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Engaging Line Managers with new ways                           of learning            28th June 2012     L&S Group Online ...
Line Managers influence in    connecting staff with new learning              approaches**including elearning, mobile, soc...
Proactively                   Involved               supporting                    in designToo Busy                      ...
Top performers                        Report more benefits from                        technology enabled learning– More r...
Top Performers      Report fewer barriers and more engagement70%60%50%40%30%                                              ...
6 tips from top performersE      •Engage before ExecutingN      • iNtegrate with existing team practicesG      •Get real: ...
Sales AcademyFind out more at http://tinyurl.com/TMThomsonReuters2012
What questionswould you askline managers atthe designphase? Visit TowardsMaturity.org for delegate feedback  Lauraoverton ...
E      •Engage before Executing    • Top performers are 3x as likely to involve      managers in design process           ...
N    • iNtegrate with existing team practices• Make it easy for managers with clear links  between  – Talent  – Appraisal ...
G       •Get real: Get relevant          Top performers are 2x as likely to          be supporting the skills the         ...
What can you dofor managers tohelp them helptheir staff applynew knowledgeback at work?  Lauraoverton      www.towardsmatu...
A     •Apply learning        • Top performers are 3x more likely to          equip their managers to help their          t...
G     •Gather feedback, share Good news• Good news travels fast•        Top performers are 2x as likely    to gather    – ...
E     •Equip managers through innovative Experiences    • Increased use of technology for      leadership and management s...
6 tips from top performersE      •Engage before ExecutingN      • iNtegrate with existing team practicesG      •Get real: ...
Our crucial role in learning   E   N   G   A   G   E    Lauraoverton
How do you compare with topperformers?                                    • Opportunity to                                ...
Thank you for my 2012 personalised report, I am  kicking myself hard for not using this when I first  stepped into my role...
E       N       G       A       G        E                                                Over to you !Resources and Recom...
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Engaging line managers with new learning approaches

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www.towardsmaturity.org Laura Overton, Managing Director of Towards Maturity first gave this presentation to the Learning and Skills group online conference , looking at 6 tips from successful organisations to help engage line managers with new learning approaches (eLearning, Mobile learning and Social learning). The session draws on the international Towards Maturity Benchmark Study with over 2000 organisations that has been running since 2003. Find out more and benchmark your implementation approaches with the very best for free at www.towardsmaturity.orb/benchmark.

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  • Engaging Line Managers – The Holy Grail!Laura Overton, Managing Director, Towards MaturityNo matter how good your learning programme and your materials, it may seem that your learners aren't engaged. Why? Because, as 8 years of research from Towards Maturity (TM) shows, the learning is not what engages them (or doesn't). They key player in learners' engagement is their manager. Consistently, TM research shows that 55% of learners say their manager is the most important influencer on using learning technologies - over twice as important as the next most important factor, their peers. Join TM's managing director Laura Overton as she explores practical ideas drawn from 1800 participants in the TM benchmark research to help you bring your line managers on board: • The role of line managers in learning (its not what you think it is)• Capturing line manager’s attention• Talking their language• The one crucial thing that managers will expect from you• Top hints on engagement from 1,800 practitionersTitle of session  -  Boosting Business Agility - why we need to think againabout technology and learningThis interactive session will draw on leading international research withover 1800 organisations over the past 9 years to help you identify practicallessons that you can apply to use learning technologies to boost businessagility in your organisation. It will consider:5 trends that we can't afford to ignoreDelivering business impact with learning technologies - what is possible in2012?6 stepping stones to success- Improving performance through benchmarking © Copyright Towards Maturity 2010All rights reserved. No part of this material protected by this copyright may be reproduced or utilised in any form, or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system without prior authorisation.
  • Transcript of "Engaging line managers with new learning approaches"

