This document discusses preparing for the future of learning in healthcare. It summarizes findings from a survey that show top learning organizations are more likely to establish clear goals, think differently, understand learners, use appropriate technology, make learning a team effort, provide ongoing training, use common sense frameworks, keep improving, and implement learning solutions. The document advocates for using experiences and resources to support on-the-job learning. It acknowledges challenges healthcare faces in adopting new learning technologies and developing skills, and provides recommendations for defining needs, designing practical support, and iterating based on user feedback to prepare for future changes.

1. Getting ready for the future
of learning
@lauraoverton
www.towardsmaturity.org/benchmark
PA Consulting
@shackletonjones
paconsulting.com

2. WHAT DOES
YOUR
FUTURE
HOLD?

3. Copyright PA Consulting Ltd. 2017

4. Copyright PA Consulting Ltd. 2017

5. Copyright PA Consulting Ltd. 2017

6. Copyright PA Consulting Ltd. 2017

7. Copyright PA Consulting Ltd. 2017

8. What does the future of learning look like for you?
All conent © 2017 Towards Maturity CIC Ltd. Not to be distributed or copied.

9. The Future?

10. PROCESS
EFFICIENCY
PERFORMANCE
AGILITY
CULTUREPROGRAMMEORGANISATIONCULTURE
Reduce time away from the job 95%
Speed up implementation of new processes 91%
Improve organisational performance* 96%
Facilitate new ways of working* 100%
Provide a faster response to changing conditions * 96%
Speed up the application of learning at work 96%
Integrate learning into the workflow *96%
Increase self directed learning *100%
Deliver greater value for money* 96%
Increase volume 92%
The future of learning for the health profession
(* = health higher than average)

11. To what
extent is
health
harnessing
technology?
18%
% budget allocated
to learning tech
15% public sector
28% Top Deck
62%
% content
developed in house
54% public sector
61% Top Deck

12. To what
extent is
health
harnessing
technology?
90%
custom made in house elearning
72% public sector
70%
Video
69% public sector
95%
Live online learning
84% public sector
85%
LMS
79% public sector
35%
Learning Communities
62% public sector
70%
Job aids/ check lists
70% public sector
85%
Mobile
82% public sector
30%
Competency management systems
30% public sector
15%
Game based elements
16% public sector
40%
Information repositories/ portals
51% public sector

13. PROCESSES
EFFICIENCY
PERFORMANCE
AGILITY
CULTUREPROGRAMMEORGANISATIONCULTURE
Achieved by 25%
Vs 24%
Achieved by 26% in health
(34% public sector))
Achieved by 13% in health
Vs 21%
Achieved by 7% in health
Vs 15%
Achieved by 8%
Vs 11%
The Future is here, it’s just not evenly distributed yet

14. 25%
18%
12%
10%
8%
37%
28%
20%
13%
10%
50%
39%
32%
20%
18%
65%
54%
47%
40%
35%
77%
64%
62%
54%
46%
Improving
Efficiency
Fine-tuning
Process
Boosting
Performance
Cultivating
Agility
Influencing
Culture
x3
x5
x6
Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD
Some are realising their vision faster than others – what are they doing differently?
x3
x5
% Reporting achievement of goals in each outcome

15. 1: ESTABLISH CLEAR GOALS

16. Top Deck
organisations
are DELIVERING
what matters
to business
Compared to rest of sample
of 600 L&D leaders
Growth
Transformation
Productivity
Sustainability
3x
4x
3x
3x

17. 92%of the Top Deck
Analyse the problem
before
recommending a
solution
40% health
58% public sector

18. 77%of the Top Deck
Have a plan for how
they will meet
agreed measures
24% health
35% public sector

19. 2: INDULGE IN FRESH THINKING

20. 90%oftheTopDeck
consider the
course as only
one option for
building
performance
(41%health
46%publicsector)
Different Perspective

21. 85%Topdeck
looking at
models that
integrate
learning and
work
25% health
36% public sector
102070Workflow Social Formal

22. Managing
competency
70:20:10 style
Monitor daily
Supervise at the point
of need
Helse Vest, Norway
State owned regional health authority:
Health trusts
Operating 9 hospitals
31,000 employees

23. 3: UNDERSTAND THE TERRAIN
(KNOW YOUR LEARNERS!)

24. 82%of the Top Deck
are
proactive in
understanding
how their staff
learn
33% health
29% public sector

25. 77%of the Top Deck
involve users
in design
(19% health
48% public sector)
LISTEN

26. The danger of
boxing staff in
CONSTRAINS OUR
THINKING & ACTIONS

27. 4: USE THE RIGHT KIT

28. E-enable
43%
of formal learning
(23% health, 21% public
sector)
87%
Enjoy good
relationships with IT
(71% health, 53% public
sector)
TOP DECK THINK DIGITALLY

29. The Top Deck…
Use tech
to make life
easier
5xas likely to have
Curation strategies
in place
4x
as likely to use
Micro Learning
3x
as likely to provide
Job aids via mobile
3x
as likely to use
Use Tags and Metatags

30. 5: IT’S A TEAM EFFORT

31. 90%
Expect Line managers to
take responsibility for
staff development
(71% health, 67% public sector)
59%
Equip managers with the
resources they need to
support their teams
(14% health, 19% public sector) 90% expect line managers to take
responsibility for their staffs’
development (vs 61% of the rest)

32. The Top Deck
HELP STAFF
LEARN
HOW TO
LEARN
74% offer study skills
training (62%health, 58% public
sector)
64% encourage learners to
organise own Personal
learning strategies (25% heath,
30% public sector)

33. What did staff like best
about working at HC-One?

34. 6: TRAIN HARD!

35. Beware the latest
fads!
Using more
technologies
but reporting fewer
benefits

36. 82%of the Top Deck
L&D are confident
using new media
in learning design
(29% health, 25% public
sector)

37. 82%of the Top Deck
provide
ongoing CPD
opportunities
for L&D staff
(57% health 61% public
sector.)
1 in 5 (19% health. 7% PS)
don’t know how their
L&D staff build skills

38. 7: USE A COMMON SENSE FRAMEWORK

39. Common sense
but not common
practice
Defining
Need
Understanding
Learners
Work
Context
Building
Capability
Ensuring
Engagement
Demonstrating
Value
THE TOP 10%
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

40. © 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

41. 8: KEEP ON TRACK

42. 62%
Top Deck
Use learning analytics
to improve the service
they deliver
13% health, 19% public sector
EVIDENCE BASED LEARNING
DECISIONS

43. 9: #MAKEITHAPPEN

44. © PA Knowledge Limited 2017
44
Distance from point of need
Trainingtimerequired
The Learning Elimination Curve

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47. © PA Knowledge Limited 2017
47
HOW
WOULD
YOU?
Find your way in a strange city?
Help your daughter with her homework on ‘the Ancient Egyptians’?
Find a restaurant in a new area?
Learn how to play ‘stairway to heaven’ on a guitar?
Learn about a person you will be meeting?
Choose a good movie to watch?
Learn how to use your new phone?
Keep up with innovations in your profession?
Choose a hotel for a holiday?
Overcome a difficult level on your computer game?
Fix a fault with your chainsaw?

48. © PA Knowledge Limited 2017
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Disliked
Ineffective
Cheap
Training isn’t working.The world is changing.The way we learn everyday no
longer resembles educational conventions.
The Problem
CLASSROOM E-LEARNING
Liked
Ineffective
Expensive

49. © PA Knowledge Limited 2017
49
EXPERIENCES RESOURCES
We design experiences that simulate real challenges.
We offer resources that help people get the job done.
The Solution
Turning educational
programmes into
simulations of real
work
Allowing people to
earn badges, develop
a portfolio &
transferrable skills
Designing digital
resources around
everyday tasks &
challenges
Enabling people to
perform, by accessing
support at the point of
need

50. Be convinced Support and guidance
Feel inspired or engaged Simple practical stuff
THE ORGANISATION
WANTS METO…
IWANT…
Understand why To understand how
Care less
Story ResourceGuideAnimation
PUSH PULL
Experience
Care more
Experiences or Resource?

51. Example: Graduates

52. © PA Knowledge Limited 2017
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53
Example: Global Bank
26

54. © PA Knowledge Limited 2017
54
Example: High Speed 2
High Speed 2 is the largest infrastructure programme in the UK. With
construction work about to begin, HS2 saw that strong leadership would be
essential to getting their 2,000-strong workforce performing effectively. PA
worked with HS2 to design and launch an online learning portal with checklists,
video shorts and ‘how to’ guides that people can use to get practical support
whenever they need it. Topics covered everything from conducting an
interview to running a performance review.
26

55. WHAT IS
HOLDING US
BACK?

56. 82%
ofL&Dprofessionals in healththink
L&D lack
knowledge about
implementing
learning tech
76%
Staff lack skills to
manage their own
learning

57. Getting ready for the future
of learning
What are we going to do about it?
All content © 2017 Towards Maturity CIC Ltd. Not to be distributed or copie

58. A starting point
Defining
Need
Understanding
Learners
Work
Context
Building
Capability
Ensuring
Engagement
Demonstrating
Value
THE TOP 10%
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

59. Health Sector
Where are we
now?
Strenghts

60. Managing learning
Personal Understanding the business
problem
Design and delivery
(technical)
Supporting Performance
Design and delivery
Evaluating impact
Skills in place (Rest)Priority skills (All) Skills in place (Top Deck)
W
W
W
W
=
W=
W
W
W
S
W
W
W
S
S
W
W
W
S

61. Preparing for the future

62. Experiences
Experience formats which can be applied to change
mindsets, build capability and improve performance.
Use these formats to build a ‘flight simulator’ for tasks or
roles of any kind.

63. Resources
Resources – such as short videos, animations, checklists,
infographics and one-page guides – help people at the point
of need. Resources can be far more effective than courses
at improving performance.
Animation: the psychology of differences
Video: for the business case
Infographics: for context
Peer stories

64. Be convinced Support and guidance
Feel inspired or engaged Simple practical stuff
THE ORGANISATION
WANTS METO…
IWANT…
Understand why To understand how
Care less
Story ResourceGuideAnimation
PUSH PULL
Experience
Care more
Experiences or Resource?

65. DEFINE
the outcome
in terms of
results not
learning
objectives
DISCOVER
the concerns
and tasks that
underpin
performance
DESIGN
think of
helpful stuff:
resources
and
experiences
DEVELOP
in a user-centred
way: designers
partnering with
practitioners
DEPLOY
an MVP
rapidly, and
market
ITERATE
Continue to improve
6
1 2 3 4 5
The audience always comes first.
Talk to people – find out how you can help.
Process

66. Technology
1) Talk to people, build helpful stuff.
2) Use the technology people are already using.
• Whatsapp
• Slack
• Facebook
• Instagram
3) Use smartphones – but get a microphone!
4) Use powerpoint for printables
5) Curate wherever you can

67. EXAMPLE
CROWDSOURCING
QUESTIONS
VOTE FOR 4!
A VISION FOR
DIGITAL LEARNING
6) What specific questions can we ask business leaders to build buy
in?
2) What do you do to help line managers ensure learning is
supported in the workplace?
3) What are the priority skills required by L&D to secure the
opportunities of a digital future?
4) How can we improve the culture of learning in NHS Wales?
1) In what ways can we use technology to support learning that we
are not doing at the moment?
7) How can we involve learners more in the design of learning?
5) What evidence should we capture to demonstrate impact? When
should we capture it?
8) How can we deliver more impact with less resources?

68. Turning insight into action
All content © 2017 Towards Maturity CIC Ltd. Not to be distributed or copie

69. HOW DO WE RESPOND TO
CHANGE!

70. HIDE?

71. OR HARNESS THE
OPPORTUNITY?

72. 9 tips for
getting ready
for the future
of learning