Putting Learners First in Enterprise Training
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Putting Learners First Todd Tauber | VP Product Marketing degreed.com/ttauber @toddtauber @degreed 12 May 2015
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Transcript of Putting Learners First in Enterprise Training
PuttingLearnersFirst
Todd Tauber | VP Product Marketing degreed.com/ttauber @toddtauber
@degreed
12 May 2015
Agenda30 mins: Putting Learners First
1 Stop struggling to connect L&D to learners
2 Start putting learners first
3 Rewire L&D for learner-centric learning
15 mins: Q&A
Stop struggling to connect L&D to learners
1
Employers are struggling to connect L&D with learners
85%of employees do not feel like the training they get at work is preparing themfor their next position.
Source: Saba Software / WorkplaceTrends.com, Global Workforce Leadership Survey, 3/2015
1
Conventional L&D is too slow to keep up with learning needs
Source: McKinsey & Company, Education to Employment, 12/2012; TLNT / Bersin by Deloitte, Developing 21st Century Leaders, 11/2011
1
of employers think college graduates are not adequately prepared for the workforce
58%
of companies report persistent shortages of talented mid-level managers
74%
of businesses report that they still don’t have enough talented senior executives
51%
Traditional L&D is out of sync with how people learn now
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Degreed, The Importance of Informal Learning, 7/2014
76%of learning delivered by employers is still formal classroom, virtual or online learning courses …but
23%of workers say they’ve taken an entire course – of any kind – in the last 24 months…meanwhile
71%of them have learned something for work from an article, video or book this week
1
Learners and managers can now take control of their own learning
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Society for Information Management, IT Trends Study, 11/2013; Computerworld, IT Pros Get Training on their own dime, 12/2013
1
In the last five years…As CLOs cut IT training from 9% of L&D spending to 5%…
CTOs increased training spend from 3% of their budgets to 5%...
and 62% of IT workers paid for training out of their own pockets.
TAKEAWAY 1
Conventional L&D methods don’t move fast enough to keep up with today’s
learners.It’s time for some new approaches.
Traditional learning methodologies just won't work anymore with the speed of business, the global nature of our workforce and the new generation of employees.
David StrainickGlobal Head of Learning, NCR
Source: Chief Learning Officer magazine discussion group, LinkedIn, 10/2014
Start putting learners first
2
Let’s start putting learners first.
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Center for Creative Leadership, 1996
10%
76%
20%
8%
70%
16%What L&D does now
How workers really learn
Formal classes and courses
From other people Informal learning as partof day-to-day work
2
Stop trying to command and control…and start empowering.L&D’s role Who drives
learningWhen / where What / why How
Managing learning
L&D + HR ScheduledWorkplace
OperationalCompliance
ClassroomsLMSsCourses
Empowering learners
Employees + managers
ContinuousAnywhere
StrategicPerformance
WorkWeb + appsResources
Source: Degreed, 2015
2
Stop making learning one-size-fits-all, and start offering choices.
People | Content | Technology
Compliance learning
Operational learning
Strategic learning
Things employers need people to know …e.g. rules and proprietary processes
Things employers want people to know …e.g. how to do their current jobs better
Things the workers want to know …e.g. what they need to advance their careers
Solution A Solution B Solution CSource: Degreed, 2015
2
Stop making learners have to, and start making them want to
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 3/2014
Strategic learning Operational learning Compliance learning
53%
28%
15%
68%
22%7%
Higher-performing organizations Lower-performing organizations
% of L&D budget spent on…
2
TAKEAWAY 2
Keeping up demands big shifts in how we think about learning and development.
It starts with putting learners first.
We play the role of facilitators and motivators more than anything else.
Janice BurnsChief Learning Office, MasterCard
Source: Chief Learning Officer, Teaching Collaboration at MasterCard: Priceless, 10/2014
Reimagining L&D for learners
3
Rewire L&D infrastructure to reinvent learning for learners.
Source: Degreed, 2015
Content+
Programs
People+
Processes
Tools+
Technologies
+ +
3
Make it simpler to create and curate learning.
Source: Centre for Learning & Performance Technologies, Learning in the Workplace Survey, 6/2014;Bersin by Deloitte, 2013 Corporate Learning Factbook, 2/2014
3
87%
only
34%but
of workers say sharing knowledge with their teams is vital for learning what they need for their jobs…
of L&D organizations are investing in social learning tools.
Make it faster to find learning.
Source: Centre for Learning & Performance Technologies, Learning in the Workplace Survey, 6/2014;Bersin by Deloitte, Three Marketing Lessons for L&D, 6/2014
3
81% of workers say online / web search is critical for learning what they need to do their jobs…
58% of L&D professionals say learners don’t engage with training because they can’t find what they want quickly.
but
Make it easier to access learning.
Source: Toward Maturity, The Learner Voice: Part 1, 4/2014;Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014
3
54% of workers say they want to be able to access learning on-the-go, on mobile devices…
only 12% of the learning assets provided by L&D organizations right now are “mobile ready”.
but
Make it possible to value ALL kinds of learning.
61% of workers say they would spend more time on informal learning if it was tracked and if they were given professional credit…
Fewer than 30% of of big companies track, measure, report or share data on much, if any, of their employees’ informal learning activities.
but
Source: Degreed, The Importance of Informal Learning, 7/2014; Chief Learning Officer, The Black Hole of Measurement, 2/2015
3
TAKEAWAY 3
Putting learners first takes more than a shift in our mindsets. It also
demands better tools to create, find, access and track ALL kinds of
learning.
We’d love to have better tools for learning so that we can get information to our employees on the floor quicker. We don’t have them.
LMS ManagerAutomotive Manufacturer
Source: The Starr Conspiracy Intelligence Unit, The Enterprise Learning Buyer 7/2014
About DegreedDegreed is a new kind of enterprise learning platform.We make it easy for organizations and their people to discover, curate and track ALL their learning.
Go to degreed.com and start tracking ALL your learning.
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