In 2020, fassforward interviewed a variety of business leaders, HR executives, academics, and learning experts to learn how the pandemic truly impacted their work and their teams. ​ From this study, we've peeled back the curtain and uncovered the experience of nearly 100 professionals to create the definitive "How To" Guide For Remote Learning. #RemoteLearning #ChiefLearningOfficer #NewFutureOfWork

1. The How Company
The “how-to”
guide to
remote
learning for
business.

2. © fassforward 2
Meet the team.
Meet the team.
Gavin
McMahon
is a founder and
Chief Content
Officer for
fassforward.
Sheri
Reynard
Sheri is a lead
facilitator,
researcher and
executive coach
at fassforward.
Peter
Watts
is a lead
facilitator and
senior
instructional
designer at
fassforward.

3. Thank you.
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4. Thank you.
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Business leaders Academics
Technologists
HR
professionals
L&D
experts

5. We asked lots of
questions, in three
broad groups.
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6. 01 How is “Remote”
affecting you?
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01 How is “Remote”
affecting you?
02 What’s changing
about learning?
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8. 01 How is “Remote”
affecting you?
02 What’s changing
about learning?
03 How are you
making it work?
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9. How is
“Remote”
affecting you?
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01

10. In a little over 12 months,
adoption of remote work
accelerated by 12 decades.
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11. 65% of the workforce
will follow a partially
hybrid remote work
model after COVID-19.
80% of full-time
workers expect to work
from home at least three
times per week.
78% of CEOs agree that
remote collaboration is here
to stay for the long term.
68% of CEOs will
be downsizing
office space.
73% of large organizations will offer greater work from home policies.
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Change is here to stay.

12. Martha Delehanty, Chief People Officer, Commvault.
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“This is the single most
profound change in the way
we work since the industrial
revolution.”

13. Ken Caruso, Chief People Officer, Cardworks.
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“This changes the economics
of the business and how we
think about talent.”

14. Michael Fraccaro, Chief People Officer, Mastercard.
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“I worry about the impact
on culture, learning and
innovation — these need to
be factored in.”

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Mind the gap.
47% 97%
Effective potential for remote work:
Updating knowledge and learning.
Effective potential for remote
work: Training, teaching and
developing others.
Training/ learning gap

16. The switch to remote is the
great learning reset.
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The talent
equation shifts.
Business models
shift, and building
capability through
talent is required to
win.
The talent pool
expands for
businesses.

17. The switch to remote is the
great learning reset.
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The talent
equation shifts.
Business models
shift, and building
capability through
talent is required to
win.
The talent pool
expands for
businesses.
Learning to learn
is a foundation.
Employees invest in
learning for
themselves, realizing
the short half-life of
their current skill set.
Being a ‘learner’ is a
key leadership and
employee asset.

18. The switch to remote is the
great learning reset.
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The talent
equation shifts.
Business models
shift, and building
capability through
talent is required to
win.
The talent pool
expands for
businesses.
Learning to learn
is a foundation.
Employees invest in
learning for
themselves, realizing
the short half-life of
their current skill set.
Being a ‘learner’ is a
key leadership and
employee asset.
Learning ‘ups’ the
employee brand.
Ping-pong tables
don’t matter (as
much). Learning aids
company culture and
innovation.
Learning
opportunities attract
talent to the brand.

19. The switch to remote is the
great learning reset.
© fassforward 19
The talent
equation shifts.
Business models
shift, and building
capability through
talent is required to
win.
The talent pool
expands for
businesses.
Learning to learn
is a foundation.
Employees invest in
learning for
themselves, realizing
the short half-life of
their current skill set.
Being a ‘learner’ is a
key leadership and
employee asset.
Learning ‘ups’ the
employee brand.
Ping-pong tables
don’t matter (as
much). Learning aids
company culture and
innovation.
Learning
opportunities attract
talent to the brand.
The learning mix
will reset.
Learning will shift
(because scale and
cost) to live-online
and digital.
We’ll see a return to
live sales kick-offs
and town halls, with
learning sprinkled in.

20. What’s changing
about learning?
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02

21. Janice Robinson Burns, Chief Career Experience Officer, Degreed.
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“Business leaders want
skill-building solutions that
help them achieve a
business outcome.”

22. Julie Zivony, SVP, Corporate Learning, SouthState Bank.
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“Remote learning is
effective — if content is
purposeful, learners are
engaged, and outcomes are
achieved.”

