Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Using Learning Data to
Impact Business Outcomes
JD Dillon
Chief Learning Architect, Axonify
Principal + Founder, LearnGeek
Is it possible to attribute
business results directly to
the impact of learning?
Learning Measurement Today
The Kirkpatrick Model
How many of you
actually get to level 4?
Learning Organization Maturity
LEVEL1 LEVEL2 LEVEL3 LEVEL4
The High Impact Learning Organization Study, Bersin by Deloitte...
L&D has a data problem.
Pixabay
The Streetlight Effect is directing our focus to
limited metrics like completions and test...
Pixabay
DeciDigital
LIMITED
ATTRIBUTION
FULL
ATTRIBUTION
Support SalesMarketing
pre-digital
Attribution
The degree of impact an activity has o...
The 5 Vs of Big Data
VELOCITY VERACITY VALUE
VOLUMEVARIETY
Speed at which data
is generated and
analyzed
Different types a...
Pixabay
Making this type of data transformation may feel like a BIG step for L&D.
Evolution in experience
facilitated improvements
in measurement.
iStock
Before L&D can benefit from modern data, we must explore changes in our
fundamental tactics and the experience we p...
1) Mindset shift
2) Experience evolution
3) Content reimagination
4) Data infusion
Recognize that most learning happens
naturally in the work
Appreciate that people drive their own
learning and solve their...
Microlearning is an approach to training
that delivers content in short, focused bites.
To be effective, microlearning mus...
Reinforcement Analytics
Motivation Feedback
Shared
Experience
Community of Knowledge
Events
Online
Content
Experience
Mess...
CONTENT RESULTSDOKNOW
A results-first approach to learning design ensures a connection
between content and data along the ...
Consumption
Knowledge
Behavior
ResultsMulti-Dimensional
Data Profile
Demographic
Context
Feedback
A continuous learning ex...
For example …
CONTENT RESULTSDOKNOW
Reduce the number
of safety incidents
caused by poor
ladder use.
Demonstrate
proper ladder
setup and...
A brief, targeted video demonstrates the correct behaviors.
Questions assess understanding and reinforce fundamental knowledge.
Data is collected on employee knowledge and confidence by topic.
Knowledge growth is tracked at individual and enterprise scale.
Employees are observed executing the desired behavior, adding to the data profile.
Behavior gaps are identified to inform coaching and future training.
• Constant access
• Personalization and
adaptation
• Real-time capture,
analysis and feedback
• Machine learning
Go NEXT L...
The Machine Learning Process
Gather Data Model Data Gain Insight Take ActionClean Data
It is now possible to …
Gather a rich, powerful dataset at the individual level …
Tie knowledge to on-the-job behavior …
P...
Going beyond Level 4 …
Employees engage + enjoy
Employee knowledge and skills grow
Employees change behavior
Business impa...
It’s a cycle of
continuous
optimization.
Individual
Knowledge Data
Machine Learning
Behavior
ObservationsOutcomes
Learning...
Pixabay
L&D is at a crossroads. The same-old isn’t working, but innovative tactics
– such as data-driven learning - seem d...
Pexels
The data is already there. We just need to focus a wider light onto it so we can get
beyond limited metrics and lev...
CONTENT RESULTSDOKNOW
It all starts with making the connection between measurable business goal, expected
employee behavio...
§ Begin with the targeted result
§ Build only the right content
§ Design learning experiences to
maximize data collection
...
Visit
axonify.com/impact
to see more!
It is possible!
@JD_Dillon
axonify.com
jdillon@axonify.com
slideshare.net/JDDillon
Using Learning Data to
Impact Business Outcomes
Upcoming SlideShare
Loading in …5
×

Using Learning Data to Impact Business Outcomes

563 views

Published on

The learning and development profession is undergoing a fundamental shift from a training function to a highly strategic business consultant. With the advancements of machine learning, multiple data points now reveal previously hidden connections between what your employees know and the results your business will achieve. Organizations can measure behavior change and predict future business outcomes based on learning data. These learning insights provide the opportunity for businesses to take strategic action before a negative predicted outcome becomes reality. In this session, we explain how you can finally achieve - and go beyond - Kirkpatrick Level 4. We discuss how you can capture data to better target learning initiatives and impact measurable business results.

