Embedding learning into your culture – thought starters
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Fiona Morris, Head of Performance Improvement at Havas People, draws upon various research to give some ideas on the importance of embedding learning into your culture
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Embedding learning into your culture – thought starters
- 1. #talentbites
- 2. Embedding learning into your culture – thought starters #talentbites Fiona Morris Head Performance Improvement, Havas People @FionaNonie
- 3. Why is this topic important? Conversation around the importance of L&D in improving performance is building momentum: • Employees are better informed, more independent #talentbites thinkers (Wavelength Survey) • People want to be involved, share knowledge and create experiences (Prosumer Report). • Informal learning is becoming more prevalent (Havas People survey) @FionaNonie
- 5. WAVELENGTH 1) Well informed, independent thinkers • 90% consumed a daily newspaper in last two weeks • 80% watch live TV, 51% watch recorded TV or #talentbites internet catch up TV every week • 84% use the internet to obtain latest news/current events (38% on mobile device, 62% on laptop/PC) • 42% like to be in control and make their own decisions • 0% entirely trust what they read/hear @FionaNonie
- 6. WAVELENGTH 2) Active and driven, though time poor • 88% feel that hard work is the most important quality to achieve success • 66% have done volunteer work in the last 12 months • 42% wish they had more free time • 52% feel stressed not having enough time in the day • 40% feel stressed juggling too many responsibilities #talentbites @FionaNonie
- 7. WAVELENGTH #talentbites 3) Always connected • 30% spend 4 hours + per day internet browsing • 28% check Facebook and Twitter more than 10 times per day • 67% think SoMe and SMS are best way to keep in touch with friends • 86% have a Smartphone @FionaNonie
- 8. #talentbites
- 9. HASHTAG NATION 1) 4 in 10 respondents complain that brands don’t take young people seriously enough – talk down to youth markets 2) Majority of young respondents said they like it when brands ask them to get involved in content creation 3) Young people like it when brands offer shareable content 4) Conversational currency – young people value brands #talentbites creating experiences they can talk about 5) This audience want to accumulate experiences, not ‘things’ @FionaNonie
- 10. L&D Survey - rationale More & more of our clients are talking about the connection between L&D and internal communication Is this really how organisations are changing? The survey targeted L&D professionals from LinkedIn, clients and prospects #talentbites @FionaNonie
- 11. L&D Survey - results How much would you say that learning is embedded into the culture of your organisation? #talentbites 14.81% 18.52% 25.93% 22.22% 18.52% Not at all Not very Moderately Quite Very @FionaNonie
- 12. L&D Survey - results Do you use the 70:20:10 model in your L&D strategy? #talentbites Yes = 53% • On the job, peer to peer, coaching & mentoring is how most people learn • Change is so rapid – on the job is more cost effective • Current research points to it being the most effective @FionaNonie No = 47% • None – really?! • Adapted 70:20:10 with more emphasis on people that jobs • Bespoke allows choice in mode / medium
- 13. L&D Survey - results Do you use SoMe to enhance learning? #talentbites Yes = 57% • Intra-company sites eg. Yammer, Google+ to enable content sharing, updates, likes, skills etc • Pre & post-learning opportunities • Inspirational blogs & Facebook • Cultural & best practice interface • Webinars, video / audio sharing @FionaNonie No = 43% • Early days – feeling that motivation is there before systems are ready • Virtual management training programme will incorporate Just-In-Time learning philosophy • eLearning
- 14. L&D Survey - results 0 5 10 15 20 25 30 35 #talentbites 81 - 100% 61 - 80% 41 - 60% 21 - 40% 0 - 20% What percentage of your learning strategy is delivered by traditional training ie. Classroom or eLearning? @FionaNonie
- 15. L&D Survey - results In 3 years' time, what will have happened to traditional training within your learning strategy? #talentbites 53.85% 23.08% 23.08% Decreased Stayed the same Increased @FionaNonie
- 16. L&D Survey - results What percentage of your senior leaders are mentors / 0% 10% 20% 30% 40% 50% 60% #talentbites 81 - 100% 61 - 80% 41 - 60% 21 - 40% 0 - 20% coaches to more junior employees? @FionaNonie
- 17. L&D Survey - results In 3 years' time, do you think the percentage of your senior leaders who are mentors / coaches will have changed? #talentbites 0% 36% 64% Decreased Stayed the same Increased @FionaNonie
- 18. L&D Survey - results What do you think the most forward-thinking companies are doing in terms of L&D, that others aren’t? Experience Sharing Collaborative #talentbites Devolved Peer to peer Connections Choice @FionaNonie Adaptability Communities Networks Stakeholder engagement Reverse-mentoring Activity-based Bite-sized Social Simulations
- 19. #talentbites So? What? • We need to keep listening and adapting! • We need to recognise the differences in how all of our employees consume learning • Traditional learning will need to adapt to survive • Need to balance face to face (mentoring, on-the-job) with social learning • Moving more & more towards personalisation @FionaNonie
- 20. #talentbites View more at talentbites.com
Editor's Notes
- Why did we think this would be an interesting topic for a TalentBites seminar? There’s so much information which focusses on people as our most important asset, why do we think that embedding learning into culture is important in changing people’s behaviour?
- Because we’ve been watching and getting involved in this conversation for a number of years now, we believe it’s critical to long term performance improvement. But we wanted to see whether this is just our thinking, or do organisations think so too? And if they do, where are they on the journey towards embedding learning into their culture? We’ve looked at 3 pieces of insight which has drawn some conclusions… Our own Wavelength Survey of 16-19 year olds which found that future talent is better informed and more independent thinkers Havas Worldwide’s Prosumer Report, which found that people want to be involved, share knowledge and create their own experiences Own recent L&D survey which found that informal learning IS becoming more prevalent. Let’s have a look at the detail
- First of all, if we want to be ahead of the L&D curve, we need to know how employees engage with, consume and react to information generally. Our Wavelength Survey of 4,086 16-19 year olds has given insight into the attitudes and aspirations in these people – your future talent. This visual represents the themes which came out of the survey, which we have segmented into three key themes….
