Why It's Time to Enhance Your Learning Strategy............................................................................................3
Expand Your Vision of Learning..................................................................................................................................4
Collaborative Learning: What Is It—and Why Does It Matter?........................................................................7
The Value of Collaborative Learning—for Everyone..........................................................................................9
Collaborative Learning for the C-Suite.................................................................................................................10
Collaborative Learning for L&D Teams.................................................................................................................12
Collaborative Learning for Employees..................................................................................................................14
How to Develop and Deliver a Collaborative Learning Strategy..................................................................16
Five Steps to Building a Successful Collaborative Learning Strategy.........................................................16
Strategic Areas to Start Implementing Collaborative Learning.................................................................19
Embracing the Modern Workforce Employee......................................................................................................21
Contents
2
3
Why It's Time to Enhance Your Learning Strategy
You’ve heard it a hundred times. Continuous learning is critical to your talent management
strategy—and your organization’s bottom line. To that end, you’ve invested in a powerful
learning management system (LMS) and social tools, not to mention great content.
But you can still do more.
Sixty-six percent of learning and development (L&D) professionals say they still have trouble
getting employees to engage with corporate learning.1 And while employees say that
opportunities for development are a key factor in staying with their current job, “the
average knowledge worker spends just 1% of their time on training and development.”2
So what's the solution?
Enhance your training culture by implementing new tools to support the collaborative and
informal ways employees learn today. Read on to find out how.
4
You’ve heard it a hundred times. Continuous learning is critical to your talent management
strategy—and your organization’s bottom line. To that end, you’ve invested in a powerful
learning management system (LMS) and social tools, not to mention great content.
But you can still do more.
Sixty-six percent of learning and development (L&D) professionals say they still have trouble
getting employees to engage with corporate learning.1 And while employees say that
opportunities for development are a key factor in staying with their current job, “the
average knowledge worker spends just 1% of their time on training and development.”2
So what's the solution?
Enhance your training culture by implementing new tools to support the collaborative and
informal ways employees learn today. Read on to find out how.
of learning and
development (L&D)
professionals say
they still have trouble
getting employees to
engage with
corporate learning.1
66%Expand Your Vision of Learning
The world of work has changed. But our learning methods are based on Industrial Age models.
It’s all too common: we still think about learning as a solitary,
individual endeavor. Until recently, workplace learning was
an isolated event. Job training experiences took place in a
classroom, outside the normal work environment. Though
despite being in the company of others, employees
experienced learning—listening, studying, taking
tests—alone.
But learning can - and should - be so much more
New tools are available to help you enhance traditional
training methods by combining them with a user experience
that is collaborative, engaging, and reflective of the new
way of learning.
Employees want a simple, sleek
user interface and experience
that enables learning to be easy
and available on-the-go.
FORMAL INFORMAL
WITH COLLABORATIVE LEARNING STRATEGIES
EVOLVE YOUR APPROACHTO TRAINING
CollaborativeLearning
SocialLearning
TraditionalLearning
RelevantContent
User-friendlyInterface
5
Traditional learning includes
classroom training,
e-learning, and blended
learning methods.
Content is most e�ective - and
retention the highest - when it is
engaging, bite-sized, and
addresses both soft and hard
skill sets.
Social learning focuses on
employees engaging in learning
modules, i.e. watching a video,
then discussing via dedicated
online learning forums.
Collaborative learning is
driven by employees sharing
critical insights and
knowledge with their
colleagues.
6
The current learning trend is around “social” learning.
Yet outside of the technology designed to facilitate it, social
learning isn’t that revolutionary. Useful, yes, but it’s only used
in the context of traditional L&D methods. Any new
developments in corporate learning have been simply about
adding new techniques to the existing paradigm.
Collaborative learning enhances previous learning methods.
