Learning for Profit

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  • Learning for Profit

    1. 1. Learning for profit
    2. 2. Learning for profit <ul><li>Urgency </li></ul><ul><li>Learning </li></ul><ul><li>Bus & bike </li></ul><ul><li>Hermann Ebbinghaus </li></ul><ul><li>Meta-learning </li></ul><ul><li>Systems viewpoint </li></ul><ul><li>Sales example </li></ul>
    3. 3. Now
    4. 4. “ Are your people learning and growing fast enough to be successful in the future?”
    5. 5. Network evolution
    6. 6. Learning happens naturally
    7. 8. Learning <ul><li>Learning = acquiring the skills and knowledge to help one prosper in our rapidly changing world. </li></ul>
    8. 9. Learning = adaptation to environment <ul><li>Learning leads to action </li></ul><ul><li>Fit with ecosystems that matter </li></ul><ul><li>Optimal connections to people & knowledge </li></ul><ul><li>Great networking  great learning </li></ul><ul><li>Better learning = better results </li></ul>
    9. 10. Informal Formal Corporate Learning Roadmap = curriculum Rider chooses path Appropriate for novices acquiring a new framework or “knowledge tapestry” Appropriate for experienced employees filling in gaps in their knowledge Push Pull
    10. 13. Informal Formal How People Learn to Do Their Jobs 80% 20%
    11. 14. Explicit Tacit Novice Informal Formal How Corporations Spend Their Money 80% 20%
    12. 15. Spending Mismatch
    13. 16. Corporate Learning Training departments great at driving busses Training departments have little experience building bike paths.
    14. 17. 1885, Über das Gedächtnis: Untersuchungen zur experimentellen Psychologie. Herrman Ebbinghaus January 24, 1850–February 26, 1909
    15. 18. Training as Event Retention Novice Workshop On the job Time Retention
    16. 19. Training as event Work Work Train
    17. 20. Forgetting Curve Retention Novice Workshop On the job Time Retention Training Back to work
    18. 21. Learning as process Beginning Middle Team meets in advance, get to know one another, and discuss their goals for the workshop Updates Alumni = support network Brief recall session End Wiki Q&A
    19. 22. Impact of Reinforcement Retention Novice Workshop On the job Time Retention 10 minutes 3 minutes 5 minutes Review time
    20. 23. Impact of Reinforcement Workshop 10 minutes 3 minutes 5 minutes Review time 49 Review notes Chat with peers Bot or email summary
    21. 24. Sales training: before Before Selling @ $5 million/year One-week workshop 15 months Hired Making Quota
    22. 25. Sales training: after After Selling @ $5 million/year One-week case study eLearning Coaching 6 months
    23. 26. Achieved quota in 6 months instead of 15 Before After Time saved 15 months 6 months 9 months
    24. 27. Incremental revenue 1440 x ¾ x $5 million = $3.5 billion 120 hires/month = 1440 hires/year 9 months = 3/4 year quota attained = $5 million
    25. 28. Facilitate Conversation
    26. 30. Get engaged
    27. 31. Bluma Zeigarnik 1900 – 1988 Kurt Zadek Lewin 1890 - 1947
    28. 32. jaycross.com
    29. 33. Pull Learning Competence Independence Learn in Group Web 2.0 Push Learning Grades Obedience Learn on your own Unchanging knowledge Active learner Learner defines content Conversation & discovery Passive student Others set curriculum Courses, workshops Grades Obedience Learn on your own Unchanging knowledge
    30. 34. Pull Learning Competence Independence Learn in Group Web 2.0 Push Learning Grades Obedience Learn on your own Unchanging knowledge Active learner Learner defines content Conversation & discovery Passive student Others set curriculum Courses, workshops

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