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The 5 Barriers to Effective Training Programs and How to Crush Them - Webinar 1.22.14

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Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement. …

Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.

So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?

In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.

1. Efficiency -
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.

Published in: Business, Technology

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  • 1. BARRIERS TO EFFECTIVE TRAINING PROGRAMS AND HOW TO CRUSH THEM.
  • 2. 4,000+ Courses. 25 Topic Areas. Unlimited Access.
  • 3. A. POLL QUESTION What are the biggest barriers YOU have faced related to learning and development on the job? Lack of resources and times. B. Lack of motivation to change or improve. C. Training doesn’t make an impact. D. Performance isn’t improved. E. Lack of support from senior leaders.
  • 4. What you’ll learn: The strategic framework for effective learning and development programs. The 5 barriers organizations often face. Best practices about how you can overcome the barriers.
  • 5. In 2012 - 25% of the workforce was comprised of Millennials. By 2015 Millennials are expected to be the majority. U.S. Bureau of Labor Statistics
  • 6. 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
  • 7. If we just put a great employee training program together, the employees will love it!
  • 8. complexity is the enemy.
  • 9. 1. Efficiency 2. Status Quo 3. Convenience 4. “Training” Mindset 5. Manager Support
  • 10. EFFICIENCY • Focus on outputs rather than inputs. • Effectively using technology. • Build, buy and borrow. • Complex systems and structures. BIZLIBRARY.COM
  • 11. Top 4 Learning Solutions for 2014 • Off-the-shelf content • Video training • Learning management systems • Mobile learning Cox eLearning Consultants, Learning Solutions Forecast: 2014 Edition BIZLIBRARY.COM
  • 12. Online Training Works Better Than Classroom 56% 60% faster greater gains in learning 40% higher consistency in presentation Source: Prokopeak, M. Special Report: Learning Delivery
  • 13. Start thinking about employee learning as… Access to knowledge Job assistance On demand Anytime, anywhere, any device • User generated content • Connecting employees to each other • Asking and answering questions • • • • BIZLIBRARY.COM
  • 14. 4 Tips for Harnessing Informal Learning • • • • BIZLIBRARY.COM Accountability Work smarter Model behavior Get the right people and tools in place
  • 15. STATUS QUO • Inertia and risk aversion. • • BIZLIBRARY.COM Processes and systems are hard to change. Training and development laggards.
  • 16. ASTD Competencies 2013 BUSINESS SKILLS INDUSTRY KNOWLEDGE INTERPERSONAL SKILLS • • • • • GLOBAL MINDSET PERSONAL SKILLS TECHNOLOGY LITERACY KNOWLEDGE MANAGEMENT COACHING INTEGRATED TALENT MANAGEMENT MANAGING LEARNING PROGRAMS EVALUATING LEARNING IMPACT • • • • • LEARNING TECHNOLOGIES TRAINING DELIVERY INSTRUCTIONAL DESIGN PERFORMANCE IMPROVEMENT CHANGE MANAGEMENT AREAS OF EXPERTISE
  • 17. It takes all the running you can do, to keep in the same place. If you want to get somewhere else, you must run at least twice as fast as that. The Red Queen Lewis Carroll Through the Looking Glass
  • 18. Organizations with a strong learning culture significantly outperform their peers… Innovation Productivity Time to Market 46% 37% 34% More likely to be first to market Greater employee productivity Better response to customer needs Quality 26% Greater ability to deliver “quality products” Skills for the future Profitability 58% 17% More prepared to meet future demand More likely to be market share leaders BERSIN BY DELOITTE
  • 19. Change Management • L&D must take leadership role. • 70% of change initiatives fail (John Kotter – Harvard School of Business). • Holistic view and commitment to followthrough. BIZLIBRARY.COM
  • 20. CONVENIENCE • A “conspiracy of convenience.” • Throwing training at a challenge or problem. • Alignment with the organizations strategic goals. BIZLIBRARY.COM
  • 21. Root Cause Analysis • Systematic approach. • Relentless and objective pursuit of objective truth. • Ask “why?” BIZLIBRARY.COM
  • 22. “TRAINING” MINDSET • Change focus from input to performance. • Are the right things being measured? Activity or performance. • Kirkpatrick levels. BIZLIBRARY.COM
  • 23. 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
  • 24. TTRAINING NEEDED TO: TRAINING ACTIVITIES Increase revenue Sales training Improve quality Attention to detail courses Reduce turnover Manager communication skills Improve morale Open access to online courses Satisfy customers Customer service courses BIZLIBRARY.COM
  • 25. BUSINESS NEED QUANTIFYING QUESTIONS Increased revenue Buy how much? In which areas? Improved quality Improved how? Reduction in turnover What percentage reduction? Improved morale Improved how? More satisfied customers In what way? BIZLIBRARY.COM
  • 26. MANAGER SUPPORT • No other relationship has more impact. • Manager support and involvement at every stage is crucial. BIZLIBRARY.COM
  • 27. Make the Employees Stakeholders (Psst . . . They are already learning on their own anyway!) • Organizational mission • Engagement • Tools and resources • Continuous feedback BIZLIBRARY.COM
  • 28. WHAT IS LEARNING AGILITY? • Set of behaviors. • Prepares people to perform well in novel or unfamiliar situations. • Can be developed and learned to an extent. BIZLIBRARY.COM
  • 29. BUILDING AGILE LEARNERS What’s next? How do we prepare leaders, employees and organizations? Learning agility as a key competency. BIZLIBRARY.COM
  • 30. A NIMBLE LEARNING STRATEGY CONTEXTUAL role location plan CONCISE short videos updates INFORMAL everyday ad hoc TIMELY just in time moment of need SOCIAL discussions observed behaviors MOBILE anywhere anytime
  • 31. In a world of learning and development where complexity is the enemy, BizLibrary has developed a simple and nimble approach to delivering high quality learning, anywhere, anytime. MICHAEL ROCHELLE Chief Strategy Officer Brandon-Hall Group BIZLIBRARY.COM
  • 32. Some recommended resources… Videos: Employee Awareness Series: Open to Change Cutting Edge Communication: Accepting Change Check Your Six – Practical Measures of Workplace Success BIZLIBRARY.COM
  • 33. Free trial of the BizLibrary Collection or Demo 4,000+ Courses. 25 Topic Areas. Unlimited Access. BIZLIBRARY.COM