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TIPS TO
OVERCOME THE
TRAINING USAGE
D
I
P
10
WEBINAR BROUGHT
TO YOU BY:
? What’s your biggest
challenge with training
program participation?
WHAT WE HOPE YOU’LL
LEARN
Training and marketing aren’t that different.
Simple tips and best practices that you can
implement to increase your training program
participation and value.
TRAINING
MARKETING
POINT A POINT B
What are your business challenges
and goals for growth?
How does the a specific training
solution fit into your overall
development strategy?
Do we have a clear definition of
success?
BIZLIBRARY APPROACH: USING
DATA TO DRIVE CLIENT SUCCESS
T
I
P
S
10
1. COMMUNICATE BASED ON WHAT’S IN IT FOR ME
2. UNDERSTAND MOTIVATION AND DRIVE
3. ALIGN YOUR PROGRAM TO BUSINESS GOALS
4. GET YOUR MANAGERS ON BOARD
5. UNDERSTAND THE BARRIERS AND CHALLENGES
6. CREATE A MARKETING PLAN
7. SUPER LEARNERS AND STORYTELLING
8. COMMUNICATE, COMMUNICATE AND REPEAT
9. MEASURE AND COMMUNICATE THE IMPACT
10. TARGET YOUR MARKETING EFFORTS
WHAT’S IN IT FOR ME?
WIIFM? IDENTIFY YOUR TARGET
AUDIENCE
CREATE KEY MESSAGING THAT
CONNECT THE LEARNER AND
PURPOSE OF LEARNING
CONSISTENCY, MOTIVATION
AND INCENTIVES
1
Which set of learning objectives are
more likely to make your employees
feel engaged about compliance training?
STANDARD LEARNING
OBJECTIVE:
Understand the law of
harassment and discrimination
EMPLOYEE FOCUSED
LEARNING OBJECTIVE:
Explain and demonstrate
behaviors that contribute to a
productive and safe work
environment for everyone.
KEY MESSAGE:
CONTRIBUTE TO A PRODUCTIVE AND SAFE WORK ENVIRONMENT
Which set of learning objectives are
more likely to make your employees
feel engaged about compliance training?
STANDARD LEARNING
OBJECTIVE:
Learn how managers and
supervisors can be held
individually liable for
employee claims of a hostile
work environment or other
form of sexual harassment.
EMPLOYEE FOCUSED
LEARNING OBJECTIVE:
Show how we can help each
other feel valued as
contributors to organizational
success.
KEY MESSAGE:
VALUABLE CONTRIBUTOR TO ORGANIZATIONAL SUCCESS
A happy employee is not necessarily an
engaged employee, and an engaged
employee is not necessarily a happy one,
but, we have found that to win in the
marketplace…you must first learn what
makes your employees want to be in your
workplace.
SOURCE: The Employee Trinity: Engaged, Happy and Motivated,
Shauna Sexsmith, SwitchandShift.com
MOTIVATION AND DRIVE
SUCCESS MOTIVATES
PERSONAL BENEFITS
MOTIVATE
CLARITY MOTIVATES
POSITIVE THOUGHTS
MOTIVATE
ENJOYMENT
MOTIVATES
FEELING IMPORTANT
MOTIVATES
2
Happy People
Happy (and Successful) Business
Happy Employees
ALIGN YOUR PROGRAM TO
ORGANIZATIONAL GOALS
AND OBJECTIVES
SET GOALS AND GUIDANCE
PERFORMANCE EXPECTATIONS
PROCESS OF CONTINUOUS
ADJUSTMENT
3
GET YOUR MANAGERS ON
BOARD (what’s in it for them?)
4
INCREASED EMPLOYEE SKILL
INCREASED PRODUCTIVITY LEVELS
IMPROVED EMPLOYEE MORALE
EMPLOYEE RECOGNITION
INCREASED CREATIVITY AND INNOVATION
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
UNDERSTAND YOUR BARRIERS,
OBJECTIONS OR CHALLENGES
RESISTANCE SUCCESS STRATEGIES
No Help
• Create an advisory committee
• Ask supervisors for support and provide them tools
Communication
• Work with your internal learning team to develop strategies for high-level
and end-user communication
Not Enough Time
• Focus on just-in-time learning: search and learn, job aids
• Deliver kickoff events, blended learning, learning labs
Fear and Anxiety
• Nurture safety and trust with perceived freedom of choice
• Focus on individual needs and help folks to see the benefits of having
online learning available
Not Relevant
• Emphasize on-the-job application
• Understand the goals of others and ask questions: “how can you use this
initiative to meet your goals?”