Collaborative learning shifts learning and development’s
foundation from being leadership-driven to
employee-driven—though leaders retain a crucial guidance
role. Collaborative learning contributes to the e�ectiveness of
the organization in a holistic, symbiotic way.
Ultimately, collaborative learning allows learning and work to be not just interdependent, but unified.
“Collaborative learning (helps) to
build a workforce that
can survive in the
new world of work.”3
7
Collaborative Learning: What Is It—and Why Does It Matter?
We need to rethink how we define learning. Traditional learning methodologies may not
always blend with the speed of business, the global nature of our workforce, or the new
generation of employees.
Collaborative Learning is based on the premise that individuals learn more through sharing and social interactions than they would alone.
Employees not only learn from each other; they also experience deeper learning through
the exchange of information and the varied perspectives of their peers. Critical thinking
skills are also heightened and deeper relationships are built between team members.
8
According to Bersin, learners retain 5% of
what they hear, 10% of what they read, and 50% of what they
learn through discussion and interaction. In tandem with
direct experience—on-the-job learning—retention can soar
to 75% or more.4
Perhaps most critical for an organization’s productivity and bottom line, collaborative learning
improves knowledge retention.
9
The Value of Collaborative Learning—for Everyone
Collaborative Learning creates a culture of passion and purpose.
As hierarchies dissolve inside and outside the workplace and re-form as networks,
collaborative learning becomes an even more valuable tool in creating a deep, meaningful
workplace culture.
Collaborative learning is more than just a powerful tool in achieving overall organizational
objectives, such as engagement, productivity, and innovation. It’s also highly beneficial to
every stakeholder, from executives to L&D professionals to employees.
Collaborative Learning for the C-Suite
Collaborative learning delivers significant ROI in obvious—and less than obvious—ways.
A collaborative learning strategy has the potential to improve productivity and engagement,
increase innovation, and allow organizations to deliver more to stakeholders. But collaborative
learning’s value to the C-suite isn’t just about the obvious ROI. With collaborative learning, the
C-suite delivers four key benefits.
Harness the skills and knowledge of an entire workforce.
By extending learning into daily interactions, learners can share
experiences, stories, and tacit knowledge that is otherwise
di�cult to capture and deliver through formal learning programs.
Reduce reliance on costly outside expertise.
For too long, organizations have had to rely on expensive,
external consultants. In contrast, via a collaborative learning
strategy, the organization suddenly has access to tremendous
internal resources: employee knowledge, skills, and wisdom.
FOR
C-SUITE
10
Drive organization-wide collaboration—and solve problems faster.
Geographical boundaries, work schedules, and even
traditional hierarchies no longer have the power to limit
how an organization mines employee experience.
Collaborative Learning enables the sharing, expansion,
and deployment of best practices from every corner of
the organization. As a result, work gets done faster and
more e�ectively.
Foster a culture of innovation.
A collaborative learning program creates the conditions
necessary for innovation: connection, feedback, and
inspiration. At a time when an organization’s new
services or products can be duplicated in weeks, the
capacity to innovate becomes the only sustainable
competitive advantage.
Employees in any
o�ce can share sales
or product information
in real-time with their
counterparts in other
locations. This vital
data can be
harnessed to drive
both short and long
term growth.
FOR
C-SUITE
11
Learn how to unify your entire workforce
Download Executive Brief
Collaborative Learning for L&D Teams
Collaborative learning enables L&D experts to play a stronger role in driving the success of the organization—and proving their worth as strategic partners.
Statistics are grim for hard-working L&D and HR professionals. Only 14% of L&D leaders
believe they’re seen as strategic partners in their organization, and 52% are viewed as
“mediocre” by senior leadership.5 Yet a collaborative learning strategy can give L&D and HR
teams a place at the leadership table.
Only 14%of L&D leaders believe they’re seen as
strategic partners in their organization, and 52% are viewed as
“mediocre” by senior leadership.5
FOR
L&D TEAM
S
12
Transcend the role of facilitator and become curator, consultant, and expert.