    1. 1. Engaging Line Managers with new ways of learning 28th June 2012 L&S Group Online Conference UK Laura Overton Laura@towardsmaturity orgDrawing on benchmark research with over 1800 organisations lauraovertonSince 2003.
    2. 2. Line Managers influence in connecting staff with new learning approaches**including elearning, mobile, social and blended learning Lauraoverton
    3. 3. Proactively Involved supporting in designToo Busy Not Interested To what extent are your linemanagers engaged with learning? Answers in chat room please Don’t Active allocate Coaches timeLauraoverton
    4. 4. Top performers Report more benefits from technology enabled learning– More responsive to changing business needs– Engage more learners– Save more money Lauraoverton www.towardsmaturity.org/2012benchmark 4
    5. 5. Top Performers Report fewer barriers and more engagement70%60%50%40%30% Sporadic users (n=143)20% Average (n=764) Top performers(n=122)10%0% Barrier - Barrier- Barrier - Managers L&D User Line agree we reluctance reluctance manager are adding reluctance value Lauraoverton
    6. 6. 6 tips from top performersE •Engage before ExecutingN • iNtegrate with existing team practicesG •Get real: Get relevantA •Apply learningG •Gather feedback, share Good newsE •Equip managers through innovative Experiences Lauraoverton
    7. 7. Sales AcademyFind out more at http://tinyurl.com/TMThomsonReuters2012
    8. 8. What questionswould you askline managers atthe designphase? Visit TowardsMaturity.org for delegate feedback Lauraoverton www.towardsmaturity.org/2012benchmark 8
    9. 9. E •Engage before Executing • Top performers are 3x as likely to involve managers in design process Sales managers steering group: Input Feedback Advocacy Lauraoverton www.towardsmaturity.org/2012benchmark
    10. 10. N • iNtegrate with existing team practices• Make it easy for managers with clear links between – Talent – Appraisal – Career progression – Recruitment – The day job!! Lauraoverton www.towardsmaturity.org/2012benchmark
    11. 11. G •Get real: Get relevant Top performers are 2x as likely to be supporting the skills the business needs Speaking the same language! Don’t ask for business input and  Communicate with learning Vocabulary Lauraoverton www.towardsmaturity.org/2012benchmark
    12. 12. What can you dofor managers tohelp them helptheir staff applynew knowledgeback at work? Lauraoverton www.towardsmaturity.org/2012benchmark 12
    13. 13. A •Apply learning • Top performers are 3x more likely to equip their managers to help their teams get the most from learning Power Hours!Find out more athttp://tinyurl.com/TMThomsonReuters2012 Lauraoverton www.towardsmaturity.org/2012benchmark
    14. 14. G •Gather feedback, share Good news• Good news travels fast• Top performers are 2x as likely to gather – Learner feedback on learning application – Manager feedback on learning application – 2x as likely to communicate success back to management. Lauraoverton www.towardsmaturity.org/2012benchmark
    15. 15. E •Equip managers through innovative Experiences • Increased use of technology for leadership and management skills • Modelling great online experiences works! • When directors ‘elearn’ we see an overall: – 37% increase in the proportion of staff ‘elearning’ – 19% improvement in cost reduction across all programmes Lauraoverton www.towardsmaturity.org/2012benchmark
    16. 16. 6 tips from top performersE •Engage before ExecutingN • iNtegrate with existing team practicesG •Get real: Get relevantA •Apply learningG •Gather feedback, share Good newsE •Equip managers through innovative Experiences Lauraoverton
    17. 17. Our crucial role in learning E N G A G E Lauraoverton
    18. 18. How do you compare with topperformers? • Opportunity to benchmark against the best Personalised reportTake part in the TM Benchmark and find out Lauraoverton www.towardsmaturity.org/2012benchmark 18
    19. 19. Thank you for my 2012 personalised report, I am kicking myself hard for not using this when I first stepped into my role. Ive contributed to the Towards Maturity benchmark before but with my head down, focused on transforming the learning organisation, I missed a great opportunity to make my life easier and the team even more effective. I wont make that mistake again! Kelly Thomas, Global Head of Sales & Service Learning , Thomson ReutersBenchmark for free during June and July thanks to our Ambassadors: Lauraoverton www.towardsmaturity.org/2012benchmark www.towardsmaturity.org/ambassadors 19
    20. 20. E N G A G E Over to you !Resources and Recommendations – Benchmark today - http://svy.mk/TMBm12 (open until July 27 2012) – Be inspired –case studies and resources • http://www.towardsmaturity.org/tag/involving-managers/ – Modelling good practice • Reinventing Leadership Development – www.towardsmaturity.org/leadership • New In-Focus report 4th July – Modelling Innovation in Leadership Development (email me!) – Keep in contact • Laura@towardsmaturity.orgLauraoverton www.towardsmaturity.org/2012benchmark

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