5
CREATE A MARKETING PLAN
PRE-RELEASE MARKETING:
Raise employee awareness
Establish expectations
AT RELEASE MARKETING:
Motivate employees to participate
Celebrate and communicate the importance of learning
POST RELEASE MARKETING:
Keep the momentum going
Support continuous improvement
6
MESSAGE PURPOSE METHOD TIMING METRIC OWNER
TARGET
AUDIENCE
Launch of
Strategic
Sales School
Inform Article in
company daily e-
newsletter
Pre-launch Awareness
survey results
great than
10% of sales
team
Kim Sr. Leaders,
Mid-level
Leaders, Sales
Leaders, Sales
People
Persuade Testimonials from
Sales Leaders
and Pilot
Participants
Launch Enrollment at
85%
Kim
Remind Participant
testimonials
Monthly Kim Sales People,
Sales Leaders
SUPER LEARNERS AND
STORYTELLING7
COMMUNICATE,
COMMUNICATE AND REPEAT8
ANATOMY OF A MARKETING EMAIL
DO IT!
Subject
Line
Call to
Action
Headline
Body Text
RECIPIENT
MEASURING AND
COMMUNICATING THE IMPACT
IMPROVE EMPLOYEE PERFORMANCE IN AREAS
THAT IMPROVE ORGANIZATIONAL OUTCOMES
9
WHAT THEY’RE SAYING…
“The course is pretty cool. It was very convenient for me to take it
when I could and the info was very accurate. I liked the eLearning
format because there is a lot going on during your first week and
people don’t generally like to ask questions. I like that I can refer back
to it when needed.”
Security Manager, Healthcare System
Annualized savings
Turnover down to first 90 days (2014)
$1.2M
8%
“5 Stars” Course evaluation feedback
What makes measurement so potent is its
capacity to instigate informed action — to
provide the opportunity for people to
engage in the right behavior at the right
time.
SOURCE: Dean Spitzer, PHD, Transforming Performance
Measurement: Rethinking the Way We Measure and Drive
Organizational Success.
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15
TARGET YOUR MARKETING
EFFORTS
FOCUS ON A SPECIFIC
GROUP OR AUDIENCE:
For example -
New Managers
Customer Service Reps
Team Leads
CONTEXT AND RELEVANCY
EMBEDDED WITH
COMMUNICATION
10
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15
KEY TAKE-AWAYS
Training and marketing are similar –
understand value and motivation to modify
behaviors.
Keep your employees at the center of your
efforts.
Motivating Your Employees
Reaching New Learners
THOUSANDS OF COURSES .
25 TOPIC AREAS . UNLIMITED ACCESS
HRCI CREDIT
CHECK YOUR EMAIL INBOX
Click the link in chat for the
completion certificate.
You will also be emailed a
link to the completion
certificate within 24 hours.
www.bizlibrary.com/webinars
UPCOMING
WEBINARS
THURSDAY
01.15.2105
Coaching Skills for Your
Managers and Leaders
Presenter: Chris Osborn
TUESDAY
01.20.2105
How to Create a
Competency-Based
Training Program
Presenter: Chris Osborn
Jessica Petry
Sr. Marketing Specialist
jpetry@bizlibrary.com
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
#BIZWEBINAR

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10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15

  • 1. TIPS TO OVERCOME THE TRAINING USAGE D I P 10 WEBINAR BROUGHT TO YOU BY:
  • 2. ? What’s your biggest challenge with training program participation?
  • 3. WHAT WE HOPE YOU’LL LEARN Training and marketing aren’t that different. Simple tips and best practices that you can implement to increase your training program participation and value.
  • 6. What are your business challenges and goals for growth? How does the a specific training solution fit into your overall development strategy? Do we have a clear definition of success?
  • 7. BIZLIBRARY APPROACH: USING DATA TO DRIVE CLIENT SUCCESS
  • 8. T I P S 10 1. COMMUNICATE BASED ON WHAT’S IN IT FOR ME 2. UNDERSTAND MOTIVATION AND DRIVE 3. ALIGN YOUR PROGRAM TO BUSINESS GOALS 4. GET YOUR MANAGERS ON BOARD 5. UNDERSTAND THE BARRIERS AND CHALLENGES 6. CREATE A MARKETING PLAN 7. SUPER LEARNERS AND STORYTELLING 8. COMMUNICATE, COMMUNICATE AND REPEAT 9. MEASURE AND COMMUNICATE THE IMPACT 10. TARGET YOUR MARKETING EFFORTS
  • 9. WHAT’S IN IT FOR ME? WIIFM? IDENTIFY YOUR TARGET AUDIENCE CREATE KEY MESSAGING THAT CONNECT THE LEARNER AND PURPOSE OF LEARNING CONSISTENCY, MOTIVATION AND INCENTIVES 1
  • 10. Which set of learning objectives are more likely to make your employees feel engaged about compliance training? STANDARD LEARNING OBJECTIVE: Understand the law of harassment and discrimination EMPLOYEE FOCUSED LEARNING OBJECTIVE: Explain and demonstrate behaviors that contribute to a productive and safe work environment for everyone. KEY MESSAGE: CONTRIBUTE TO A PRODUCTIVE AND SAFE WORK ENVIRONMENT
