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STATE OF THE INDUSTRY

PROCESSED Just-in-Case Training

Instructor-led training model is based upon

educational model that has its roots in the

19th century . . . .

How do insure we

deliver value in our

employee training

programs?

NUTRITIONAL VALUE

Business Benefits

SATISFACTION

Employees Learn

And Grow

1. Identify target areas.

2. Outline competencies and levels of

mastery.

3. Identify gaps.

4. Gain manager support.

5. Build a BUSINESS case linking these

elements to improved bottom-line results

IDENTIFY TARGET AREAS

• Limited number for each

employee

• Figure out EXACTLY how

top performers currently

deliver results

• What will be needed in

the near future?

IDENTIFY THE GAPS

The difference

between the

current level of

performance

compared to

desired level.

ROOT CAUSE ANALYSIS

PERFORMANCE CHALLENGE:

Improve client retention by

5%

Start with…

Why are we not retaining

clients at our target of 90%?

We are only at 85%?

What do we learn?

Two causes – one has a

training solution – one does

not.

OUTLINE COMPETENCIES AND

LEVELS OF MASTERY

• Create focus

• Provide

guidance

• Benchmark

COMPETENCY LEVELS

CORE COMPETENCIES

Industry and culture

JOB FAMILY COMPETENCIES

Business discipline

JOB ROLE COMPETENCIES

Level of mastery required

GAIN MANAGER SUPPORT

• Training and

learning support

• Productivity

• Retention

• Engagement

MAJOR MANAGERIAL SKILLS GAPS

Bersin by Deloitte ,

Current Capabilities by Role,

December 2011

1. Coaching

2. Performance appraisals

3. Developing others

4. Managing change

5. Communications

6. Business acumen

BEST PRACTICES FOR A MANAGER

TO SUPPORT LEARNING

Make the employees

stakeholders.

Get involved and be a good

example.

Incorporate learning into day-to-

day work.

Celebrate and recognize.

BUILD YOUR BUSINESS CASE

• Risks of the

status quo

• Strategic value

vs. only ROI

Organizations with a strong learning culture significantly

outperform their peers…

Innovation

46%

More likely

to be first to

market

Productivity

37%

Greater

employee

productivity

Time to

Market

34%

Better

response to

customer

needs

Quality

26%

Greater

ability to

deliver

“quality

products”

Skills for the

future

58%

More

prepared to

meet future

demand

Profitability

17%

More likely

to be

market

share

leaders

BERSIN BY DELOITTE 2012

FOR: Erica, HR Manager

INGREDIENTS:

Off-site HR workshop

Online video courses:

• Let’s T.A.L.K. – Handling

the Difficult

Performance Appraisal

• Avoiding Discrimination

Problems – 5 Keys

• A.I.M. For Development

Social Learning

Assign Mentor

DIRECTIONS:

1. Target areas: Assist managers with performance

support and reviews of difficult employees

2. Manager Competencies: Coaching, Performance

Support & Management

3. Identify Gaps: SKILLS – coaching, communications

and professional development KNOWLEDGE:

discrimination rules and law

4. Manager Support – HR Director – need to ensure

HR Director knows about each element of Eric’s

individual plan and the availability of other online

resources

FOR: Paul, New Client Services

Manager

DIRECTIONS:

1. Target areas: Basic supervisory skills, help with

transition into supervisory role

2. Manager Competencies: Emotional intelligence,

Coaching, Communications and Delegation

3. Identify Gaps: Coaching – Paul has never

coached other employees before! Delegating tasks

– another area that will be completely new.

4. Manager Support –Director of Client Services – Tell

Sheryl about “From Bus to Boss” – a great book she

can read and discuss with Paul. Ensure she is aware

of support group for Paul and all online courses for

new managers as needed.

INGREDIENTS:

Classroom sessions on basic

supervisory skills

Online video courses:

Peer Today, Boss

Tomorrow

1 On 1 – Informal

Performance Review

A Leader’s Guide to

Delegating

Social Learning & Support

Group – other newly

promoted managers

Assign Mentor

FOR: Marsha, Director of

Sales

DIRECTIONS:

1. Target areas: supervising and managing other

managers, strategic thinking, change management

2. Manager Competencies; Leading diverse teams,

communicating vision and direction, Leading change

3. Identify Gaps: Change is a challenge for Marsha. We

need her coach and mentor to help her with the

challenges her team will be facing.

4. Manager Support – VP of Sales – ensure Michael is

aware of books and other online resources on change

leadership. Suggest reading Leading Change by John

Kotter as a discussion item with Marsha to help her with

initial challenges.

INGREDIENTS: Leadership Lessons series

of short videos.

Online video courses:

• Leadership, What’s

Trust Got to do With

It?

• Follow the Leader:

Vision &

Communication

Social Learning &

Support Group – other

directors

Assign Mentor from pool

of VP’s

Find outside executive

coach

A NIMBLE LEARNING STRATEGY

CONTEXTUAL

role

location

plan

CONCISE

short videos

updates

INFORMAL

everyday

ad hoc

TIMELY

just in time

moment of

need

SOCIAL

discussions

observed

behaviors

MOBILE

anywhere

anytime

BIZLIBRARY.COM

In a world of learning and development where

complexity is the enemy, BizLibrary has developed a

to delivering high

quality learning, anywhere, anytime.

MICHAEL ROCHELLE

Chief Strategy Officer

Brandon-Hall Group

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Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary