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THE TOOLS YOU NEED
TO BUILD THE LEARNING
CULTURE YOU WANT
September 12, 2016
OLLIE CRADDOCK | Mind Tools
SVP Commercial Development
ollie.craddock@mindtools.com
TODD TAUBER | Degreed
VP of Product Marketing
todd@degreed.com
+
AGENDA
HELLO.
+
1 Learning Culture Today
Evolving Role of L&D
Role of Content
Role of Technology
Q&A
We’re Degreed.
And Mind Tools 2
3
4
5
+
POLL: HOW
WOULD YOU
DESCRIBE
YOUR
LEARNING
CULTURE?
+
“We define a learning culture as learning that
happens anytime, anywhere, and anyhow.
Learning is a mindset and a lifestyle, and for
SAP, it is a key differentiator.”
Manette Chadwick, VP & COO, Learning Center of Excellence
and Execution, SAP.
+
6 ESSENTIAL
COMPONENTS
OF LEARNING
CULTURE
Learning
Culture
Encourage
Reflection
Build
Trust
Demonstrate
Learning’s
Value
Enable
Knowledge-
Sharing
Formalize
Learning as a
Process
Empower
Employees
Source: Bersin by Deloitte, 2013
+
Only 31% of organizations
report having a culture
of learning
‘Building a culture of learning’ - ATD 2016
+
MOST DON’T
HAVE ONE
• Because historically L&D has
focused on meeting organizations’
requirements, not employees.
• While L&D may have previously
provided most employee learning,
other sources now provide
employees with more learning
opportunities.
• This is why today, 79% of
learning comes from non-L&D
sources.
CEB 2014
+
GOOD NEWS –
PEOPLE WANT
TO LEARN
MindTools.com, January 2016 (Q6, sample size = 2,156)
0
100
200
300
400
500
600
700
800
900
0 Up to 1 Up to 2 Up to 4 Up to 8 8 or more
How Many Hours a Month Do You Spend On…
Prescribed Training Self-directed learning
+
IMPROVE
PRODUCTIVITY
• Every day, employees waste
approximately 11% of their time
on unproductive or “scrap”
learning.
• This misuse costs the average
organization $5 million per 1,000
employees in lost productivity each
year.
• We will all benefit from a shift in
learning participation to learning
productivity.
Stop Wasting Your Learning Investments PDF - CEB
+
THIS IS
REINFORCED
BY MIND
TOOLS'
RESEARCH
• 97% Managers & Professionals
“Responsible for my own
development”.
(61.17% (1238) “Strongly Agree”,
36.17% (718) “Agree”, n=2024.)
• 97% “Self-directed learning
improves my business performance.”
(51.63% (1044) “Strongly Agree”,
45.05% (911) “Agree”, n=2022.)
MindTools.com, January 2016 (Sample size = 2,303)
+
THERE’S A
MASSIVE
OPPORTUNITY IF
WE CAN HELP
THEM – IN A WAY
THAT SUITS
THEIR HYPER-
BUSY LIVES.
+
Ann Schulte, Global Leader - Learning and Leadership Development,
Procter & Gamble
“You are not giving up
control. You are sharing
control with the learner.”
Source: Bersin by Deloitte, IMPACT 2016 Conference, 5/2016
+
LEARNING IS SOMEONE’S AND EVERYONE’S
JOB
Degreed, How the Workforce Learns in 2016, 2/2016
+
EMBRACE
L&D’S NEW
ROLE:
SUPPLY AND
EMPOWER
Source: Degreed, How the Workforce Learns in 2016, 1/2016;
Question: Where do you go for guidance and/or recommendations
when you need to learn something new?
Workers’ typically start their learning
experiences with social and search –
not with L&D or HR
+
TRADITIONAL
L&D IS NOT
OBSOLETE.
BUT IT ISN’T
COMPLETE.