  • 11. Which set of learning objectives are more likely to make your employees feel engaged about compliance training? STANDARD LEARNING OBJECTIVE: Learn how managers and supervisors can be held individually liable for employee claims of a hostile work environment or other form of sexual harassment. EMPLOYEE FOCUSED LEARNING OBJECTIVE: Show how we can help each other feel valued as contributors to organizational success. KEY MESSAGE: VALUABLE CONTRIBUTOR TO ORGANIZATIONAL SUCCESS
  • 12. A happy employee is not necessarily an engaged employee, and an engaged employee is not necessarily a happy one, but, we have found that to win in the marketplace…you must first learn what makes your employees want to be in your workplace. SOURCE: The Employee Trinity: Engaged, Happy and Motivated, Shauna Sexsmith, SwitchandShift.com
  • 13. MOTIVATION AND DRIVE SUCCESS MOTIVATES PERSONAL BENEFITS MOTIVATE CLARITY MOTIVATES POSITIVE THOUGHTS MOTIVATE ENJOYMENT MOTIVATES FEELING IMPORTANT MOTIVATES 2
  • 14. Happy People Happy (and Successful) Business Happy Employees
  • 15. ALIGN YOUR PROGRAM TO ORGANIZATIONAL GOALS AND OBJECTIVES SET GOALS AND GUIDANCE PERFORMANCE EXPECTATIONS PROCESS OF CONTINUOUS ADJUSTMENT 3
  • 16. GET YOUR MANAGERS ON BOARD (what’s in it for them?) 4 INCREASED EMPLOYEE SKILL INCREASED PRODUCTIVITY LEVELS IMPROVED EMPLOYEE MORALE EMPLOYEE RECOGNITION INCREASED CREATIVITY AND INNOVATION
  • 17. 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
  • 18. UNDERSTAND YOUR BARRIERS, OBJECTIONS OR CHALLENGES RESISTANCE SUCCESS STRATEGIES No Help • Create an advisory committee • Ask supervisors for support and provide them tools Communication • Work with your internal learning team to develop strategies for high-level and end-user communication Not Enough Time • Focus on just-in-time learning: search and learn, job aids • Deliver kickoff events, blended learning, learning labs Fear and Anxiety • Nurture safety and trust with perceived freedom of choice • Focus on individual needs and help folks to see the benefits of having online learning available Not Relevant • Emphasize on-the-job application • Understand the goals of others and ask questions: “how can you use this initiative to meet your goals?” 5
  • 19. CREATE A MARKETING PLAN PRE-RELEASE MARKETING: Raise employee awareness Establish expectations AT RELEASE MARKETING: Motivate employees to participate Celebrate and communicate the importance of learning POST RELEASE MARKETING: Keep the momentum going Support continuous improvement 6
  • 20. MESSAGE PURPOSE METHOD TIMING METRIC OWNER TARGET AUDIENCE Launch of Strategic Sales School Inform Article in company daily e- newsletter Pre-launch Awareness survey results great than 10% of sales team Kim Sr. Leaders, Mid-level Leaders, Sales Leaders, Sales People Persuade Testimonials from Sales Leaders and Pilot Participants Launch Enrollment at 85% Kim Remind Participant testimonials Monthly Kim Sales People, Sales Leaders
  • 23. ANATOMY OF A MARKETING EMAIL DO IT! Subject Line Call to Action Headline Body Text RECIPIENT
  • 24. MEASURING AND COMMUNICATING THE IMPACT IMPROVE EMPLOYEE PERFORMANCE IN AREAS THAT IMPROVE ORGANIZATIONAL OUTCOMES 9
  • 25. WHAT THEY’RE SAYING… “The course is pretty cool. It was very convenient for me to take it when I could and the info was very accurate. I liked the eLearning format because there is a lot going on during your first week and people don’t generally like to ask questions. I like that I can refer back to it when needed.” Security Manager, Healthcare System Annualized savings Turnover down to first 90 days (2014) $1.2M 8% “5 Stars” Course evaluation feedback
  • 26. What makes measurement so potent is its capacity to instigate informed action — to provide the opportunity for people to engage in the right behavior at the right time. SOURCE: Dean Spitzer, PHD, Transforming Performance Measurement: Rethinking the Way We Measure and Drive Organizational Success.
  • 28. TARGET YOUR MARKETING EFFORTS FOCUS ON A SPECIFIC GROUP OR AUDIENCE: For example - New Managers Customer Service Reps Team Leads CONTEXT AND RELEVANCY EMBEDDED WITH COMMUNICATION 10
  • 32. KEY TAKE-AWAYS Training and marketing are similar – understand value and motivation to modify behaviors. Keep your employees at the center of your efforts.
  • 35. THOUSANDS OF COURSES . 25 TOPIC AREAS . UNLIMITED ACCESS
  • 36. HRCI CREDIT CHECK YOUR EMAIL INBOX Click the link in chat for the completion certificate. You will also be emailed a link to the completion certificate within 24 hours.
  • 37. www.bizlibrary.com/webinars UPCOMING WEBINARS THURSDAY 01.15.2105 Coaching Skills for Your Managers and Leaders Presenter: Chris Osborn TUESDAY 01.20.2105 How to Create a Competency-Based Training Program Presenter: Chris Osborn
  • 38. Jessica Petry Sr. Marketing Specialist jpetry@bizlibrary.com @JessLPetry @BizLibrary Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl #BIZWEBINAR