Most business leaders say they want a culture of learning. But less than one third of corporate learning leaders believe that their organization has one. Part of the problem is that many employees are already looking beyond their employers’ training and driving more of their own development. And the traditional tools of the trade just aren’t enough anymore – not for these hyper-connected, hyper-kinetic workers.

1. THE TOOLS YOU NEED
TO BUILD THE LEARNING
CULTURE YOU WANT
September 12, 2016
OLLIE CRADDOCK | Mind Tools
SVP Commercial Development
ollie.craddock@mindtools.com
TODD TAUBER | Degreed
VP of Product Marketing
todd@degreed.com
+

2. AGENDA
HELLO.
+
1 Learning Culture Today
Evolving Role of L&D
Role of Content
Role of Technology
Q&A
We’re Degreed.
And Mind Tools 2
3
4
5

3. +
POLL: HOW
WOULD YOU
DESCRIBE
YOUR
LEARNING
CULTURE?

4. +
“We define a learning culture as learning that
happens anytime, anywhere, and anyhow.
Learning is a mindset and a lifestyle, and for
SAP, it is a key differentiator.”
Manette Chadwick, VP & COO, Learning Center of Excellence
and Execution, SAP.

5. +
6 ESSENTIAL
COMPONENTS
OF LEARNING
CULTURE
Learning
Culture
Encourage
Reflection
Build
Trust
Demonstrate
Learning’s
Value
Enable
Knowledge-
Sharing
Formalize
Learning as a
Process
Empower
Employees
Source: Bersin by Deloitte, 2013

6. +
Only 31% of organizations
report having a culture
of learning
‘Building a culture of learning’ - ATD 2016

7. +
MOST DON’T
HAVE ONE
• Because historically L&D has
focused on meeting organizations’
requirements, not employees.
• While L&D may have previously
provided most employee learning,
other sources now provide
employees with more learning
opportunities.
• This is why today, 79% of
learning comes from non-L&D
sources.
CEB 2014

8. +
GOOD NEWS –
PEOPLE WANT
TO LEARN
MindTools.com, January 2016 (Q6, sample size = 2,156)
0
100
200
300
400
500
600
700
800
900
0 Up to 1 Up to 2 Up to 4 Up to 8 8 or more
How Many Hours a Month Do You Spend On…
Prescribed Training Self-directed learning

9. +
IMPROVE
PRODUCTIVITY
• Every day, employees waste
approximately 11% of their time
on unproductive or “scrap”
learning.
• This misuse costs the average
organization $5 million per 1,000
employees in lost productivity each
year.
• We will all benefit from a shift in
learning participation to learning
productivity.
Stop Wasting Your Learning Investments PDF - CEB

10. +
THIS IS
REINFORCED
BY MIND
TOOLS'
RESEARCH
• 97% Managers & Professionals
“Responsible for my own
development”.
(61.17% (1238) “Strongly Agree”,
36.17% (718) “Agree”, n=2024.)
• 97% “Self-directed learning
improves my business performance.”
(51.63% (1044) “Strongly Agree”,
45.05% (911) “Agree”, n=2022.)
MindTools.com, January 2016 (Sample size = 2,303)

11. +
THERE’S A
MASSIVE
OPPORTUNITY IF
WE CAN HELP
THEM – IN A WAY
THAT SUITS
THEIR HYPER-
BUSY LIVES.

12. +
Ann Schulte, Global Leader - Learning and Leadership Development,
Procter & Gamble
“You are not giving up
control. You are sharing
control with the learner.”
Source: Bersin by Deloitte, IMPACT 2016 Conference, 5/2016

13. +
LEARNING IS SOMEONE’S AND EVERYONE’S
JOB
Degreed, How the Workforce Learns in 2016, 2/2016

14. +
EMBRACE
L&D’S NEW
ROLE:
SUPPLY AND
EMPOWER
Source: Degreed, How the Workforce Learns in 2016, 1/2016;
Question: Where do you go for guidance and/or recommendations
when you need to learn something new?
Workers’ typically start their learning
experiences with social and search –
not with L&D or HR

15. +
TRADITIONAL
L&D IS NOT
OBSOLETE.
BUT IT ISN’T
COMPLETE.
On average, workers give their
employers’ learning and development
opportunities a Net Promoter Score of…
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Detractors
(-100)
Promoters
(+100)
-31