On average, workers give their
employers’ learning and development
opportunities a Net Promoter Score of…
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Detractors
(-100)
Promoters
(+100)
-31
+
MORE
LEARNING
DOESN’T
ALWAYS MEAN
BETTER L&D
• The best organizations build a culture
of productive learning
• Opportunity: Personalize learning
opportunities – don’t just increase
available content
• Capability: Teach employees how to
learn – don’t just provide learning
content
• Environment: Share ownership of
learning environment – don’t just
mandate learning
Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014
+
Evolving your
content strategy
+
Finding the Right Information at the Right
Time and in the Right Format.
We can’t do that for our employees – we have
to enable them to do that for themselves
Curation & Marketing
+
CRITICAL IS
TO BUILD
CONTENT
INTO THE
WORKFLOW
• “People know that a lot of learning content is
available, but don’t feel they can take time away from
their jobs for learning.
• Enabling employees to take time during the workday
to learn, without having that learning compete with
the performance goals for which they are being held
accountable.
• People make time for the things they deem
important.
• We need to position learning as critical to employees’
growth and success, and then help them find
solutions within the context of their workday.”
Manette Chadwick, VP & COO, Learning
Center of Excellence and Execution,, SAP
+
AN EXAMPLE –
SHARED
OWNERSHIP OF
A LEARNING
MINDSET
• A global broadcaster wanted to
develop a culture of productive
learning.
• Prescribed training interventions
had delivered limited impact.
• They shifted dramatically to a shared
ownership of a learning mindset.
• Individuals felt more empowered,
enabled with the right knowledge
and engagement increased
significantly.
58 minutes
of learning
+
AN EXAMPLE –
EMPOWER
INDIVIDUALS
IN L&D’S NEW
ROLE
• Empower individuals to take
ownership of their development.
• Right size resources and weave into
their daily workflow & personalized
development interventions.
• We have seen at least a 2x increase
to individual engagement.
• Increased value from learning
investments.
Learning as
an individual
process
+
Evolving your
infrastructure to
deliver it
+
SHAPE THE
LEARNING
CULTURE.
INSIDE AND
OUTSIDE THE
LMS.
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Worker
Not enough
time for L&D
offerings
Not enough
guidance or
direction
Not enough
recognition
or reward
OBSTACLE 1 OBSTACLE 2 OBSTACLE 3
Expertise
-47 NPS -62 NPS -71 NPS
+
INVEST IN
MORE DIVERSE
PORTFOLIO OF
LEARNING
SOLUTIONS.
Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
(-20%)
Higher-Impact L&D
Organizations Deliver...
(-20%) +13% +90%
Less training
via ILT, vILT
and
e-learning
More learning
via on-the-job
experiences
More learning
via
collaboration
and coaching
More learning
via on-
demand
resources
+
SMOOTH THE
PATHWAYS
TO LEARNING…
INSIDE AND
OUTSIDE
THE LMS.
Source: Degreed, 2015
+
TRACK, VALUE
AND SHARE ALL
KINDS OF
LEARNING
Source: TinCanApi.com, Who’s using the Tin Can API?, 6/2015; Degreed internal
data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions
Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn:
Please Fix Endorsements, 2/2014
150+
Adopters
~2
Million
Profiles
4
Million
OpenBadges
5
Million
Projects
10
Million
Repositories
3
Billion
Endorsements
+
THE LEARNING CULTURE YOU WANT
MORE FREQUENTLY.
MORE PEOPLE…
LEARNING SMARTER…
Degreed customer case study
+
THE RESULTS YOUR CEO WANTS
MORE EFFECIENT L&D INVESTMENTS.
MORE ENGAGED EMPLOYEES...
MORE AGILE + PRODUCTIVE WAYS TO LEARN...
Degreed customer case study
+
MORE
PRODUCTIVE
LEARNING
CULTURE
MEANS BETTER
BUSINESS
RESULTS
• Employees perform 12%
better
• Companies see 1.4%
higher revenues
• Companies see 3.2%
higher profits
Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014
+
KEY
TAKE-AWAYS
• People are motivated to learn. But they’re
just hyper-busy.
• Traditional approaches don’t work well for
busy people. They need a much faster and
more flexible way of learning.
• Busy people want to be in control.
