Technology has improved nearly everything that we do — except for corporate learning and training. Employees have increased demands, decreased time and evolving interests and goals, so how do you train effectively in this environment and ensure retention? This session will: Introduce participants to truly adaptive eLearning technology. Learn how adaptive technology not only engages employees, but boosts productivity and retention. Deep dive in to the behavior analytics that come out of adaptive learning technologies.

1. #CLOwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Welcome to the webinar!

2. #CLOwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– The audio will stream through your
headphones or computer speakers.
– Also check your computer’s volume for
external speakers or headsets.

3. #CLOwebinar
Ques%ons
and
Handouts
You
can
submit
ques%ons
by
clicking
on
this
icon
here.
You
can
download
a
PDF
of
the
slide
deck
by
clicking
here.

4. #CLOwebinar
1. May I receive a copy of the slides?
YES! Click on the handouts located on the right portion of your
screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI or SHRM certified?
YES! The HRCI and SHRM certification codes will be sent in
the follow up email.
Frequently
Asked
Ques%ons

5. E-LEARNING IN THE AGE OF DISTRACTION:
ADAPTABILITY, PRODUCTIVITY & MEASUREMENT
January 25, 2018

6. INTRODUCTION
6
Neha Gupta
is Chief Executive Officer, responsible for True Office Learning’s product and
technology vision, strategy and growth. Prior to her role as CEO, Neha served as
Senior Director of Learning Solutions & Strategic Initiatives at NYSE Governance
Services, leading all product strategy and development initiatives for the business.
Neha has also served as Citigroup’s Chief of Staff for the Institutional Clients Group
Technology organization, reporting directly to the CIO. In her time with Citigroup, Neha
led a number of strategic change management efforts involving critical, multi-million-
dollar initiatives across industries.

7. 7
E-Learning in the Age of Distraction

8. LEARNING IN 2018
• 49% of companies have a limited L&D
budget.
• Less than 25% would recommend their
L&D program to peers.
• $1,252 spent per employee on direct
learning.
• 55% of companies do not have the time
or staff to measure at Kirkpatrick levels.
• Modern learners engage through a variety
of sources and devices, but instructor-led
classes are still the #1 method for
training.
• Employees spend an average of 33 hours
per year on training.
• Companies spend an average of
106 hours developing an eLearning
course.
• 46% of companies have trouble getting
employees to make time for L&D.
• Only 6% of companies truly measure all
types of learning with an eye on business
results.
• 53% use post-training quiz to measure
effectiveness.
• Less than 50% of companies have the in-
house skills to analyze learning data.
• 66% run analytics on no more than half
their learning programs.
• 60% share their analysis with business
leaders.
8
Learning is a top priority, but
there’s room for improvement.
Modern learners want modern
learning.
Proving learning impact is difficult.
Technology has advanced everything we do, except for corporate learning and training.
How can you overcome learning challenges and deliver effective learning and retention?

9. 9
Learning Delivery

10. TYPES OF LEARNING
10
Interactive and Kinesthetic
Visual
Visual and Verbal
Adapted from Edgar Dale’s ‘Cone of Experience’ (1969)
People remember:
10% of what they READ
30% of what they SEE
50% of what they HEAR + SEE
70% of what they SAY/WRITE
90% of what they DO
Emails, documents, whitepapers
course w/ visuals, online study, PPT
multimedia course, recorded learning sessions
live online seminars, interactive courses,
e-coaching
simulations, games

11. ADAPTIVE E-LEARNING APPROACH
An engaging learning experience that demonstrates your training's impact.
Kinesthetic learning with situational immersion and actionable behavioral analytics.
CONFIDENTIAL 11
Introduction
A short, no-nonsense kick
off to the learner’s
individualized journey.
Kinesthetic
Learning
Gamified activities
motivate and engage
learners while adapting to
learner performance and
optimizing seat time at
each interaction.
Results &
Benchmarking
Learners see their
learning journey results in
attaining 100% proficiency
benchmarked against the
organization’s
expectations.
*Optional Features
I.Q. Analytics Portal
Interact with performance data to measure business impact. View data at
various levels and time spans to show how your entire organization,
specific groups or individual learners performed while attaining 100%
proficiency.
X%
Behavioral
Analytics
Actionable insight on
learner performance
and time spent to
identify trends,
knowledge gaps and
efficacy.
Learner Profiling
Assess learner
demographics and
baseline performance so
learners see relevant
content for their role and
knowledge level.
Content Adaptation
Categories of content, tied
to each learning objective,
unlock based on
relevance to Learner
Profile.
YOUR SCORE
COMPANY BENCHMARK
680
600