With collaborative learning, L&D teams can guide the learning
process—a crucial role in collaborative learning strategy–by
using their innate people skills to nurture cohorts and teams,
and o�er significant input into creating the workplace culture.
More e�ciently deliver leadership training.
The use of cohorts within collaborative learning allows employees
to learn together while simultaneously providing ongoing leadership
training and alternating between being the teacher and the student.
Identify and develop successors faster.
With cohorts, HR leaders can also easily identify those who
may already be ready for new opportunities, via real-time
observation of an individual employee’s motivation, initiative,
and leadership skills within the cohort.
FOR
L&D TEAM
S
13
Learn how to e�ciently deliver training
Download L&D Brief
Collaborative Learning Enables L&D Teams to:
The sales leader of
Territory A can teach the
sales leader of Territory B,
and vice versa. These
collaborative exchanges
of knowledge can help
fuel expansion and help
discover those with true
leadership potential.
Tap into employees’ desires for “lifelong” learning.
“Lifelong” learning is now a priority for every
generation, not just Millennials—as evidenced by the
proliferation and popularity of no-cost, online
learning forums such as Coursera, MIT’s community
education, and Kahn Academy.
Collaborative Learning for Employees
Collaborative learning helps employees be more productive, engaged, and passionate—about their careers and their organization.
Employees are capable of—and asking for—more from their employers. Studies show they
want to be engaged, they want to feel an intimate connection with the workplace, and most
critically, they want to experience learning as an integrated part of the work environment. Via
collaborative learning, organizations can:
FOR
EMPLO
YEES
14
Drive engagement.
Collaborative learning allows employees to learn
continuously within the context of their jobs.
Employees are not only more likely to stay motivated,
but also to use learning to develop their careers within
the organization.
Create a purpose-driven organization.
Collaborative learning promotes loyalty and retention
by allowing employees to be experts in their own
sphere. Employees become true contributors,
collaborators, and investors in the organization’s
success.
FOR
EMPLO
YEES
Learn how to drive employee engagement
Download Employee Brief15
Collaborative Learning
bolsters retention by
allowing employees to
show o� their
expertise and fostering
their innate goals of
making training a
lifelong endeavor.
How to Develop and Deliver a Collaborative Learning Strategy
Consider these Five Steps to Building a Collaborative Learning Strategy:
Demonstrate the potential value early on to gain buy-in and executive support.
Executives need to know that investments made now will
pay o� sooner rather than later. Start with the research,
and use both studies and peer results. Use ROI matrices
to show how collaborative learning can increase
engagement, productivity, and innovation.
1
16
Ensure alignment with business objectives.
Develop your plan with key stakeholders' broader
organizational objectives in mind. Connect with senior
management first to clarify which objectives are
paramount. Asking for their input also fosters critical
executive buy-in.
Create collaborative learning content, tools, and social networks.
Create learning opportunities that can be accessed at
any point during the training experience. Build
synchronous and asynchronous environments for
connection; design peer training modules and forums;
and expand micro-training opportunities. In addition,
prepare L&D teams for their roles as guides by keeping
learners engaged and accountable, moderating
discussions, and functioning as mentors.
2
3
17
4
5
Create cohorts to build leaders faster and nurture employee engagement.
Use cohorts to allow peers to learn together and
alternate managerial responsibilities. As these
responsibilities are exchanged, HR can quickly identify
those who demonstrate leadership potential. Cohorts
also improve engagement and accountability within
teams to ensure all members are meeting the
expectations of the group.
Leverage the right technology.
To facilitate all aspects of collaborative learning, and to
deliver both content and opportunities for connection,
you need the following tools: your Cornerstone LMS and
a social platform. Together, these solutions create a
collaborative environment that is accessible for all
employees. These tools also allow L&D teams to provide
guidance—without relying on external social
platforms—and ensure access to real-time tracking,
reporting, and analytics.Learn how to unify your LMS and social platform
Let’s Talk18
Strategic Areas to Start Implementing Collaborative Learning
You understand your goals, have buy-in from the exec
team, and have great content. But it still seems
overwhelming. Here are 3 key areas where
collaborative learning can show measurable impact.