Share that control with them.
• Understand where they are, online and
offline - they are your customer. Market
vigorously to them, so learning is at the
front of their minds.
• Make content easy to find, easy to access,
and enjoyable, in small chunks of time as
part of their normal workflow.
+
QUESTIONS?
VISIT
get.degreed.com
mindtools.com
EMAIL
todd@degreed.com
ollie.craddock@mindtools.
com
FOLLOW
@degreed
@toddtauber
@mind_tools
@thisisocraddock

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The Tools You Need to Build the Learning Culture You Want

  • 1. THE TOOLS YOU NEED TO BUILD THE LEARNING CULTURE YOU WANT September 12, 2016 OLLIE CRADDOCK | Mind Tools SVP Commercial Development ollie.craddock@mindtools.com TODD TAUBER | Degreed VP of Product Marketing todd@degreed.com +
  • 2. AGENDA HELLO. + 1 Learning Culture Today Evolving Role of L&D Role of Content Role of Technology Q&A We’re Degreed. And Mind Tools 2 3 4 5
  • 4. + “We define a learning culture as learning that happens anytime, anywhere, and anyhow. Learning is a mindset and a lifestyle, and for SAP, it is a key differentiator.” Manette Chadwick, VP & COO, Learning Center of Excellence and Execution, SAP.
  • 6. + Only 31% of organizations report having a culture of learning ‘Building a culture of learning’ - ATD 2016
  • 7. + MOST DON’T HAVE ONE • Because historically L&D has focused on meeting organizations’ requirements, not employees. • While L&D may have previously provided most employee learning, other sources now provide employees with more learning opportunities. • This is why today, 79% of learning comes from non-L&D sources. CEB 2014
  • 8. + GOOD NEWS – PEOPLE WANT TO LEARN MindTools.com, January 2016 (Q6, sample size = 2,156) 0 100 200 300 400 500 600 700 800 900 0 Up to 1 Up to 2 Up to 4 Up to 8 8 or more How Many Hours a Month Do You Spend On… Prescribed Training Self-directed learning
  • 9. + IMPROVE PRODUCTIVITY • Every day, employees waste approximately 11% of their time on unproductive or “scrap” learning. • This misuse costs the average organization $5 million per 1,000 employees in lost productivity each year. • We will all benefit from a shift in learning participation to learning productivity. Stop Wasting Your Learning Investments PDF - CEB
  • 10. + THIS IS REINFORCED BY MIND TOOLS' RESEARCH • 97% Managers & Professionals “Responsible for my own development”. (61.17% (1238) “Strongly Agree”, 36.17% (718) “Agree”, n=2024.) • 97% “Self-directed learning improves my business performance.” (51.63% (1044) “Strongly Agree”, 45.05% (911) “Agree”, n=2022.) MindTools.com, January 2016 (Sample size = 2,303)
  • 11. + THERE’S A MASSIVE OPPORTUNITY IF WE CAN HELP THEM – IN A WAY THAT SUITS THEIR HYPER- BUSY LIVES.
