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Transforming Formal Learning

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Successful organisations are engaging in new approaches to learning and performance, but formal learning opportunities need to change.

This report considers how L&D leaders can transform formal learning in their organisation. Looking at the learner journey, the role of technology and the role of the classroom trainer, this report aims to build confidence in innovation by learning from the most successful organisations.

Download the report at:
http://www.towardsmaturity.org/transformingformal2016

Published in: Business
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Transforming Formal Learning

  1. 1. All content © 2015 Towards Maturity CIC Ltd. Not to be distributed or copied. @LauraOverton @TowardsMaturity Transforming Formal Learning How to deliver results and improve engagement @Community_Mike @DPGplc
  2. 2. Characteristics of formal learning Structured Learning Activities Defined Outcomes Input from Facilitators
  3. 3. Is formal learning dead? Technology Social Learning Performance Support Experiential Learning 70:20:10 Social Community Just-In-Time Mobile
  4. 4. 55% find classroom courses or face-to-face learning essential or very useful 43% find formal education courses such as College- based courses essential or very useful 29% find Massive Open Online Courses (MOOCs) essential or very useful Is formal learning dead? Not for Staff
  5. 5. 95% of L&D leaders consider skills for classroom training and face-to-face delivery 91% consider skills for delivering live online a priority in their team Is formal learning dead? Not for L&D
  6. 6. Our expectations of technology are not delivering Not surprising that only 26% of formal learning is ‘e-enabled’ 91% 96% 94% 90% 34% 18% 24% 38% Develop a better qualified workforce Speed up and improve the application of learning in workplace Reduce time to competence Improve effectiveness of face-to-face learning Achieving benefit sought Driver
  7. 7. The traditional ‘blend’ is not working Less than 1/3 agree that face-to- face training actively builds on knowledge gained through e-learning courses Not surprising that only 26% of formal learning is ‘e-enabled’
  8. 8. The traditional ‘blend’ is not working for staff 88% want to be able to learn at their own pace
  9. 9. Introducing our latest In-Focus report… www.towardsmaturity.org/transformingformal2016 How do we deliver results and improve engagement?
  10. 10. www.towardsmaturity.org/transformingformal2016 How do we deliver results and improve engagement? This In-Focus report considers how L&D leaders can transform formal learning in their organisation. Looking at the learner journey, the role of technology and the role of the classroom trainer, this report aims to build confidence in innovation by learning from the most successful organisations.
  11. 11. Defining Need Understanding Learners Work Context Building Capability Ensuring Engagement Demonstrating Value The Towards Maturity Framework
  12. 12. 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 The Top Deck are those in the top 10% on the TMI
  13. 13. Top Deck organisations are pushing boundaries 25% 22% 12% 10% 6% 37% 30% 24% 17% 18% 42% 39% 29% 24% 19% 61% 63% 47% 42% 37% 72% 73% 63% 56% 48% Efficiency Processes Productivity Responsiveness Culture Q4 Q3 Q2 Q1 Top deck Top Deck x3 x5 X8x5x3
  14. 14. What can we learn from top performing L&D teams? Supporting the Learner Journey Rethinking the process Transferring learning back at work
  15. 15. Rethinking the process Transferring learning back at work What can we learn from top performing L&D teams? Supporting the Learner Journey
  16. 16. Staff know what they want. How can we help them get there quicker? The journey is important! 76% of people are motivated to learn because they want to do their job better or faster (rising to 84% for those new to their role)
  17. 17. 92% agree that staff understand how their work is linked to the organisation’s performance (55% average) 73% discuss the objectives and aims of learning with individuals before they start learning (46% average) of the Top Deck… CLEAR OUTCOMES
  18. 18. 2x as likely to agree that staff can access learning at places convenient to them 3x as likely to agree staff have access to a tutor or subject expert when learning online (compared to avg.) The Top Deck are… CLEAR SUPPORT
  19. 19. 78% support career aspirations (21% average) 3x as likely to agree they support career aspirations (or personal job goals) with technology- enabled learning (compared to avg.) CLEAR PERSONAL BENEFITS The Top Deck are…
  20. 20. 4x as likely to use electronic diagnostic tools to tailor learning to individual need AND have content curation strategies in place to help staff find the resources they need (14% average) CLEAR PATHWAYS The Top Deck are…
  21. 21. 2x as likely to understand that learners learn more from each other than from course content 4x as likely to encourage learners to collaborate in building knowledge resources CLEAR CONNECTIONS WITH CO-WORKERS The Top Deck are…
  22. 22. What can we learn from top performing L&D teams? Rethinking the process Transferring learning back at work Supporting the Learner Journey
  23. 23. Top Deck organisations are 4x as likely to blend Those that blend are getting better results 91% 96% 94% 90% 44% 35% 34% 58% 29% 9% 20% 33% Develop a better qualified workforce Speed up and improve the application of learning in workplace Reduce time to competence Improve effectiveness of face-to-face learning Do not Blend: Achieving benefit sought Blend: Achieving benefit sought Driver What can we learn from those who ‘blend’?
  24. 24. Over 3x as likely to use…  Video  Micro-content  Games  Simulations  Storytelling techniques (compared to those who do not blend) Those that blend are smart in the way they use technology in design
  25. 25. 2x more likely to involve…  Staff  Managers  Subject Matter Experts  Classroom trainers …in design (compared to those who do not blend) Those that blend are smart in the way they use people in design
  26. 26. Twice as likely to use…  Communities  Social media (compared to those who do not blend) Those that blend are smart in the way they create opportunities to connect
  27. 27. 4x as likely to…  Involve classroom trainers in engaging learners with tech  Ensure staff have access to a tutor or expert throughout (compared to those who do not blend) Those that blend are smart in the way they work with classroom trainers
  28. 28. Supporting the Learner Journey Rethinking the process Transferring learning back at work What can we learn from top performing L&D teams?
  29. 29. 96%of L&D leaders want to use technology to speed up application of formal learning into the workplace only 17% achieve this goal Delivering results back at work: What are those 17% doing differently?
  30. 30. Those achieving faster application of learning back at work focus on keeping content relevant 27% 44% 20% 32% 60% 68% 43% 51% We apply storytelling techniques in our instructional design We use video, audio, images and animation appropriately as well as text in our e-learning courses We use highly interactive methods, such as games and simulations, in our learning solutions We involve users in the design of the most appropriate learning approach Achievers Non-achievers
  31. 31. This matters to learners! of learners find it helpful when the media for online programmes is drawn from actual situations (for example, relevant photos, videos or case studies, rather than contrived examples using graphics or stock images) 88% www.towardsmaturity.org/learnervoice2 vs…
  32. 32. Those that achieve faster application of learning back in work are twice as likely to… make time for reflection
  33. 33. Those that achieve faster application of learning back in work are twice as likely to… seek active feedback during assessment
  34. 34. Those that achieve faster application of learning back in work are twice as likely to… Recognise and reward achievement
  35. 35. 9 Tips for Transforming Formal Learning TheLearner Journey Personalise the journey Provide clear access Build support networks Rethinking theBlend Create online experiences that engage and connect Use face-to-face to build upon online, not ignore it Don’t leave classroom staff behind Transferring Learning Involve learners in real scenarios to practice skills Provide opportunities to reflect Consider how to use assessment wisely
  36. 36. @LauraOverton @TowardsMaturity @Community_Mike @DPGplc www.towardsmaturity.org/transformingformal2016 Download the report today: Supported by
  37. 37. ABOUT US Towards Maturity is a benchmarking practice that provides authoritative research and expert consultancy services to help assess and improve the effectiveness and consistency of L&D performance within organisations. It leverages the data gathered from the largest learning and development benchmark in Europe. Download our case studies to support your business case for change at: www.towardsmaturity.org Benchmark your learning strategy to prioritise actions and improve performance at: www.towardsmaturity.org/benchmark

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