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THE TOOLS YOU NEEDTO BUILD THE LEARNINGCULTURE YOU WANTSeptember 12, 2016
OLLIE CRADDOCK | Mind ToolsSVP Commercial Development [email protected]
TODD TAUBER | DegreedVP of Product [email protected]
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AGENDA
HELLO.
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1 Learning Culture Today
Evolving Role of L&D
Role of Content
Role of Technology
Q&A
We’re Degreed.And Mind Tools 2
345
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POLL: HOW WOULD YOU DESCRIBE YOUR LEARNING CULTURE?
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“We define a learning culture as learning that happens anytime, anywhere, and anyhow. Learning is a mindset and a lifestyle, and for SAP, it is a key differentiator.”
Manette Chadwick, VP & COO, Learning Center of Excellence and Execution, SAP.
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6 ESSENTIAL COMPONENTS OF LEARNING CULTURE
Learning
Culture
Encourage Reflection
BuildTrust
Demonstrate Learning’s
Value
EnableKnowledge
-Sharing
FormalizeLearning as
a Process
EmpowerEmployees
Source: Bersin by Deloitte, 2013
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Only 31% of organizations report
having a culture of learning
‘Building a culture of learning’ - ATD 2016
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MOST DON’T HAVE ONE
• Because historically L&D has focused on meeting organizations’ requirements, not employees.
• While L&D may have previously provided most employee learning, other sources now provide employees with more learning opportunities.
• This is why today, 79% of learning comes from non-L&D sources.
CEB 2014
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GOOD NEWS – PEOPLE WANT TO LEARN
MindTools.com, January 2016 (Q6, sample size = 2,156)
0 Up to 1 Up to 2 Up to 4 Up to 8 8 or more
0100200300400500600700800900
How Many Hours a Month Do You Spend On…
Prescribed Training Self-directed learning
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IMPROVE PRODUCTIVITY
• Every day, employees waste approximately 11% of their time on unproductive or “scrap” learning.
• This misuse costs the average organization $5 million per 1,000 employees in lost productivity each year.
• We will all benefit from a shift in learning participation to learning productivity.
Stop Wasting Your Learning Investments PDF - CEB
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THIS IS REINFORCED BY MIND TOOLS' RESEARCH
• 97% Managers & Professionals “Responsible for my own development”.(61.17% (1238) “Strongly Agree”, 36.17% (718) “Agree”, n=2024.)
• 97% “Self-directed learning improves my business performance.”(51.63% (1044) “Strongly Agree”, 45.05% (911) “Agree”, n=2022.)
MindTools.com, January 2016 (Sample size = 2,303)
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THERE’S A MASSIVE OPPORTUNITY IF WE CAN HELP THEM – IN A WAY THAT SUITS THEIR HYPER-BUSY LIVES.
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Ann Schulte, Global Leader - Learning and Leadership Development, Procter & Gamble
“You are not giving up control. You are
sharing control with the learner.”
Source: Bersin by Deloitte, IMPACT 2016 Conference, 5/2016
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LEARNING IS SOMEONE’S AND EVERYONE’S JOB
Degreed, How the Workforce Learns in 2016, 2/2016
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EMBRACE L&D’S NEW ROLE:SUPPLY AND EMPOWER
Source: Degreed, How the Workforce Learns in 2016, 1/2016;Question: Where do you go for guidance and/or recommendations
when you need to learn something new?
Workers’ typically start their learning experiences with social and search – not with L&D or HR
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TRADITIONAL L&D IS NOT OBSOLETE.BUT IT ISN’T COMPLETE.
On average, workers give their employers’ learning and development opportunities a Net Promoter Score of…
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Detractors(-100)
Promoters(+100)
-31
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MORE LEARNING DOESN’T ALWAYS MEAN BETTER L&D
• The best organizations build a culture of productive learning
• Opportunity: Personalize learning opportunities – don’t just increase available content
• Capability: Teach employees how to learn – don’t just provide learning content
• Environment: Share ownership of learning environment – don’t just mandate learning
Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014
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Evolving your content strategy
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Finding the Right Information at the Right Time and in the Right Format.
