WEBINAR BROUGHT TO YOU BY:

? WHAT IS THE BIGGEST BARRIER YOU HAVE FACED RELATED TO LEARNING AND DEVELOPMENT ON THE JOB?

WHAT WE HOPE YOU’LL LEARN

The strategic framework for effective learning and development programs.

The five barriers organizations often face.

Best practices about how you can overcome the barriers.

Everyday we create

bytes of data… So much that 90% of the data in the world has been created in the last two years alone.

SOURCE: IBM Understanding Big Data: Analytics for Enterprise Class Hadoop and Streaming Data

2.5 QUINTILLION

Over 6 billion hours of ….video are watched each month on YouTube…

that's almost an hour for every person on Earth.

THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB

1986 1997 2006

Source: Robert Kelly, Carnegie-Mellon University

If we just put a great employee

training program together, the

employees will love it….

In a world of learning and development where complexity is the enemy, [organizations need a] simple and nimble approach to delivering high quality learning, anywhere, anytime.

MICHAEL ROCHELLE Chief Strategy Officer

Brandon-Hall Group

complexity is the enemy.

EFFECTIVE TRAINING

PROGRAMS

COMMON BARRIERS

X

X X

EFFICIENCY

STATUS QUO MANAGER SUPPORT

X CONVENIENCE X TRAINING MINDSET

EFFICIENCY

• Focus on outputs rather

than inputs

• Effectively using

technology

• Build, buy and borrow

• Complex systems and

structures

Top Learning Solutions for 2014

• Off-the-shelf content

• Video training

• Learning management

systems

• Mobile learning

Cox eLearning Consultants,

Learning Solutions Forecast:

2014 Edition

WHY VIDEO AND ELEARNING? COST

Reduce training budget without

sacrificing effectiveness

REACH More employees, at lower

cost

TRAVEL Reduce or eliminate travel costs

PRODUCTIVITY Ensure productivity and

minimize away from work

FEATURE BENEFIT

EFFICIENT Capable of teaching the same material in less time and reducing the

duration of class time

ADAPTABLE Addresses both formal and informal learning needs

AVAILABLE No need to schedule learning with a 24x7x365 solution

SCALABLE Reaches more employees faster and with greater consistency

EFFECTIVE Found to be as effective as face-to-face learning*

ECONOMICAL Cost -effective for any size audience

*U.S. Department of Education, Office of Planning, Evaluation, and Policy Development, Evaluation of

Evidence-Based Practices in Online Learning: A Meta-Analysis and Review of Online Learning Studies,

Washington, D.C., 2009, revised 2010.

ONLINE LEARNING MAKES SENSE

COLLABORATIVE

Network-based and driven

Content curators and creators

Smaller and decentralized

FLAT – fewer managers more SPECIALISTS

TECHNOLOGY dependent

Tips for Harnessing Informal Learning

• Accountability

• Work smarter

• Model behavior

• Get the right people and tools in place

STATUS QUO

• Inertia and risk

aversion

• Processes and systems

are hard to change

• Training and

development

laggards

It takes all the running you can do, to keep in the same place. If you want to get somewhere else, you must run at least twice as fast as that.

The Red Queen Through the Looking Glass

by Lewis Carroll

ORGANIZATIONS WITH A STRONG LEARNING CULTURE SIGNIFICANTLY OUTPERFORM THEIR PEERS…

46% 37%

33% 26%

58% 17%

INNOVATION: more likely to be

first to market

PRODUCTIVITY: greater productivity

CUSTOMER SERVICE: Better response to

customer needs

QUALITY: Greater ability to deliver “quality

products”

SKILLS: More prepared to

meet future demand

PROFITABILITY: More likely to be market share leaders

SOURCE: BERSIN BY DELOITTE

Change Management

• L&D must take leadership role

• 70% of change initiatives fail (John Kotter – Harvard School of Business)

• Holistic view and commitment to follow-through

CONVENIENCE

• A “conspiracy of

convenience”

• Throwing training at a

challenge or problem

• Alignment with the

organizations strategic

goals

Root Cause Analysis

• Systematic approach

• Relentless and

objective pursuit of

objective truth

• Ask “why?”

WE DON’T HAVE TIME FOR TRAINING - Case Study

CHALLENGE: Making time for training

SOLUTION: TAG TRAINING –

5-10 minutes for a video

Tag cube neighbor Discuss at the end of the day

BENEFIT: Maintain workflow and service standard

“TRAINING” MINDSET

• Change focus from input

to performance

• Are the right things being

measured? Activity or

performance

• Kirkpatrick levels

Executives Want to See More Impact and Value

Ranked Importance to Exec’s

Measure Learning Evaluation Level

Example Currently Measured

1 Impact 4 “The Accel project contributed 20% to our reduction in error rates this fiscal.”

8%

2 Value 5 “Within one year, the East program will achieve a 2:1 benefit-cost ratio.”

4%

3 Awards 0 “Our learning program won an award from Chief Learning Officer magazine.”

40%

4 Application 3 “78% are applying their new skills to their jobs”

11%

5 Learning 2 “92% of participants increased their skills”

32%

6 Activity 0 “Last year 7,800 employees participated in our learning programs”

94%

7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%

8 Reaction 1 “Employees rated our training very high with an average of 4.5 on a 5 point scale”

53%

Source: How Executives View Learning Metrics by Patti and

Jack Phillips, CLO Magazine, Dec 2010

TRAINING NEEDED TO: TRAINING ACTIVITIES

Increase revenue Sales training

Improve quality Attention to detail courses

Reduce turnover Manager communication skills

Improve morale Open access to online courses

Satisfy customers Customer service courses

BUSINESS NEED QUANTIFYING

QUESTIONS

Increased revenue Buy how much? In which areas?

Improved quality Improved how?

Reduction in turnover What percentage reduction?

Improved morale Improved how?

More satisfied customers In what way?

MANAGER SUPPORT

• No other relationship has

more impact

• Manager support and

involvement at every

stage is crucial

WHAT’S IN IT FOR THEM?

INCREASED EMPLOYEE SKILL

INCREASED PRODUCTIVITY LEVELS

IMPROVED EMPLOYEE MORALE

EMPLOYEE RECOGNITION

INCREASED CREATIVITY AND INNOVATION

MANAGER OUTREACH

Make the Employees Stakeholders

• Organizational mission

• Engagement

• Tools and resources

• Continuous feedback

KEY TAKE-AWAYS

We need a different approach to learning and development. Focus on performance.

What are the barriers my organization faces? Start with manager support – it’s the single most important factor.

Sometimes it’s a change in culture. Change isn’t always easy.

RECOMMENDED RESOURCES

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Course Series: How to Know What

We Know

Short videos each less than 10

min.

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DURATION: 15 min.

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Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

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