Published in: Business
  • Be the first to comment

  • Be the first to like this

Using Learning Data to Impact Business Outcomes

  1. 1. Using Learning Data to Impact Business Outcomes
  2. 2. JD Dillon Chief Learning Architect, Axonify Principal + Founder, LearnGeek
  3. 3. Is it possible to attribute business results directly to the impact of learning?
  4. 4. Learning Measurement Today The Kirkpatrick Model How many of you actually get to level 4?
  5. 5. Learning Organization Maturity LEVEL1 LEVEL2 LEVEL3 LEVEL4 The High Impact Learning Organization Study, Bersin by Deloitte, 2017 6%20%39%35% Episodic Responsive Continuous Anticipatory L&D must improve measurement to foster maturity.
  6. 6. L&D has a data problem. Pixabay The Streetlight Effect is directing our focus to limited metrics like completions and test scores.
  7. 7. Pixabay
  8. 8. DeciDigital
  9. 9. LIMITED ATTRIBUTION FULL ATTRIBUTION Support SalesMarketing pre-digital Attribution The degree of impact an activity has on REAL business metrics Marketing post-digital L&D Marketing made the leap thanks to the data revolution brought on by the internet.
  10. 10. The 5 Vs of Big Data VELOCITY VERACITY VALUE VOLUMEVARIETY Speed at which data is generated and analyzed Different types and forms of data Trustworthiness of data collected Ability to transform data into value for the business Scale of data generated and collected for analysis
  11. 11. Pixabay Making this type of data transformation may feel like a BIG step for L&D.
  12. 12. Evolution in experience facilitated improvements in measurement.
  13. 13. iStock Before L&D can benefit from modern data, we must explore changes in our fundamental tactics and the experience we provide to employees.
  14. 14. 1) Mindset shift 2) Experience evolution 3) Content reimagination 4) Data infusion
  15. 15. Recognize that most learning happens naturally in the work Appreciate that people drive their own learning and solve their own problems Value all forms of workplace learning Realize it’s about measuring impact, not tracking consumption and completion Understand the world is changing fast Jane Hart Learning in the Modern Workplace Modern Learning Organization Mindset
  16. 16. Microlearning is an approach to training that delivers content in short, focused bites. To be effective, microlearning must fit naturally into the daily workflow, engage employees in voluntary participation, be based in brain science (how people actually learn), adapt continually to ingrain the knowledge employees need to be successful, and ultimately drive behaviors that impact specific business results.
  17. 17. Reinforcement Analytics Motivation Feedback Shared Experience Community of Knowledge Events Online Content Experience Messaging Knowledge Growth Business Results continuous learning experience Coaching Microlearning enables a continuous, user-centered learning experience.
  18. 18. CONTENT RESULTSDOKNOW A results-first approach to learning design ensures a connection between content and data along the way.
  19. 19. Consumption Knowledge Behavior ResultsMulti-Dimensional Data Profile Demographic Context Feedback A continuous learning experience supports the collection of multi-dimensional data.
  20. 20. For example …
  21. 21. CONTENT RESULTSDOKNOW Reduce the number of safety incidents caused by poor ladder use. Demonstrate proper ladder setup and climbing techniques. Fundamental principles of ladder setup and use. Ladder safety module, job aid and reinforcement questions.
  22. 22. A brief, targeted video demonstrates the correct behaviors.
  23. 23. Questions assess understanding and reinforce fundamental knowledge.
  24. 24. Data is collected on employee knowledge and confidence by topic.
  25. 25. Knowledge growth is tracked at individual and enterprise scale.
  26. 26. Employees are observed executing the desired behavior, adding to the data profile.
  27. 27. Behavior gaps are identified to inform coaching and future training.
  28. 28. • Constant access • Personalization and adaptation • Real-time capture, analysis and feedback • Machine learning Go NEXT LEVEL with Modern Technology
  29. 29. The Machine Learning Process Gather Data Model Data Gain Insight Take ActionClean Data
  30. 30. It is now possible to … Gather a rich, powerful dataset at the individual level … Tie knowledge to on-the-job behavior … Process this data through statistical models with machine learning … Connect learning directly to business results – at scale.
  31. 31. Going beyond Level 4 … Employees engage + enjoy Employee knowledge and skills grow Employees change behavior Business impact tied to learning REACTION LEARNINGOUTCOMES BEHAVIORS Adjustments made based on identified performance gaps ADAPTATION
  32. 32. It’s a cycle of continuous optimization. Individual Knowledge Data Machine Learning Behavior ObservationsOutcomes Learning Content
  33. 33. Pixabay L&D is at a crossroads. The same-old isn’t working, but innovative tactics – such as data-driven learning - seem difficult and out of reach.
  34. 34. Pexels The data is already there. We just need to focus a wider light onto it so we can get beyond limited metrics and leverage big data throughout the learning experience.
  35. 35. CONTENT RESULTSDOKNOW It all starts with making the connection between measurable business goal, expected employee behavior, foundational knowledge and the content we ultimately create. Everyone can start doing this today!
  36. 36. § Begin with the targeted result § Build only the right content § Design learning experiences to maximize data collection § Find new data sources § Partner with your data teams
  37. 37. Visit axonify.com/impact to see more!
  38. 38. It is possible!
  39. 39. @JD_Dillon axonify.com jdillon@axonify.com slideshare.net/JDDillon
  40. 40. Using Learning Data to Impact Business Outcomes

×