16. +
MORE
LEARNING
DOESN’T
ALWAYS MEAN
BETTER L&D
• The best organizations build a culture
of productive learning
• Opportunity: Personalize learning
opportunities – don’t just increase
available content
• Capability: Teach employees how to
learn – don’t just provide learning
content
• Environment: Share ownership of
learning environment – don’t just
mandate learning
Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014

17. +
Evolving your
content strategy

18. +
Finding the Right Information at the Right
Time and in the Right Format.
We can’t do that for our employees – we have
to enable them to do that for themselves
Curation & Marketing

19. +
CRITICAL IS
TO BUILD
CONTENT
INTO THE
WORKFLOW
• “People know that a lot of learning content is
available, but don’t feel they can take time away from
their jobs for learning.
• Enabling employees to take time during the workday
to learn, without having that learning compete with
the performance goals for which they are being held
accountable.
• People make time for the things they deem
important.
• We need to position learning as critical to employees’
growth and success, and then help them find
solutions within the context of their workday.”
Manette Chadwick, VP & COO, Learning
Center of Excellence and Execution,, SAP

20. +
AN EXAMPLE –
SHARED
OWNERSHIP OF
A LEARNING
MINDSET
• A global broadcaster wanted to
develop a culture of productive
learning.
• Prescribed training interventions
had delivered limited impact.
• They shifted dramatically to a shared
ownership of a learning mindset.
• Individuals felt more empowered,
enabled with the right knowledge
and engagement increased
significantly.
58 minutes
of learning

21. +
AN EXAMPLE –
EMPOWER
INDIVIDUALS
IN L&D’S NEW
ROLE
• Empower individuals to take
ownership of their development.
• Right size resources and weave into
their daily workflow & personalized
development interventions.
• We have seen at least a 2x increase
to individual engagement.
• Increased value from learning
investments.
Learning as
an individual
process

22. +
Evolving your
infrastructure to
deliver it

23. +
SHAPE THE
LEARNING
CULTURE.
INSIDE AND
OUTSIDE THE
LMS.
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Worker
Not enough
time for L&D
offerings
Not enough
guidance or
direction
Not enough
recognition
or reward
OBSTACLE 1 OBSTACLE 2 OBSTACLE 3
Expertise
-47 NPS -62 NPS -71 NPS

24. +
INVEST IN
MORE DIVERSE
PORTFOLIO OF
LEARNING
SOLUTIONS.
Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
(-20%)
Higher-Impact L&D
Organizations Deliver...
(-20%) +13% +90%
Less training
via ILT, vILT
and
e-learning
More learning
via on-the-job
experiences
More learning
via
collaboration
and coaching
More learning
via on-
demand
resources

25. +
SMOOTH THE
PATHWAYS
TO LEARNING…
INSIDE AND
OUTSIDE
THE LMS.
Source: Degreed, 2015

26. +
TRACK, VALUE
AND SHARE ALL
KINDS OF
LEARNING
Source: TinCanApi.com, Who’s using the Tin Can API?, 6/2015; Degreed internal
data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions
Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn:
Please Fix Endorsements, 2/2014
150+
Adopters
~2
Million
Profiles
4
Million
OpenBadges
5
Million
Projects
10
Million
Repositories
3
Billion
Endorsements

27. +
THE LEARNING CULTURE YOU WANT
MORE FREQUENTLY.
MORE PEOPLE…
LEARNING SMARTER…
Degreed customer case study

28. +
THE RESULTS YOUR CEO WANTS
MORE EFFECIENT L&D INVESTMENTS.
MORE ENGAGED EMPLOYEES...
MORE AGILE + PRODUCTIVE WAYS TO LEARN...
Degreed customer case study

29. +
MORE
PRODUCTIVE
LEARNING
CULTURE
MEANS BETTER
BUSINESS
RESULTS
• Employees perform 12%
better
• Companies see 1.4%
higher revenues
• Companies see 3.2%
higher profits
Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014

30. +
KEY
TAKE-AWAYS
• People are motivated to learn. But they’re
just hyper-busy.
• Traditional approaches don’t work well for
busy people. They need a much faster and
more flexible way of learning.
• Busy people want to be in control.
Share that control with them.
• Understand where they are, online and
offline - they are your customer. Market
vigorously to them, so learning is at the
front of their minds.
• Make content easy to find, easy to access,
and enjoyable, in small chunks of time as
part of their normal workflow.

31. +
QUESTIONS?
VISIT
get.degreed.com
mindtools.com
EMAIL
todd@degreed.com
ollie.craddock@mindtools.
com
FOLLOW
@degreed
@toddtauber
@mind_tools
@thisisocraddock