Focus on your future with leadership development.
Build formalized coaching and mentoring programs that
develop the skills of your high potential employees.
Assign mentors to cohorts of top performers and guide
them through personalized training, facilitate
collaboration around shared projects, and assess
progress to strengthen leaky leadership pipelines.
19
Ease Employee onboarding.
Personalize the onboarding process by delivering
targeted training and facilitating employee introductions
to increase interactions and opportunities to learn on
the job. Whether your goal is to acclimate new hires to
your organizational culture or transition employees into
new roles, tailored induction programs will help
employees acclimate and become productive faster.
Embrace and engage your remote workforce.
Create one space where your dispersed workforce can
access up-to-date information, resources and learning
needed to adapt to evolving organizational needs.
Teams, from sales to finance to marketing, receive
critical information, news, and training to keep pace
with industry and market requirements and trends.
20
Embracing the Modern Workforce Employee
Success today for any organization, in any industry, depends on a new breed of employee.
Employees need to be independent and inter-dependent, self-directed and team players,
eager to lead and to listen.
Yet developing this “modern” worker requires more than traditional—or even social—learning methods.
Instead, organizations must begin using collaborative learning strategies, learning that
unifies work and learning to harness employee knowledge, engage the entire workforce, and
solve challenges faster.
While creating a successful collaborative learning strategy starts with smart planning, its longevity relies on smart technology.
Tools that unify learning and communication, content and social networks, are crucial to both
making a strategy operational and ensuring ROI. With the right technology, organizations can
drive innovation, improve agility, and establish a culture that values both profit and purpose.21
Contact Your Client Executiveor Visit us at
csod.com/collaborative-learning/learn-more
Used by more than 2200 companies worldwide, Cornerstone OnDemand is the only truly unified system
designed to enable comprehensive talent management, from one platform, with one login.
As a result, organizations can place more focus on engaging every employee while spending less time
managing multiple systems. Cornerstone helps organizations improve productivity and profitability by
delivering key insight into the entire employee lifecycle:
CORNERSTONE
CONNECT
CORNERSTONE
RECRUITING
CORNERSTONE
ONBOARDING
CORNERSTONE
LEARNING
CORNERSTONE
PERFORMANCE
CORNERSTONE
COMPENSATION
CORNERSTONE
SUCCESSION
Sources
1 Johnson, Dani; and Tauber, Todd. “Marketing Lessons for L&D.” CEDMA-Europe.org. Date published: Nov. 2014. Date accessed: Aug. 3, 2015.
http://www.cedma-europe.org/newsletter%20articles/Inside%20Learning%20Technologies%20and%20Skills/Marketing%20Lessons%20from%20L&D%2
0(Nov%2014).pdf
2 Cohen, Jordan; and Birkinshaw, Julian. “Make Time for the Work That Matters.” Harvard Business Review. Date published: Sept. 2013. Date accessed:
Aug. 3, 2015. https://hbr.org/2013/09/make-time-for-the-work-that-matters
3 Hart, Jane. “5 Stages of Workplace Learning (Revisited Again).” C4LPT. Date published: March 30, 2015. Date accessed: Aug. 3, 2015.
http://www.c4lpt.co.uk/blog/2015/03/30/5-stages-of-workplace-learning-revisited-again/
4 Josh Bersin. “Collaborative Learning: Formalizing Informal Learning.” Bersin. May 21, 2008. Page 4.
5 “Three Marketing Lessons for L&D.” Bersin. 2014.
“Enhance Your Training Strategy with Collaborative Learning”
© 2015 Cornerstone OnDemand, Inc. Empowering People