12. 12
Extracting Behavior Analytics
from eLearning

13. TYPES OF DATA
13
PRESCRIPTIVE
PREDICTIVE
DIAGNOSTIC
DESCRIPTIVE
VALUE
COMPLEXITY
PRESCRIPTIVE
DIAGNOSTIC
What do I need to do?
Ex. Data Triangulation
What’s likely to happen?
Ex. Behavior Analytics
Why is it happening?
Ex. Quiz question analysis
What’s happening in my
business?
Ex. Completion data
PREDICTIVE
DESCRIPTIVE

14. Are you able to understand and
influence employee choices?
Can employees trust that the
organization is providing the rightt
learning experiences?
How do you manage what you
don’t measure?
WHY BEHAVIORAL ANALYTICS MATTER
14

15. CASE STUDY 1
• Designing a program to develop High
Potential Talent
• Challenges in:
> Identifying high-potential talent
- Nomination based process yields
challenges in avoiding manager
bias
> Selecting top performers for
an in-person program
- Limited budget/resources to invite
everyone that is nominated
> How to measure ongoing
performance/change
• Develop and deploy an Adaptive
Leadership Development program to all
nominated candidates that:
– Assesses individual’s alignment to
leadership principles of the
organization
– Remediates existing knowledge
and application gaps
• Were able to utilize behavioral analytics to
select top X% to attend program in person
• Were able to distribute additional remote
program resources to remaining
candidates (HBR etc.)
• Able to identify pool of candidates/groups
with the largest dissonance between
manager recommendation and candidate
performance
15
Problem Solution Outcome
Financial Services Institution

16. CASE STUDY 2
• Educate large pool of employees on how
to utilize risk based thinking to make
economic decisions
• Difficult to coordinate logistics of bringing
everyone together in-person for sufficient
time to cover all the aspects
• High investment without a measurable
return
• Built an adaptive risk optimization thinking
e-learning program and deployed as pre-
work to all target attendees
• Covers all the broad topics and highlights
while assessing each learner’s
performance
• Trainers segment behavioral analytics for
just the attendees of the session and
conduct a smart classroom
• Keep in-person seat time minimized while
allowing learner’s the flexibility to obtain
key concepts and have the pre-work for
future reference.
• Able to identify populations that may need
additional/deeper dive learning.
16
Large Manufacturing Conglomerate
Problem Solution Outcome

17. TECHNOLOGY CONNECTS LEARNING TO LEARNERS
• Training specific to the needs of the
population, industry and business.
• Tie learning objectives to desired
outcomes/behavior changes by creating
situational assessment that tests
knowledge application rather than reading
comprehension.
• Courses that engage the learner, transfer
knowledge and drive behavioral change
while generating meaningful analytics for
the business.
• Learn-by-doing with stimulating,
memorable and true-to-life content and
scenarios that increase long term
knowledge retention by 15-20% 2
• Technology-enabled learning engagement
and interactivity yield higher knowledge
acquisition1
• Use adult learning principles to create
engaging courses that capture attention
and help retain new knowledge or skills
• Total seat time for rollouts reduced by
15-20% through adaptive learning logic 3
• On average 40-50% of the population
saves 10-15 min. on the same content 3
• The time saved directly yields financial
value and productivity to the business
17
Better alignment to business
objectives.
Modern learning experiences. Metrics that get attention.
Adaptive learning technology yields…
1 Impact of Interactive Learning on Knowledge Retention
2 Active Learning to Improve Long Term Knowledge Retention
3 Results based on analysis of Anti-Corruption, Conflicts of Interest and Workplace Harassment courses

18. 18
THANK YOU!
Neha Gupta
Chief Executive Officer
True Office
Neha.Gupta@trueoffice.com
Visit us: www.trueoffice.com

19. #CLOwebinar
Register for the next webinar!
DATAFICATION OF LEARNING & DEVELOPMENT:
ANALYTICAL INSIGHTS TO DRIVE SUCCESS
Tuesday, January 30, 2018
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Chief Learning Officer Webinars at
clomedia.com/webinars