How Your Managers Want to Learn

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How Your Managers Want to Learn How Your Managers Want to Learn 1 How Your Managers Want to Learn

Transcript of How Your Managers Want to Learn

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How Your Managers Want to Learn

How Your ManagersWant to Learn

1How Your Managers Want to Learn

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This Session

1 The Challenge… and the Opportunity

2 How do Managers Learn, Now?

3 How do They Want to Learn?

4 What Does This Mean for L&D?

5 Five Key Takeaways

6 Questions

How Your Managers Want to Learn

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How Your Managers Want to Learn

20 years experience. From blog

background.Blogs live or die by

their ability to engagetheir audience.

Why Listen to Us?

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More than 27 million learners around the

world use Mind Tools’ resources every year

We partner with some of the biggest

organisations in the world

Two global surveys of more than 1,600

managers, conducted in 2016 and 2017

Why Listen to Us?

Specialists in management and

leadershipdevelopment

How Your Managers Want to Learn

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How Your Managers Want to Learn

Managers: The Challenge…and the Opportunity

How Your Managers Want to Learn

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How Your Managers Want to Learn

The Challenge – People are Very Busy, and Very Stressed

UK HSE Labour Force Survey, Oct 2015

440kcases a year of

workplace stress

9.9mdays lost in 2014/2015

Workoverload

a main cause

70%experience stress from

work

22%of people

“under extreme stress”

American Psychological Association, Jan 2012

How Your Managers Want to Learn

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How Your Managers Want to Learn

MindTools.com, 2016 and 2017 surveys (Sample size = 1,348. and 287)

“often defer learning to focus on

delivery issues”

64%70%of managers too busy to do more learning at work

MindTools.com, 2016

The Challenge - Managers are Particularly Busy and Stressed

How Your Managers Want to Learn

On a scale of 1 to 10, where 1 means you have no stress and 10 means you have a great deal of

stress.

What would you consider a healthy level of

stress?

How would you rate your average level of

stress during the past

3 months?

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How Your Managers Want to Learn

The Opportunity – Managers Really Want to Learn

97%Managers:

“Responsible for my own development”

(63.32% (763) “Strongly Agree”, 33.86% (408) “Agree”, n=1,205.)

98%Self-directed

learning improves my

business performance

(53.32% (642) “Strongly Agree”, 44.68% (538) “Agree”, n=1,204.)

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How Your Managers Want to Learn

The Opportunity – Managers Really Want to Learn

MindTools.com, 2016 (Sample size = 1,184)

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How Your Managers Want to Learn

The Opportunity – Managers Really Want to Learn

MindTools.com, 2016 (Sample size = 1,184)

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How Your Managers Want to Learn

The Opportunity – They Spend a Lot of Time Learning

MindTools.com, 2016 (Sample size = 1,184)

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How Your Managers Want to Learn

The Opportunity – They Spend a Lot of Time Learning

MindTools.com, 2016 (Sample size = 1,184)

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How Your Managers Want to Learn

MindTools.com, 2016 (Sample size = 1,184)

Good News – This Learning Benefits the Organisation

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How Your Managers Want to Learn

How do Managers Learn, Now?

How Your Managers Want to Learn

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How Your Managers Want to Learn

Conferences & trade shows

Instructor-led classes

E-learning courses

Coaching & Mentoring

Live classes (external)

Podcasts & audio booksOnline

courses

Live networking

Webinars

Online networks

AppsVideos

Books

Articles & blogsWeb search

Peer/teaminteraction

EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR

L&D

-LED

SELF

-DIR

ECTE

D

Degreed, How the Workforce Learns in 2016.

How Managers Learn – Online is a Huge Part of the Mix

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How Your Managers Want to Learn

How Managers Learn – Search and Recommendation

MindTools.com, 2017 (Sample size = 287)

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How Your Managers Want to Learn

MindTools.com, 2016 (sample size = 1,255)

How Managers Learn – Mostly in Their Own Time

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How Your Managers Want to Learn

How do They Want to Learn?

How Your Managers Want to Learn

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How Your Managers Want to Learn

How do They Want to Learn? – They Want Control

MindTools.com, 2016 (sample size = 1,229)

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How Your Managers Want to Learn

How do They Want to Learn? – Easy Access, Around Them

MindTools.com, 2017 (Sample size = 287)

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How Your Managers Want to Learn

How? – Different Formats for Different People

MindTools.com, 2017 (Sample size = 287)

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How Your Managers Want to Learn

What Does This Mean for L&D?

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“Employees at all levels expectdynamic, self-directed, continuouslearning opportunities from their

employers”

Global Human Capital Trends 2016 (Deloitte University Press)

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A Vision For Learning Tomorrow

1. Learning as an environment & experience – not a programme.2. We maximise reach & impact by positioning the learner as our

customer.3. Learners use resources from inside and outside the company

through a modern, fresh, consumer-style experience.4. No delivery format is dead in a learner-centric model – it is a

continuous, blended learning environment.5. On-demand resources provide standard learning – while L&D

focuses on specialist areas specific to its organisation.

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5 Key Takeaways

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5 Key Takeaways

1. Managers are busy and stressed. They spend a lot of time learning, mainly in their own time.

2. They insist that learning is self-directed, and they want to be in control.

3. They use search and recommendations to find it. L&D needs to “market” to them to influence them.

4. L&D can enable this, by providing high-quality, easily-found,online, on-demand learning, in the format managers want.

5. This frees L&D to focus on strategic, organisation-specific learning that drives unique competitive advantage.

How Your Managers Want to Learn

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How Your Managers Want to Learn

Questions?

Visit us on stand E4 for a free trial of Mind Tools and a copy of the slides.

How Your Managers Want to Learn