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Building a Habit of Everyday Learning


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People learn most of what they need to do their jobs by just doing their jobs. However, we don’t learn EVERYTHING we need to perform at our max from experience alone. Problems arise. Shortcuts develop. New skills are required for the next role. As organizations strive to do more with less and the pace of change continues to accelerate, time for additional training almost always goes by the wayside. As a result, organizations are slow to learn and become more easily disrupted. But what if training didn’t always require lengthy chunks of time people never have? What if the opportunity to develop fit snugly into 5-minute gaps in the average workday? What if training was a regular part of the day - like brushing your teeth?

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Building a Habit of Everyday Learning

  1. 1. EVERYDAY building the habit of LEARNING
  2. 2. JD Dillon Chief Learning Architect, Axonify Principal + Founder, LearnGeek
  3. 3. We learn A LOT about our job just by doing the job.
  4. 4. Charles Jennings | 70:20:10 Institute
  5. 5. Need to know Nice to know Pixabay There is typically a lot more NICE to know than NEED to know info, meaning people can look it up if they haven’t learned it yet.
  6. 6. Pixabay Exceptions? Details? Aspirations? Inconsistencies? Changes? But what about the stuff you don’t readily encounter on the job?
  7. 7. Pixabay Work moves FAST. It’s easy to get caught up in the day-to-day.
  8. 8. Pixabay Personal Business It can be difficult for employees to balance personal development with business priorities.
  9. 9. Pixabay And many people simply don’t recognize their professional gaps.
  10. 10. We can’t learn everything we need just by doing the job.
  11. 11. 67% changes in work require employees to increasingly learn faster 44% employees work primarily using mobile devices The working world is evolving … Transforming Talent Management for the Modern Workforce Fosway Group 2017 69% expect development to be more important to employees in the future 88% find time and competing priorities are barriers to providing support
  12. 12. Pexels Traditional approaches to training and support can’t keep up.
  13. 13. There’s something missing in the day-to-day working experience. Shared Experience Shared Knowledge Events Online Content Experience Messaging Knowledge Growth Business Results workplace learning experience
  14. 14. This gap has fostered the emergence of microlearning.
  15. 15. microlearning = learning that FITS Clearly defined business goal FOCUS Aligns to established behaviors FAMILIARITY Applies proven learning science SCIENCE Available wherever, whenever ACCESS Design matches message + context FORMAT Uses data to target employee need DATA
  16. 16. Characters property of Warner BrosPexels To be effective, microlearning has to enable L&D and employees to keep pace with business changes.
  17. 17. And it must align to evidence-based principles (aka how people actually learn).
  18. 18. Pixabay Workplace learning must come out of the back room and become part of every day.
  19. 19. “We don’t have time for learning!” Pixabay L&D must acknowledge the reality that … … based on how training is typically delivered at a set place and time.
  20. 20. We need to think about workplace learning as moments, not courses.
  21. 21. Everyone has 5 minutes. The simple truth is … … but how can this time be leveraged?
  22. 22. Pexels How can L&D fit into the existing workflow to provide more timely, personalized support?
  23. 23. Unstructured Structured Availability to Employee Shared Knowledge Performance Support CONTINUED REINFORCEMENT Management Support On-Demand Training Formal Training modern framework for learning The oft-missing layer is right in the middle and can make the entire framework stronger.
  24. 24. To make learning part of every day, L&D must foster the habit.
  25. 25. Pexels Everyday learning should be like brushing your teeth - simple, familiar and with clear, long-term value.
  26. 26. 2018 Microlearning Global Benchmark Report
  27. 27. The bulk of this report was generated via analysis of anonymous data points from over 360,000 employees across 78 North American organizations and nearly 4 million microlearning sessions that occurred between January 1, 2017 and December 31, 2017. All activity and knowledge data was anonymized and averaged into industry groupings to ensure that no individual or organization could be identified within the data. All data presented in this report is an average of multiple organizations and tens of thousands of employees for each industry. This analysis was conducted with the support of Dr. Deltcho Valtchanov, PhD, Axonify’s Senior Research and Data Scientist. 78 Organizations 4M Sessions 360K Employees 2017 Full year 2018 Microlearning Global Benchmark Report
