Employees today are working in a constantly changing environment, and the way they learn needs to keep up with that change. For your business to maintain a competitive advantage, it’s vital for its employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but what’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What’s your communication plan? How will you measure success and failure? This webinar will share easy-to-understand insights into: - The key characteristics of an engaged learning culture - Why microlearning is the ideal tool for a real culture shift - How the science of learning reinforces training and increases ROI - Why change is inevitable and how to deal with it in a positive way

1. Creating a Culture of
Learning in the Modern
Workplace

2. Presenting Today
Libby Mullen
Learning & Development
Manager
BizLibrary
Katie Miller
Moderator
BizLibrary

3. www.bizlibrary.com/demo

4. U.S. businesses spend over
$160 billion annually on
employee learning and training
90% of what we learn is
forgotten within 30 days
Employees are interrupted
– on average -
every 3 minutes
Classroom-based learning is
failing businesses because it
covers only about 10-20% of
what someone actually needs
to do their job
Why Microlearning makes a difference in the
modern workplace?

5. On a Scale of 1-5, how would my CEO
rate our training results?
POLL QUESTION

7. What is the Modern Workplace?
“The transformation of learning is a powerful
story, and most organizations are still in the
first or second act of this multi-act drama.”
– Deloitte University Press

8. Transition from a series of corporate
programs to an environment and an
experience.

9. A World of Constant Change

10. Workers
spend up to
5x more time
learning on
their own
each week
than from
their
employers
- Gallup, 2016

11. What is a Learning Culture?
Organizational values, conventions, processes and practices that
encourage individuals and organizations to increase knowledge,
competence and performance.

12. Training Culture vs. Learning Culture
Training is a series of
corporate programs built
around
L&D-designed content and
L&D-approved experts.
TRAINING
Learning is an “environment
and an “experience,”
leveraging experts, content,
and materials sourced and
recommended by external
communities as well as by
other employees and internal
experts (not just L&D).
LEARNING
vs

13. The learning environment is
managed by a corporate
learning management
system.
TRAINING
The learning environment
feels like a consumer website
that provides videos, courses,
content, and access to
experts – as well as
recommendation engines that
help people find precisely
what they need.
LEARNING
vs
Training Culture vs. Learning Culture

14. Training Culture vs. Learning Culture
L&D, business, and
compliance experts push out
training, identifying required
courses to be completed by
employees based on roles.
TRAINING
Employees pull learning,
navigating and accessing
opportunities from inside and
outside of the company.
LEARNING
vs

15. Training Culture vs. Learning Culture
The focus is on the internal
training sanctioned by the
company.
TRAINING
External training is available
from any digital content
source.
LEARNING
vs

16. Training Culture vs. Learning Culture
Learning professionals are
generalists who do
everything from design to
development, logistics, and
measurement.
TRAINING
Learning professionals are
specialists who are excellent
at the component they own.
LEARNING
vs

17. Training Culture vs. Learning Culture
Training follows lecture-
based model guided by an
expert.
TRAINING
Training is experiential
relying on simulations, case
studies, and flipped
classrooms.
LEARNING
vs

18. Training Culture vs. Learning Culture
Employees learn specific
skills through expert-guided
instruction.
TRAINING
Employees learn how to learn
through facilitation and
coaching.
LEARNING
vs

19. Training Culture vs. Learning Culture
Organizations create
detailed, exhaustive, skill-
based competencies that
drive the learning agenda.
TRAINING
Organizations create high-
level frameworks that outline
broad capabilities.
LEARNING
vs

20. Training Culture vs. Learning Culture
The learning organizations
plays a lead role in what
person learns and focuses on
delivering work experiences,
interactions with others, and
formal training in the
traditional 70-20-10 ratio.
TRAINING
The learning organization
plays a supporting role in what
person learns, expanding the
10 to include “inside” and
“outside” learning; shifting the
20 to include internal and
external networks; and
redefining the 70 to include
corporate, community, and
social experiences.
LEARNING
vs

21. Why Does a Learning Culture Matter?
32%
37%
34%
26%
More likely to be
first to market
Greater
employee
productivity
Better response
to customer
needs
Greater ability to
deliver quality
products

22. Other Advantages of a Learning Culture

23. Competitive Advantage
Traditional Organizations – Formal Training
Modern/Learning Organizations – Informal Learning

24. How Do We Create a Learning Culture?
Would you consider your Organization to have a:
A: Modern Learning Culture
B: Traditional Training Culture
POLL QUESTION

25. 5 Steps to Creating a Modern Learning Culture
LEARNING
CULTURE
Make Learning a
Daily Habit
Reinforce
Learning
Celebrate Failure
Measuring
Learning vs.
Training
Provide Modern
Learning Content
& Experiences that
are Familiar

26. Make Learning a Daily Habit

27. “Microlearning – learning bursts – lower
the cognitive load.”
Make it Short

28. Why does mobile matter?
For the first time ever, the number
of smartphones exceeds the
number of people on the planet.
Over 75% of employees in the U.S.
are active online.
More video content is being
consumed via smartphone and
other mobile devices than ever
before.
Short, video-based training is
needed to cater to how the modern
learner best receives information.
Make Learning Accessible

29. Reinforce Learning

30. The Forgetting Curve

32. Celebrate Failure

33. Measuring Learning vs. Training

34. What Works?
Learning Bursts
microlearning
Learning Boosts
reinforcement

35. Provide Modern Learning Content and
Experiences that are Familiar

36. …How Will I Manage All This
Change?
GROUP CHAT QUESTION

37. Have all managers on board

38. Communicate Regularly With Employees

39. Deliver Metrics and Results

40. Be consistent

41. Key Takeaways
• The Modern Workplace AND the Modern Worker have changed and a new type of Learning
Culture has become necessary.
• Burst and Boost (Microlearning and Post-Training Reinforcement) are cornerstones on which to
build your Modern Learning Culture.
• Creating a learning culture won’t happen overnight, and it does represent change…but change is
manageable.

42. Questions?

43. Make Change Work Video Course
Make Change Work
This ten-part video course presents real
ideas for thriving in a world of constant
change. It is a guide to help you design
and implement a strategy for leading
change and delivering meaningful
business results. Primary learning
objectives include understanding the
new realities of change; what change
leaders do; how to achieve buy-in for
change; how to use resistance for
positive results; what to do when
change isn't a choice; and how to build
and sustain a nimble culture.

44. Leadership and Change Video Course
This video course is meant to teach
you how to lead your organization in a
way that supports change. It comprises
nine video lessons that explain the
importance of change as a core
competency, the resistance to change,
and methods for implementing a
change initiative. After viewing this
video course, leaders will be able to
empower their employees as they
foster a culture of agility adept at
handling change.
Leadership and Change

45. Let us know through the poll if you’d like a free demo of
BizLibrary’s online course collection.
www.bizlibrary.com/demo
Try out these video lessons
and more!

46. Questions?

47. Presenting Today
Libby Mullen
Learning & Development
Manager
BizLibrary
Katie Miller
Moderator
BizLibrary