We can’t do that for our employees – we have to enable them to do that for themselvesCuration & Marketing
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CRITICAL IS TO BUILD CONTENT INTO THE WORKFLOW
• “People know that a lot of learning content is available, but don’t feel they can take time away from their jobs for learning.
• Enabling employees to take time during the workday to learn, without having that learning compete with the performance goals for which they are being held accountable.
• People make time for the things they deem important.
• We need to position learning as critical to employees’ growth and success, and then help them find solutions within the context of their workday.”
Manette Chadwick, VP & COO, Learning Center of Excellence and Execution,, SAP
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AN EXAMPLE – SHAREDOWNERSHIP OF A LEARNING MINDSET
• A global broadcaster wanted to develop a culture of productive learning.
• Prescribed training interventions had delivered limited impact.
• They shifted dramatically to a shared ownership of a learning mindset.
• Individuals felt more empowered, enabled with the right knowledge and engagement increased significantly.
58 minutes of learning
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AN EXAMPLE –EMPOWER INDIVIDUALS IN L&D’S NEW ROLE
• Empower individuals to take ownership of their development.
• Right size resources and weave into their daily workflow & personalized development interventions.
• We have seen at least a 2x increase to individual engagement.
• Increased value from learning investments.
Learning as an individual process
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Evolving your infrastructure to
deliver it
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SHAPE THE LEARNING CULTURE.INSIDE AND OUTSIDE THE LMS.
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Worker
Not enough time for
L&D offerings
Not enoughguidance
ordirection
Not enoughrecognitionor reward
OBSTACLE 1
OBSTACLE 2
OBSTACLE 3
Expertise
-47 NPS -62 NPS -71 NPS
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INVEST IN MORE DIVERSE PORTFOLIO OF LEARNING SOLUTIONS.
Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
(-20%)
Higher-Impact L&D Organizations Deliver...
(-20%) +13% +90%Less
trainingvia ILT, vILT
and e-learning
More learning
via on-the-job
experiences
More learning
via collaboratio
n and coaching
More learningvia on-
demand resources
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SMOOTH THE PATHWAYS TO LEARNING…INSIDE AND OUTSIDE THE LMS.
Source: Degreed, 2015
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TRACK, VALUE AND SHARE ALL KINDS OF LEARNING
Source: TinCanApi.com, Who’s using the Tin Can API?, 6/2015; Degreed internal data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions
Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn: Please Fix Endorsements, 2/2014
150+Adopters
~2Million Profiles
4Million
OpenBadges
5MillionProjects
10Million
Repositories
3Billion
Endorsements
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THE LEARNING CULTURE YOU WANT
MORE FREQUENTLY.
MORE PEOPLE…
LEARNING SMARTER…
Degreed customer case study
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THE RESULTS YOUR CEO WANTS
MORE EFFECIENT L&D INVESTMENTS.
MORE ENGAGED EMPLOYEES...
MORE AGILE + PRODUCTIVE WAYS TO LEARN...
Degreed customer case study
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MORE PRODUCTIVE LEARNING CULTURE MEANS BETTER BUSINESS RESULTS
• Employees perform
12% better
• Companies see
1.4% higher revenues
• Companies see
3.2% higher profits
Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014
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KEY TAKE-AWAYS
• People are motivated to learn. But they’re just hyper-busy.
• Traditional approaches don’t work well for busy people. They need a much faster and more flexible way of learning.
• Busy people want to be in control. Share that control with them.
• Understand where they are, online and offline - they are your customer. Market vigorously to them, so learning is at the front of their minds.
• Make content easy to find, easy to access, and enjoyable, in small chunks of time as part of their normal workflow.
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QUESTIONS?VISITget.degreed.commindtools.com
[email protected]@mindtools.com
FOLLOW@degreed@toddtauber@mind_tools@thisisocraddock