23. Jordan Birnbaum, Chief Behavioral Economist, ADP.
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“Your success or failure is
determined by one factor
alone. And that is, can you
get people to care?”

24. Katie Tonda, Director, L&D, Walmart eCommerce.
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“You want to get people
doing and practicing as fast
as possible.”

25. Lavanya Ravichandran, Head of Talent Development, AQR Capital.
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“Corporate learning... is
about reinforcing culture,
creating connectivity,
cultivating leadership.”

26. This is the Learning Flywheel.℠
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Measure
outcomes.
Learning
assets.
Create
demand.
Learning
culture.
Deliberate
practice.

27. This is the Learning Flywheel.℠
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Measure
outcomes.
Separate feedback
measure from
outcomes.

28. This is the Learning Flywheel.℠
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Learning
assets.
Create and curate a
portfolio of learning
assets that build
skills, capabilities
and shape behavior.

29. This is the Learning Flywheel.℠
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Create
demand.
Get people excited
and eager to learn —
for both formal and
informal learning.

30. This is the Learning Flywheel.℠
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Deliberate
practice.
Coaching and
practice have to be
built into the way
people work.

31. This is the Learning Flywheel.℠
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Learning
culture.
Turn momentum
into energy with a
culture that values
curiosity and
expertise.

32. Be intentional about all parts of
the flywheel.
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Over-indexing on
one part...
Means that you
constantly have to
put energy into
people “buying into”
learning.

33. How are you
making it work?
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03

34. It won’t
be as
good as
the real
thing.

35. “You can’t film a play
and call it a movie.”
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Bruno Kavanagh, CEO, Learn Interactive.

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37. One word.
Attention.

38. “This upended a lot of
standard practice we had in
place, and made people dig
deep to figure this out.”
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Kim Iorns, Director, Learning & Leadership, H&R Block.

39. “The conversations have to
be interactive. We need
tools for that. We need to
learn and experiment.”
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Erica Brown, VP, Global Talent Management, Advanced Energy.

40. “You bring together agile
teams of experts: Ux,
design, development, and
facilitators.”
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Gordon Fuller, Chief Learning Officer, IBM.

41. “I know what works in a live
room. The real advantage I
have is I know which jokes
are funny.”
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Stephanie Evergreen, Founder, Evergreen Data.

42. Every “how” leads back to
grabbing attention.
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Borrow the best
ideas.
“Steal like an artist”
and borrow, mashup
and remix what every
other profession that
succeeds because of
attention.
Comics, Vloggers,
Podcasters,
Documentarians...

43. It’s not about
gamification,
it’s about flow.

44. Every “how” leads back to
grabbing attention.
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Borrow the best
ideas.
“Steal like an artist”
and borrow, mashup
and remix what every
other profession that
succeeds because of
attention.
Comics, Vloggers,
Podcasters,
Documentarians...
Rethink time and
space.
If you schedule a
solid block of
learning over days,
you’re probably doing
it wrong.
Weave learning
opportunities into
work, and space
them out.

45. Every “how” leads back to
grabbing attention.
© fassforward 45
Borrow the best
ideas.
“Steal like an artist”
and borrow, mashup
and remix what every
other profession that
succeeds because of
attention.
Comics, Vloggers,
Podcasters,
Documentarians...
Rethink time and
space.
If you schedule a
solid block of
learning over days,
you’re probably doing
it wrong.
Weave learning
opportunities into
work, and space
them out.
Tell visual stories
like “telenovelas”.
Stories are still your
most powerful tool.
They just have to be
prepared differently.
Make them visual,
pay attention to what
is on the screen, and
keep things moving
on the screen.

46. Use the
telenovela
effect.

47. Every “how” leads back to
grabbing attention.
© fassforward 47
Borrow the best
ideas.
“Steal like an artist”
and borrow, mashup
and remix what every
other profession that
succeeds because of
attention.
Comics, Vloggers,
Podcasters,
Documentarians...
Rethink time and
space.
If you schedule a
solid block of
learning over days,
you’re probably doing
it wrong.
Weave learning
opportunities into
work, and space
them out.
Tell visual stories
like “telenovelas”.
Stories are still your
most powerful tool.
They just have to be
prepared differently.
Make them visual,
pay attention to what
is on the screen, and
keep things moving
on the screen.
Build everything
around questions.
It’s too easy to fall
into the trap of
telling, when
learning is about
finding out.
Use questions as
your basic building
blocks for all your
learning assets.

48. Download
the white paper at:
fassforward.com/remote-learning
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