  • 12. + Ann Schulte, Global Leader - Learning and Leadership Development, Procter & Gamble “You are not giving up control. You are sharing control with the learner.” Source: Bersin by Deloitte, IMPACT 2016 Conference, 5/2016
  • 13. + LEARNING IS SOMEONE’S AND EVERYONE’S JOB Degreed, How the Workforce Learns in 2016, 2/2016
  • 14. + EMBRACE L&D’S NEW ROLE: SUPPLY AND EMPOWER Source: Degreed, How the Workforce Learns in 2016, 1/2016; Question: Where do you go for guidance and/or recommendations when you need to learn something new? Workers’ typically start their learning experiences with social and search – not with L&D or HR
  • 15. + TRADITIONAL L&D IS NOT OBSOLETE. BUT IT ISN’T COMPLETE. On average, workers give their employers’ learning and development opportunities a Net Promoter Score of… Source: Degreed, How the Workforce Learns in 2016, 1/2016 Detractors (-100) Promoters (+100) -31
  • 16. + MORE LEARNING DOESN’T ALWAYS MEAN BETTER L&D • The best organizations build a culture of productive learning • Opportunity: Personalize learning opportunities – don’t just increase available content • Capability: Teach employees how to learn – don’t just provide learning content • Environment: Share ownership of learning environment – don’t just mandate learning Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014
  • 18. + Finding the Right Information at the Right Time and in the Right Format. We can’t do that for our employees – we have to enable them to do that for themselves Curation & Marketing
  • 19. + CRITICAL IS TO BUILD CONTENT INTO THE WORKFLOW • “People know that a lot of learning content is available, but don’t feel they can take time away from their jobs for learning. • Enabling employees to take time during the workday to learn, without having that learning compete with the performance goals for which they are being held accountable. • People make time for the things they deem important. • We need to position learning as critical to employees’ growth and success, and then help them find solutions within the context of their workday.” Manette Chadwick, VP & COO, Learning Center of Excellence and Execution,, SAP
  • 20. + AN EXAMPLE – SHARED OWNERSHIP OF A LEARNING MINDSET • A global broadcaster wanted to develop a culture of productive learning. • Prescribed training interventions had delivered limited impact. • They shifted dramatically to a shared ownership of a learning mindset. • Individuals felt more empowered, enabled with the right knowledge and engagement increased significantly. 58 minutes of learning
  • 21. + AN EXAMPLE – EMPOWER INDIVIDUALS IN L&D’S NEW ROLE • Empower individuals to take ownership of their development. • Right size resources and weave into their daily workflow & personalized development interventions. • We have seen at least a 2x increase to individual engagement. • Increased value from learning investments. Learning as an individual process
  • 23. + SHAPE THE LEARNING CULTURE. INSIDE AND OUTSIDE THE LMS. Source: Degreed, How the Workforce Learns in 2016, 1/2016 Worker Not enough time for L&D offerings Not enough guidance or direction Not enough recognition or reward OBSTACLE 1 OBSTACLE 2 OBSTACLE 3 Expertise -47 NPS -62 NPS -71 NPS
  • 24. + INVEST IN MORE DIVERSE PORTFOLIO OF LEARNING SOLUTIONS. Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015 (-20%) Higher-Impact L&D Organizations Deliver... (-20%) +13% +90% Less training via ILT, vILT and e-learning More learning via on-the-job experiences More learning via collaboration and coaching More learning via on- demand resources
  • 25. + SMOOTH THE PATHWAYS TO LEARNING… INSIDE AND OUTSIDE THE LMS. Source: Degreed, 2015
  • 26. + TRACK, VALUE AND SHARE ALL KINDS OF LEARNING Source: TinCanApi.com, Who’s using the Tin Can API?, 6/2015; Degreed internal data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn: Please Fix Endorsements, 2/2014 150+ Adopters ~2 Million Profiles 4 Million OpenBadges 5 Million Projects 10 Million Repositories 3 Billion Endorsements
  • 27. + THE LEARNING CULTURE YOU WANT MORE FREQUENTLY. MORE PEOPLE… LEARNING SMARTER… Degreed customer case study
  • 28. + THE RESULTS YOUR CEO WANTS MORE EFFECIENT L&D INVESTMENTS. MORE ENGAGED EMPLOYEES... MORE AGILE + PRODUCTIVE WAYS TO LEARN... Degreed customer case study
  • 29. + MORE PRODUCTIVE LEARNING CULTURE MEANS BETTER BUSINESS RESULTS • Employees perform 12% better • Companies see 1.4% higher revenues • Companies see 3.2% higher profits Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014
  • 30. + KEY TAKE-AWAYS • People are motivated to learn. But they’re just hyper-busy. • Traditional approaches don’t work well for busy people. They need a much faster and more flexible way of learning. • Busy people want to be in control. Share that control with them. • Understand where they are, online and offline - they are your customer. Market vigorously to them, so learning is at the front of their minds. • Make content easy to find, easy to access, and enjoyable, in small chunks of time as part of their normal workflow.