Half day open training event held in Toronto in Canada on the latest trends in learning & development.

1. Learning & development (L&D)
by Toronto Training and HR
November 2014
1

2. CONTENTS
3-4 Introduction
5-6 Definition
7-8 User design
9-10 Evaluation of learning
11-12 Role modelling
13-14 Insight
15-16 Creating conditions for ideation
17-19 Intuitions
20-21 Learning management systems (LMS)
22-23 Massive online open courses (MOOCs)
24-26 Factors contributing to the success of a virtual training initiative
27-28 Running effective webinars
29-30 Neuroscience
31-32 Cognitive strategies
33-34 Using brain science
35-37 What do learners actually retain?
38-39 Needs analysis
40-41 How social network analysis can enhance organizations
42-43 What do top-performing L&D departments do?
44-45 Costing and benchmarking of L&D
46-47 Influences on L&D strategy
48-49 Trends for L&D in 2015
50-51 Conclusion, summary and questions
2

3. Introduction
3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
4

5. Definition
5

6. • Learning & development
6
Definition

7. User design
7

8. • Definition
• Teams
• Innovation
• When is it
appropriate?
• Case study
8
User design

9. Evaluation of learning
9

10. • Types of evaluation
• Purposes of
evaluation
• The Kirkpatrick model
• Measuring and
reporting on value
• Questions to answer
• Relevance, alignment
and measurement
• Alignment of learning
with strategy
10
Evaluation of
learning

11. Role modelling
11

12. • Questions to ask key
influencers
• How Learning &
Development can act as
a catalyst
• Guidelines for leadership
role models
• Actions to take
personally
• Checklist
12
Role modelling

13. Insight
13

14. • Mental preparation
• Non-conscious
incubation
• Illumination
• Verification
14
Insight

15. Creating conditions for
ideation
15

16. • Think without
thinking
• Take a mental
time-out from
the problem
• Chance favours
the prepared
mind
• Be in the right
mood
• Expertise isn’t
sacrosanct
16
Creating
conditions
for ideation

17. Intuitions
17

18. • Uninvited and
instantaneous
• Affective
• Holistic
• Non-conscious
• Potentially powerful and
perilous
• The two minds
18
Intuitions
1 of 2

19. Using intuition to support
decision-making and
problem-solving
• Open up the intuitive
closet
• Get a feel for your
batting average
• Play devil’s advocate
• Elicit good feedback
• Balance intuition and
analysis
19
Intuitions
2 of 2

20. Learning management
systems (LMS)
20

21. • Evolution of LMS
• Common
frustrations
• Questions to ask
when selecting a
LMS
• Questions to ask
stakeholders and
peers
• Help from end users
21
Learning
management
systems (LMS)

22. Massive online open
courses (MOOCs)
22

23. • Primary business
applications
• Are MOOCs effective?
• Successfully launching a
MOOC
• Roadblocks to overcome
23
Massive online
open courses
(MOOCs)

24. Factors contributing to the
success of a virtual
training initiative
24

25. • Define it
• Set the stage for
success
• Prepare people
25
Factors
contributing to
the success of a
virtual training
initiative 1 of 2

26. Technology considerations
• Meeting or training
software product?
• Teleconferencing or
VOIP?
• Mobile devices or
computers?
26
Factors
contributing to
the success of a
virtual training
initiative 2 of 2

27. Running effective
webinars
27

28. • Know yourself
• Create the climate
• Practice
(with feedback)
• Test yourself and teach
someone else
• Just do it
28
Running effective
webinars

29. Neuroscience
29

30. • Change and develop our
brains through learning
• Recent research
• How can L&D
practitioners engage
better with neuroscience
30
Neuroscience

31. Cognitive strategies
31

32. • Repeated retrieval
• Spacing effect
• Deep encoding
32
Cognitive
strategies

33. Using brain science
33

34. • Fairness
• Introvert or extrovert
• Sleep
• Attention
• Predicting
34
Using brain
science

35. What do learners actually
retain?
35

36. Percentages
• What they learn
when they teach
someone else/use
immediately
• What they learn
when they practice
what they learned
• What they learn
when engaged in a
group discussion
36
What do learners
actually retain?
1 of 2

37. Percentages (cont.)
• What they learn
when they see a
demonstration
• What they learn
from audio-visual
• What they learn
from reading
• What they learn
from a lecture
37
What do learners
actually retain?
2 of 2

38. Needs analysis
38

39. • Types of needs
analysis
• Gathering data
• Questions which can
be answered after
effective needs
analysis
• Outputs after analysis
has taken place
• Lesson plan
components
• Evaluation questions
39
Needs analysis

40. How social network
analysis can enhance
organizations
40

41. • Diagnosis
• Measurement
• Learning design
• Learner identification
41
How social
network
analysis can
enhance
organizations

42. What do top-performing
L&D departments do?
42

43. • Prepare everyone to
excel
• No more carrot and
stick
• Move from
mouthpiece to
hearing aid
• Offer leadership
rather than lip
service
43
What do top-performing
L&D
departments
do?

44. Costing and benchmarking
of L&D
44

45. • Costing
• Benchmarking
• Reasons for costing
and benchmarking
• External provision
• Internal provision
• Cost of losing
employees’ time
• Costs, benefits and
incidence/nature
45
Costing and
benchmarking
of L&D

46. Influences on L&D
strategy
46

47. • Business strategy
• Operational and
cultural factors
• Human capital
approach
• Keep strategy
updated
47
Influences on
L&D strategy

48. Trends for L&D in 2015
48

49. • Learning for results
• Action learning
• Outsourcing
• Relevance
• Accountability
• Less waste
• Measurement
• Compliance
• Mobile learning
49
Trends for L&D
in 2015

50. Conclusion, summary and
questions
50

51. Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions
51