- Well informed, independent thinkers They spend a lot of time consuming information They want all the facts and information to enable them to have their own opinion and make their own decisions. So they want to be in control of their own destiny Yet, interestingly, when asked whether they trust what they read in the news or in magazines and believe what their hear on TV and Radio: 19% strongly disagreed with this 43% disagreed 37% neither agreed or disagreed. They’re a cynical bunch – no one entirely trusts what they read or hear across the media! So, whilst we have to be conscious that we’re dealing with an increasingly sceptical audience, we could also assume that this doesn’t necessarily apply to L&D information, which is by definition in context and from a trustworthy source
- So, with all that consumption of information, they’re very time poor BUT, 88% feel that hard work is the most important quality to achieve success And they’re VERY busy! Participate in 40+ different social activities 42% wish they had more free time 52% feel stressed not having enough time in the day 40% feel stressed juggling too many responsibilities These are incredible statistics for such a young community of people! And this won’t stop when they change from being a student to an employee.
- The third theme is that they’re always connected So no wonder they feel time poor! The great news is that they love browsing for information, however cynical they might be about some of it.
- Moving on to the latest “hot off the press” Havas Worldwide Prosumer report which targets “Prosumers” ie. the same ‘youth market’ and looks into how young people are shaping the world of marketing. We’ll send you a link after the event - the report is truly fascinating!
- The connection between marketing & L&D is, of course, that whilst marketing is about raising brand awareness, consideration and desire to consumers; similar rules apply for L&D: we need our employees to be aware, to consider and to desire the Learning interventions we’re providing for them. The results you see here can all potentially connect directly to L&D strategy, for example: Some people find eLearning and other learning quite patronising & boring People want to get involved in creating content They want to share content They want to create experiences they can share They want to accumulate their experiences So we must make sure that L&D is inclusive and speaking to everyone – encourages & enables participation
- So with all this insight into what engages our potential and current talent, we wanted to discover whether and how this might translate into organisations’ L&D strategy We promoted the survey to you – our seminar guests – and via our LinkedIn contacts & L&D groups, clients and KDMs So, what did we find out?
- The good news is that the two thirds believe learning is moderately to very embedded Although almost 15% thought it wasn’t at all – would be interesting to know whether that was by design, or because they’re at the beginning of their journey
- This feedback is fairly balanced, but swaying towards informal learning Some believe it’s the way most people learn Some are changing because of cost effectiveness [in particular, we know that OTS classroom training is the least effective intervention] Even the people who aren’t using this model are using a custom / bespoke approach to suit their organisation’s needs Perhaps those who replied “None” are here today, to pick up ideas on what approach is best for their business?
- These stats show that some are beginning to recognise the impact of social learning within their L&D strategy. And that even those who don’t use Social learning can see the benefits. It’s interesting that , whilst it’s clear that the kind of messages that young & older people want are converging, the type of media they’re accessing is not – and neither is the way they like to be communicated with. And, although we didn’t ask a specific question about MOOCs, it’s clear that some people are accepting different types of learning. [Just in Time learning: While traditional learning may be a fast-disappearing luxury, just-in-time learning cultivates a different kind of deep knowledge: diversity of exposure, multiple skill sets across disciplines, and the ability to learn quickly. People learn well and fast when they need to learn—when they encounter specific skill or knowledge gaps that prevent them from completing a task or achieving a desired tangible result. If a training tool anticipates the learner’s real-world skill and knowledge gaps and makes the right information easily available to fill those gaps as needed, it’s just in time.]
- Whilst these figures are fairly inconclusive, almost half of respondents say that traditional training is a minority intervention within their strategy Do you agree with this? Will be interesting to see how this changes over the next few years. Next slide shows what our respondents think is going to happen >>>
- Slight majority opinion that traditional training will have decreased in 3 years’ time What’ll be interesting is whether this actually happens, or will traditional training have its day again? Is the move towards informal learning as much to do with economics as with learning styles?
- So 91% have up to 40% of their leaders as coaches / mentors And almost 10% have between 80% & 100% of leaders as coaches This reinforces so much current opinion that on-the-job learning and learning from experts is gaining momentum. What would the organisational reason be for not training all your leaders to be coaches / mentors? And how will this change over the next 3 years?
- Seems to me that traditional training has had its day and coaching / mentoring is the way forwards. Do we agree that this is the right direction for improved personal and organisational performance?
- Final question asked what people think the most forward-thinking companies are doing that others aren’t. These are just some of the words which came out…. And as you can see, all refer back to the statistics we’ve seen in the survey. And they also correspond with the results from our Wavelength and Prosumer reports!
- So what does this all mean? We think it means that, as we all become more “always connected”, we must listen and adapt our L&D approach to the needs of our talent – giving them choices and control to learn in their preferred way(s) If we don’t continue to recognise how our employees consume learning, we will risk reduced engagement, lower productivity and potentially increased attrition – we have seen that people are more loyal to brands / employers who involve them and are interested in their opinions. Whilst eLearning & Classroom training may still have their place in L&D strategies, we believe even they will adapt – become more experiential, less structured and absolutely more customised / bespoke to organisations’ learning & cultural needs Whilst we need to balance F2F with social learning, we need to stay “informal” in these approaches ie. Focus on embedding informal learning into our culture by supporting employees to do their jobs well and becomes part of everyday behaviour So, informal also means personal, which leads nicely into Anna’s presentation!