an average of 4 to 5 learned items per series1

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Make it a utility

Frictionless, 24/7 access makes learning continuous and habitual

Unrestrained learners complete an average of 50% more lessons than

assigned on Grovo

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Aligned and all in

An effective learning program must serve business strategy and personal goals.

Zero margin of error with:

Cyber-security Social media Social engineering

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Realistic and holistic

• Scenarios, simulations, projects, etc.

• Replace content with context

• Give learners wisdom, not just knowledge

Learning needs to be reinforced with practice that is both realistic and holistic.

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Affective Before Effective

Engagement accounts for roughly 40% of

observed performance improvements.1

1. Corporate Leadership Council “Driving Performance and Retention Through Employee Engagement”

Affective learning makes an emotional connection with learners’ feelings and attitudes. Once this connection is made, learning becomes more effective.

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What’s your favorite method of checking that your training is working?Answer in chat

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Test Then Invest

- Test on a small scale

- Win over critics

- Experiment with big bets

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…but don’t obsess about ROI

- Best practices let you rest easy

• - Strategically put people before

performance

• - Gather continuous feedback

• - You need to feel it working

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Check your L&D program’s effectiveness

*Model by Conrad Gottfredson & Bob Mosher

New

5 Moments of Learning*

More Apply

Solve Change

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What are your biggest takeaways from the webinar?

Answer in chat (full sentences please!)

Before we continue:

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Conclusion:

By creating training to meet 21st century realities, you are preparing your employees to learn better, work better, and embrace continuous, performance-based learning

Question Time

Alex KhurginDirector of Learning,

Grovoalex@grovo.com

Connect:

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• May 21: Gamification of Sales Training: Transforming Resistant Attendees into Willing Contributors

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• June 10: Turning Sales Managers into Great Coaches

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Meet Grovo at ATD Orlando next week!

Alex Khurgin

Director of Learning & Creative, Grovo

alex@grovo.com

Connect:

Grovo.com/organizations

contact@grovo.com

212.924.2579

Learn more:

Grovo will be at booth 1341

Happy hour Tuesday 5:30 – 7:30PM, Hard Rock Cafe

Alex will speak Wednesday 10 – 11AM, Room W106

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Thank You!

Alex Khurgin

Director of Learning, Grovo

alex@grovo.com

Connect:

Grovo.com/organizations

contact@grovo.com

212.924.2579

Learn more:

On behalf of TrainingIndustry.com, thanks to:

Today’s Speakers: Alex KhurginToday’s Sponsor: Grovo

Questions or Comments? Please contact Lea Johnson:

ljohnson@trainingindustry.com