  28. 28. They then check how those scores stack up against their peers—30% of employees check the leaderboard every time they train. Employees check their game scores to see how they’re doing in terms of gameplay. To monitor their progression through topics, employees look at their achievements and badges on 12% of their visits. To see how much they’ve learned, employees check their report card 10% of the time they train. Employees visit the rewards page 40% of the time to redeem earned points for perks and prizes that matter to them. To ensure they’re caught up on the recent activity of their peers, employees check the newsfeed every 10 visits. Next, employees will see messages from their immediate supervisor. When employees log on for their daily training, the first thing they see is important video, audio or text-based communication from executive leadership, including the CEO. Employees can instantly invite co-workers who haven’t recently logged in for a chance to get some extra reward points, which they do at an average rate of 4%. About 30% of employees voluntarily elect to take extra training on top of their required daily training questions. 60% of the time, employees elect to play a game during their daily training. On average, employees then answer four questions ranging in complexity and tailored to them based on brain science. Employees may also be required to watch a video or complete a module before answering questions. AXONIFY 2018 MICROLEARNING GLOBAL BENCHMARK REPORT What can happen in 5 minutes per day?
  29. 29. Knowledge and Engagement Metrics Knowledge and Engagement data averaged across a sample of 78 organizations included in the 2018 Microlearning Global Benchmark Report. KNOWLEDGE ENGAGEMENT BASELINE KNOWLEDGE CURRENT SUSTAINED KNOWLEDGE KNOWLEDGE LIFT CONFIDENCE PARTICIPATION FREQUENCY How much of what companies need their people to know did they actually know at the beginning? How much of what companies need their people to know do they actually know today and will continue to know in the future? How much has knowledge improved over time? How confident are people in the things companies need them to know, on a 10-point scale? What percentage of people have engaged in a training session at least once in a 30-day period? How frequently are people training in a 30-day period?
  30. 30. Reinforcement Analytics Motivation Feedback Shared Experience Shared Knowledge Events Online Content Experience Messaging Knowledge Growth Business Results continuous learning experience Coaching Everyday learning adds critical tactics to support employee agility.
  31. 31. FIND THE TIME FIND THE ACCESS FIND THE VALUE There are 3 key steps to fostering an everyday learning habit.
  32. 32. Pexels find the TIME Find the natural stopping points in the workflow where a targeted learning opportunity can be inserted.
  33. 33. Nimble find the ACCESS Determine the mechanism through which a learning experience can be provided to the employee in the identified moments.
  34. 34. find the VALUE Identify the right-fit topics for these learning moments based on individual needs and business priority.
  35. 35. CONTENT RESULTSKNOW DO Use a results-first approach to design a learning experience that fits into the selected moments and adds clear value for the employee.
  36. 36. Pixabay career money fun purpose success people Consider how to best motivate employees to engage in everyday learning based on their individual motivations for working the job.
  38. 38. For example … An apparel retailer used 3 questions per day delivered via their POS to reinforce critical topics. A logistics team positioned a PC next to battery charging stations to provide 3-minute refresh modules. A professional sales team designed 5-minute refresher sessions that can be completed while sitting in the client waiting room.
  39. 39. Questions Reflection Cues Refresh Modules Recommended Content Huddle Discussion Potential Everyday Learning Tactics …
  40. 40. Unstructured Structured Availability to Employee Shared Knowledge Performance Support Continued Reinforcement Management Support On-Demand Training Formal Training modern framework for learning Building a habit of everyday learning strengthens the full workplace learning framework. It doesn’t stand on it’s own …
  41. 41. Pixabay You can’t learn how to fly a plane in 5 minutes per day … But you can use 5 minutes to reinforce critical topics.
  42. 42. Start talking about learning as moments Find persistent time gaps in the workflow Determine point of access Clarify priority for intended audience Experiment Engage
  43. 43. Characters property of Warner BrosPexels Fostering a habit of everyday learning can help you finally align the needs of your business with the needs of your people.
  44. 44. Knowledge Confidence Misinformed Mistakes Mastery Smart Action Doubt Hesitation Un-informed Paralysis Knowledge Confidence + Smart Action Misinformed Mistakes Doubt Hesitation Un-informed Paralysis Mastery Smart Action
  45. 45.
  46. 46. @JD_Dillon
  47. 47. What can you accomplish in just 5 minutes per day?