Creating a Training Program and Learning Culture


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You're invited to attend this event which is designed to direct you through the planning, deployment, marketing, and ongoing management of your employee development program. We'll cover: Getting Started From the Ground Up - what you need to know about: Creating a Learning Culture Change Management Setting Success Criteria AND once you've created your program how to evaluate and integrate for growth.

Published in: Business, Technology

Creating a Training Program and Learning Culture

  1. 1. Creating a Training Program and Learning Culture in Your Organization
  2. 2. 4,000+ Courses. 25 Topic Areas. Unlimited Access.
  3. 3. POLL QUESTION What best describes your current employee development program: A. Our program is aligned to the strategic goals of the organization. B. We have a program, but it is not aligned to the strategic goals of the organization. C. We cover the basics, but employee development isn’t on-going. D. Program? I wouldn’t exactly call it a program.
  4. 4. POLL QUESTION What is your biggest roadblock with employee development? A. No manager support B. No budget or perceived value C. Lack of leadership support D. Unengaged and unmotivated employees E. Something else
  5. 5. Common Roadblocks 1.No manager support 2.No budget or perceived value 3.Lack of leadership support 4.Unengaged employees
  6. 6. Getting started from the ground up. What you’ll learn: Creating a learning culture. Change management. Setting goals and success criteria.
  7. 7. Keys to Program Success Business Fit Learning solutions that are tightly aligned to business initiatives. Adoption Effective communication to target audiences. Provide easy access to resources, technology and tools. Business Value Measurement strategy that delivers return on expectations and return on investment.
  8. 8. 4 Steps to Implementation Program Management and Growth Marketing and Communication Deployment Strategy and Implementation
  9. 9. Strategy and Implementation • Cultural awareness • Change management • Program goals and success criteria • Managing your implementation
  10. 10. Cultural Awareness Executive and management support Corporate mission and value Business and work environment Communication styles and flow Relationships of influence Existing learning culture
  11. 11. Elements of a Learning Culture 1. Holistic thinking 2. Integrated learning 3. Capacity for change and improvement 4. Focus on collaboration 5. Personal commitment
  12. 12. Change Management COMMUNICATE Business and individual benefits of the program. Reduce fear of the unknown. CAREFUL PLANNING LINK TRAINING TO JOB ROLES/PERFORMANCE
  13. 13. Goals and Success Criteria Determine the audience Determine content and link to program objectives Define criteria for measurement
  15. 15. Quantifying Questions 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?
  16. 16. Program Focus Percentage of employees take at least one course within the first year of program. Replace percentage of Instructor-Led-Training (ILT) with online resources. Employees use eLearning or video programs to meet an average percentage of their annual training requirement.
  17. 17. Learner Focus Positive feedback on content with a specific approval rating. Extent the learner has manager encouragement to use of the knowledge and/or skills presented. Positive feedback on how participants will apply what they learned to their job.
  18. 18. Program Goal Goal: Replace 50% of instructorled-training with eLearning within 12 months. Success Criteria: Usage measured by completion. Measurement: 25% of potential audience of 500 completes one course (125 learners) on an annualized basis.
  19. 19. Program Goal Goal: Provide eLearning as a viable means for employees professional development within 12 months. Success Criteria: Learner satisfaction with content. Measurement: Positive feedback on content with a >70% approval rating.
  20. 20. Learner Goal Goal: Improve performance in handling of customer complaints within 90 days. Success Criteria: Transfer of knowledge and/or skill back to job. Measurement: Positive feedback on applicability of learning to job responsibilities with a >70% approval rating
  21. 21. Program Evaluation • Start with usage reports. • Results from evaluation forms. • Pre and post tests. • Job performance metrics or KPI’s.
  22. 22. Sample Metrics METHOD: Track initial email to employees. MEASURED RESULTS: 949 sent/508 opened (53.5%) 77 users hit the link to the LMS within the email (35%) 62 signed up for courses 28 started courses 8 completed courses
  23. 23. Sample Metrics METHOD: Leadership Development Program Participation. MEASURED RESULTS: 80% of participants completed the program 30% of participants were promoted within three months of program completion 100% retention of all program participants 100% of participants rated the program as worthwhile and valuable
  24. 24. Managing Your Implementation Deployment and launch. Marketing and communications. Measurement and review.
  25. 25. Deployment and Launch • Timeline • Implementation project team • Rollout plan • Additional resources
  26. 26. Sample 4 Week Timeline Week 1 Week 2 Week 3 Week 4 | Set Strategy (1 week) | | Establish Program Goals (1 week) | | Site Design & Customization (1-2 weeks) | | Identify Success Criteria (1 week) | | Marketing & Communications Strategy (1 week) | | Define Audience (2-3 days) | | Determine Program Measurement (1 week) | Course Selection (1 week) | | Pre-Launch Communications Begin (2-3 weeks) |
  27. 27. VIDEO-BASED LEADERSHIP APPLICATIONS Goal Action Result Shape mindsets and change behavior across organization to align with your strategy Feature a compelling video on your company intranet and rotate every two weeks Conversations created among employees at all levels Turn leaders into teachers to address leadership gap Leaders leverage short duration/high impact videos for one-on-one coaching and meeting starters Align and develop team around central themes Just-in-time advice/learning Provide employees at all levels with video-based learning solution to provide what they need – when they need it Overcome challenge for employees to grow and develop via multigenerational learning approach BIZLIBRARY.COM
  28. 28. Marketing and Communication BUILD: strategy, culture and methods. ACT: tell your story and communicate the who, what, when, where and why. REVIEWS: evaluate, share information.
  29. 29. Marketing Plan THE MESSAGE: keep them simple and few. THE PURPOSE: it’s got to matter to me. METHOD: delivery and information flow. METRICS: what does success look like? How do I know? TARGET AUDIENCE: all employees, segmented populations.
  30. 30. Sample Plan Message Purpose Method Timing Metric Own er Target Audience Article in company daily e-news Prelaunch Awareness survey results great than 10% of sales team Kim Sr. Leaders, Mid-level Leaders, Sales Leaders, Sales People Persuade Testimonials from Sales Leaders and Pilot Participants Launch Enrollment at 85% Kim Remind Monthly Launch of Inform Strategic Sales School Participant testimonials Kim Sales People, Sales Leaders
  31. 31. Communicate to keep it top of mind!
  32. 32. Elements of a Learning Culture 1. Holistic thinking 2. Integrated learning 3. Capacity for change and improvement 4. Focus on collaboration 5. Personal commitment
  33. 33. In a world of learning and development where complexity is the enemy, BizLibrary has developed a to delivering high quality learning, anywhere, anytime. MICHAEL ROCHELLE Chief Strategy Officer Brandon-Hall Group BIZLIBRARY.COM
  34. 34. 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
  35. 35. Chris Osborn Vice President of Marketing @chrisosbornstl Jessica Batz Marketing Specialist @jessbatz @BizLibrary BIZLIBRARY.COM