TowardsMaturity www.towardsmaturity.org/benchmark

CLC Seminar5th March 2015

REPORT THAT

LEARNERS AND

MANAGERS ARE

RELUCTANT TO

THE TRUTH ABOUT ONLINE LEARNING…

THREE

FIV

E

OUT OF

ENGAGEShould we be asking if our staff are

really ready for online learning?

MORE MATURE ORGANISATIONS ARE ENGAGING STAFF

READINESS CHECKLIST:

6 QUESTIONS TO ASK YOURSELF

1.2.3.4.5.6.

DO OUR STAFF HAVE THE SKILLS

AND CONFIDENCE TO LEARN ONLINE?

ONLY 18%OF L&D LEADERS SAY

LEARNERS ARE CONFIDENT

TO MANAGE THEIR OWN

DEVELOPMENT

58%OF L&D SAY

LEARNERS ARE

CONFIDENT USING

COMPUTERS

CAN THEY GET TO WHAT

THEY NEED EASILY?

ONLY 46%OF L&D AGREE THEY HAVE GOOD

LINKS WITH THE IT DEPARTMENT

DO YOU HAVE A CULTURE

OF COLLABORATION?

ONLY 20%L&D AGREE THEIR STAFF KNOW

HOW TO WORK TOGETHER TO

PRODUCTIVELY CONNECT AND SHARE

55% L&D SAYPAST E-LEARNING EXPERIENCES

FELL SHORT OF EXPECTATIONS

ARE THEY WEIGHED DOWN

BY POOR PAST EXPERIENCE?

30% LEARNERSPOOR CONTENT IS A BARRIER

DO YOUR LEADERS GET IT?

58% L&D SAY MANAGERS ARE RELUCTANT TO ENGAGE WITH ONLINE LEARNING

ONLY 26% TOP MANAGERS ARE SEEN TO USE LEARNING TECHNOLOGIES

ARE YOUR TRAINERS READY?

ONLY 26%OF L&D STAFF HAVE THE SKILLS TO USE

LEARNING TECH FOR BUSINESS ADV.

HOW DO WE GET READY?

How can we increase skills and confidence?

How can we improve access?

How can we encourage a culture of collaboration?

How do we help our leaders get it?

How do we help our trainers get ready?

How do we overcome past experiences?

25 MEMBERS OF THE CHARITY LEARNING CONSORTIUM

PROVIDE PRACTICAL IDEAS ON HOW TO GET READY

FEEDBACK

How can we increase skills and confidence?

Are our staff aware of how to learn online?

Do they have permission to do this?

• Create guides to prepare people for learning online• Work with media that are familiar to most users

(e.g. video, podcasts, how-to’s)• Encourage learners to seek their own learning content

(e.g. via You-tube, TED talks)• Make the most of induction training: model what good

looks like• Reduce internet access restrictions – allow staff to work

at home (where they might also have more support)• Consider how to help your staff get online (check out

this How-to Guide from Towards Maturity)• Introduce online learning in a safe environment

(e.g. classroom)• Meet them where there are: ask how they are currently

using technology to learn how to do their jobs effectively

How can we encourage a culture of collaboration?

A learning culture is about staff actively learning from their

experiences.

FEEDBACK

• Provide time to reflect• Provide time for teams to get together to talk about

developments for the week• Encourage managers to engage their teams in

reflecting on how they are doing their job differently.• Signpost staff to resources and people who will help

them do their job better• Go to where people are already meeting• Model the benefits of collaboration with senior

managers• Model the benefits of collaboration with trainers• Recognise or reward staff who share• Make it easy for staff to share• Communicate clearly about the benefits of

collaboration

How can we improve access?

Being able to access learning and being clear

about what is available to access is critical.

FEEDBACK• Make friends with your IT department: understand

what technologies they are implementing that could be leveraged in the learning process

• Collaborate with providers to address technical issues around access

• Encourage providers to connect directly with IT departments

• Be clear about signposting staff to learning• Be proactive and increase goodwill with learners• Provide positive motivation to engage rather

emphasise the mandated approach• Communicate constantly• Remove programmes that are no longer relevant• Keep staff updated• Make sure you implement a communications

programme with all stakeholders

How do we overcome past experiences?

FEEDBACK• Create guides to help people prepare for learning online• Listen to learners: what are the issues? Fix them! • Identify FAQs: to help with common problems• Design content that is easy to follow and use• Empower managers: help them help staff to apply

learning to ensure programmes are applied (and useful)• Run an online learning champions group: support the

people who are supporting the learners at a local level• Involve staff in the design stage: ensure programmes are

relevant and the right length• Build in technologies that people are already familiar

with (e.g. video stories)• Communicate new design features well to show that new

programmes are different• Encourage peer to peer feedback on success stories• Understand skills gaps and tailor learning to need, rather

than ‘sheep dipping’• Deal with issues positively and in a timely manner

How do we help our leaders get it?

Leaders are essential in building a culture that is open to online learning.

FEEDBACK

• Leaders are often interested but for the wrong reasons (cost savings) – use external evidence to show the positive impact of learning online (increased staff engagement, productivity etc.)

• Regularly communicate positive benefits of programmes• Use external evidence/case studies to show the need to

do things differently to stay at the forefront of the market• Expect leaders to engage in learning, apply learning and

encourage their teams to do the same• Involve senior managers in designing learning and

identifying what success needs to look like ‘back at work’• Talk in terms of OUTCOMES, not learning inputs and costs• Model good online learning practices (reflection, on the

job support, and collaboration) in learning programmes

How do we help our trainers get ready?

Classroom trainers are often the first port of call for learners yet they are intimidated by change

FEEDBACK

• Trainers touch the organisation in many ways: leverage their broad knowledge and connections

• Involve trainers in the design of blended learning solutions• Build their skills and confidence in applying technology • Encourage trainers to incorporate online resources in the

class that can be used by staff back at work to support performance

• Invest in the skills of trainers: their role will shift and they need to be prepared

• Give trainers the space to build their offerings and experiment

• Use evidence to encourage change

BONUS Q:

HAVE YOU ASKED THEM?

Find out more about the Towards Maturity Learning Landscape Audit:

www.towardsmaturity.org/learner

www.towardsmaturity.org/learnervoice1 www.towardsmaturity.org/2014benchmark

How have you prepared YOUR staff for online learning?

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