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.

Embracing Change: 9 Tips to help you prepare for the future of learning

712 views

Published on

Modern Business is becoming more global, fast paced, complex and fluid. Modern staff are increasingly connected, curious, tech-savvy and self directed. Are today’s L&D teams prepared for what that means for learning in the future?

This is a key theme explored in our latest In-Focus report, Preparing for the Future of Learning, released this month in conjunction with our strategic partner, the CIPD. Laura Overton took the opportunity at the CIPD L&D Show to explore what we can learn from Top Deck L&D teams in the Towards Maturity Benchmark, to help us get fit for the for the future of learning.

Are you fit for the future of L&D? Find out:
Use the Towards Maturity Benchmark to assess your current fitness. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.

Published in: Business
  • Be the first to comment

Embracing Change: 9 Tips to help you prepare for the future of learning

  1. 1. Embracing Change: 9 Tips to help you prepare for the future of learning All content © 2015 Towards Maturity CIC Ltd. Not to be distributed or copied. @lauraoverton www.towardsmaturity.org/benchmark
  2. 2. MODERN BUSINESS Global Fast Digital Fluid Complex
  3. 3. Modern workers: Curious Connected Tech-Savvy Self-Directed
  4. 4. Modern learning : What words describe modern learning today?
  5. 5. Modern learning: Integrated Customer- centric Digital Agile
  6. 6. Is L&D ready to embrace change? Do we integrate learning & work? Are we thinking digitally? Do we know our customers ? Are we equipped for change?
  7. 7. Modern L&D leaders have set high goals INDIVIDUAL PROCESSES EFFICIENCY PRODUCTIVITY AND ENGAGEMENT BUSINESS RESPONSIVENESS LEARNING CULTURE PROGRAMMEORGANISATIONCULTURE Improve induction 95% Speed up implementation of new processes 91% Improve productivity 94% Adapt to individual need 94% Driving Business Innovation 80% Improve organisational performance 85% Share good practice 96% Increase self directed learning 83% Improve admin and management 95% Increase volume 91%
  8. 8. We are not all there …yet INDIVIDUAL PROCESSES EFFICIENCY PRODUCTIVITY AND ENGAGEMENT BUSINESS RESPONSIVENESS LEARNING CULTURE PROGRAMMEORGANISATIONCULTURE Achieved by 39% Achieved by 41% Achieved by 29% Achieved by 24% Achieved by 21%
  9. 9. Benchmark Who is performing well? What are they doing differently? L&D Fitness tracker TMI
  10. 10. Top Deck x3 x5 X8x5x3 What can the Top Deck teach us about building performance? Quartile 1 (25%) Top Deck (10%) Quartile 2Quartile 3Quartile 4
  11. 11. 1: ESTABLISH CLEAR GOALS
  12. 12. 78%of the Top Deck identify business KPIs that they want to improve in partnership with senior management (31% average) STAY FOCUSED
  13. 13. 79%of the Top Deck Have a plan for how they will meet agreed measures (36% average)
  14. 14. 2: INDULGE IN FRESH THINKING
  15. 15. 94%oftheTopDeck consider the course as only one option for building performance (52%average) Different Perspective
  16. 16. 86% looking at models that integrate learning and work (43% avg,) 102070Workflow Social Formal
  17. 17. 3: UNDERSTAND THE TERRAIN (KNOW YOUR LEARNERS!)
  18. 18. 86% of the Top Deck are proactive in understanding how their staff learn (30% average) CONSUMER ORIENTED
  19. 19. 78% of staff are motivated to learn online so they can do their job Better And Faster
  20. 20. 76%of the Top Deck involve users in design (35% average) LISTEN
  21. 21. 4: USE THE RIGHT KIT
  22. 22. Allocate 25% L&D budget to technology E-enable 34% of formal learning 90% Enjoy good relationships with IT (51% avg) TOP DECK THINK DIGITALLY
  23. 23. The Top Deck INCREASE ACCESS TO COMMUNITY TO CONTENT TO TECHNOLOGY TO CLEAR COMMUNICATION AT THE RIGHT PLACE AND TIME
  24. 24. 5: IT’S A TEAM EFFORT
  25. 25. The critical role of managers
  26. 26. The Top Deck HELP STAFF LEARN HOW TO LEARN 79% offer study skills training (51%) 67% encourage learners to organise own Personal learning strategies (34%)
  27. 27. 6: TRAIN HARD!
  28. 28. What skillsdo we need?
  29. 29. TheTopDeckareactiveinbuildingpriorityL&Dcapabilities,today.
  30. 30. BEWARE OF THE FADS
  31. 31. 7: USE A COMMON SENSE FRAMEWORK
  32. 32. FrameworkforexploringL&Dtactics Defining Need Learner Context Work Context Building Capability Ensuring Engagement Demonstrating Value The Towards Maturity Framework T O W A R D S M A T U R I T Y I N D E X TOP DECK TOP LEARNING ORGANISATIONS © Towards Maturity 2015
  33. 33. © Towards Maturity 2015 Prioritise outputs not inputs Be consumer driven Work within wider context Prepare for change Bring others on board Use evidence to review & adapt
  34. 34. 8: KEEP ON TRACK
  35. 35. Top Deck 3x to use benchmarking as a performance improvement tool EVIDENCE BASED LEARNING DECISIONS
  36. 36. Focus on our own performance OLD STYLE BENCHMARKS
  37. 37. New Learning Benchmarks PERFORMANCE IMPROVEMENT KPI’s
  38. 38. Establish your Baseline TMI
  39. 39. 9: #MAKEITHAPPEN
  40. 40. TOP DECK L&D TIPS FOR GETTING FIT FOR THE FUTURE
  41. 41. Join 4,500 L&D leaders Get fit for the future of learning Benchmark today  Reflect on your strategy  Completely confidential  Free personalised feedback  Collect CIPD degrees
  42. 42. Thank you @lauraoverton TMI www.towardsmaturity.org /benchmark

×