Modern Learner THE - chahrm.org · Modern Learner Bridging the Training vs. Organizational Goals...

Presented by

Meredith Masse

Modern Learner

Bridging the Training vs. Organizational

Goals Gap

ICC: Innovate. Coach. Consult. | InnovateICC.com

©2017 ICC – Innovate. Coach. Consult. All Rights Reserved. Other trademarks are owned by their respective owners. ©2018 ICC: Innovate. Coach. Consult. All Rights Reserved. Other trademarks are owned by their respective owners. 2

Trouble with Traditional Training Our Brain The Modern Learner

What Can We Do? Get Strategic About Training Use 3 Rs of Modern Learning

©2017 ICC – Innovate. Coach. Consult. All Rights Reserved. Other trademarks are owned by their respective owners. ©2018 ICC: Innovate. Coach. Consult. All Rights Reserved. Other trademarks are owned by their respective owners.

How much information can our brains

hold? What we know:

• The human brain is made up of about

100 billion neurons

• Each neuron makes 1,000 or more

connections – synapses – to other

neurons

• That’s 100 trillion synapses in total(!)

• BOTTOM LINE: our brains’ capacity to

learn and remember is astounding… 3

Trouble with Traditional Training - #1

Source: https://www.scientificamerican.com/article/new-estimate-boosts-the-human-brain-s-memory-capacity-10-fold/

If our memory capacity is so great, why do we still forget

things?

Capacity isn’t really the issue…

Moment of Truth

Think about the last training you attended.

How much do you still remember?

How much did you apply in the workplace?

[Don’t worry! You’re not alone!]

0 Min 20 Min 60 Min 9 Hours 24 Hours 48 Hours 6 Days

Ebbinghaus Forgetting Curve

How much time does the typical learner

spend on training and development during

the work week?

Forgetting curve…

Distracted, impatient learners…

So much training; so little time…

Get Strategic About Training

• Train the Right Skills

• Train the Right People

Implement 3 Rs of Modern Learning

• Redesign

• Reinforce

• Realign

What Can We Do?

Right Skills

Increase Customer

Satisfaction

Focus on Customers

Create Buy-In

Eliminate Barriers to

Change

Develop Capable Teams

Mentor & Coach

Improve Efficiency

Implement Strategy

Plan and Organize

Create Urgency

Analyze Info

Think Through Solutions

Make Good

Decisions

Right Skills

Right People

12% Drop out before finishing

Right People

Center for Creative Leadership, 2010 Harvard Business Review, 2010

40% Promoted but fail

Right People

40% Promoted but fail 33% Actively seeking other employment

Right People

40% Promoted but fail 33% Actively seeking other employment 85% Won’t become successful leaders

Right People

36% “We are not

high potentials!”

Center for Creative Leadership, 2010

Do we even ask?

Selecting the “Right” People

Performance appraisals Manager nominations Assessments

Frequency Accuracy

AMA Enterprises, 2012 Corporate Leadership Council Schmidt & Hunter, 1998

• Redesign

• Reinforce

• Realign

Redesign

MicroLearning is the process of breaking

down information into small chunks to

enable focused lessons and closing skills &

knowledge gaps.

Redesign

Sessions are short (no more 8-hour trainings!). BRIEF •

Focus on one topic, concept or idea. GRANULAR •

Experiences, presentations, quizes, videoes, games, etc., or combination. VARIOUS

Redesign: MicroLearning

Redesign: Effective Microlearning?

_________________________

BREWARE: Not all training fits the

microlearning model.

We can, however, handle reinforcement of training in 5 minutes a

10,000 Hour Rule

Results Above Repetition

Goal-Oriented

Behavior Change

Measurements

Reinforce

1. Close the 5 Reinforcement Gaps

2. Master the 3 Phases for Results

3. Provide a Perfect Push and Pull

4. Create Friction and Direction

5. Follow the Reinforcement Flow

6. Create Measurable Behavior

Change

7. Place the Participant Central

THE 7 PILLARS OF REINFORCEMENT

1. Close the 5 Reinforcement

Knowledge Gap

Skills Gap

Motivation Gap

Environment Gap

Communication Gap 33

2. Master the 3 Phases for

Results

Awareness

“Why?”

Knowledge and Skills

“How?”

Behavior Change

“APPLY!”

3. Create the

Perfect Push

and Pull

Don’t tell, SHOW

Write SCENARIOS

Encourage SOCIAL FRICTION

Ask yourself : “HOW MUCH

GUIDANCE?”

SKILLS

ANXIETY

BOREDOM

Kirkpatrick Level 4 is a minimum

Change

Level 1: Reaction

THE KIRKPATRICK MODEL

To what degree participants react favorably to the learning event

Level 2: Learning

To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event

Level 3: Behavior

To what degree participants apply what they learned during training when they are back on the job

Level 4: Results

To what degree targeted outcomes occur as a result of learning event(s) and subsequent reinforcement.

1. Close the 5 Reinforcement Gaps

2. Master the 3 Phases for Results

3. Provide a Perfect Push and Pull

Change

• Redesign

• Reinforce

• Realign

Facilitated Group Coaching

Trained Executive Coach

Organization Mentor

Realign

• Redesign

• Reinforce

• Realign

What We Must Do

A DOSE OF REALITY

If We Always Do What We’ve Always Done…

Lecture Approach Keynote Speaker E-Learning

<5-10% Retention

30-40% Retention

…We’ll Always Get What We Always Got

0 Min 20 Min 60 Min 9 Hours 24 Hours 48 Hours 6 Days

THE FORGETTING CURVE

If We Transform Our Training…

Interactive Sessions Experiential Learning Modern Learner + Organization Goals + 3 Rs of Modern Learning

50% Retention

70%+ Retention

80% Retention

AND On-the-Job Application

If We Transform Our Training…

80% Retention AND On-the-Job Application…

Apply online in just minutes!

http://bit.ly/bestcompaniesapply Choose from 3 levels of survey data cuts – from high-level to customized details ICC walks you through entire process Debrief results in depth with ICC Attend the Awards Party! Nov. 1, 2018, 4:30pm

Meredith Masse

303-865-4400 | www.InnovateICC.com

THANK YOU!

Modern Learner THE - chahrm.org · Modern Learner Bridging the Training vs. Organizational Goals...

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