This document discusses how today's workforce learns and develops skills. It finds that while traditional learning and development approaches are still valuable, they are not enough on their own. Workers now learn both formally through courses, as well as informally through online searches, videos, articles and peer interactions. They want guidance on learning, but also autonomy and flexibility. Effective learning and development programs integrate both formal and informal learning opportunities and are accessible anytime, anywhere to meet changing worker demands.
New Global research updated in December 2016 to help organisations build and develop leaders, managers and a workforce fit for the future. It's about preparing for the future, now.
A paper to simplify the concept of 70:20:10 learning approach and provide definitions, step by step actions and multiple options for each intervention to make your blended learning come alive for the organisation and your learners
Create a culture_of_learning_8.16.2017 (002)BizLibrary
Are you creating a learning culture for your employees? We're working in environments today where change is no longer an event but a constantly occurring process.
In order for businesses to maintain a competitive advantage, it's vital for their employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives:
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Creating a Culture of Learning in the Modern WorkplaceBizLibrary
Are you creating a learning culture for your employees? We’re working in environments today where change is no longer an event but a constantly occurring process. In order for businesses to maintain a competitive advantage, it’s vital for their employees to be continually improving and learning.
You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way.
Speaker Bio:
Dean Pichee, President and CEO of BizLibrary
Dean Pichee is a successful entrepreneur with over 25 years of experience in the employee training industry. He founded BizLibrary in 1996 to provide affordable, high-quality training resources to small and mid-sized organizations across all industries.
An APAC-wide research survey uncovering how ready our leaders and senior management are for the future of work, now. In four key areas: Technology/Innovation, The Human Touch, Strategy and Productivity. The research has driven rather challenging conclusions for greater urgency to ready our organisations and senior management for an ever more disruptive age. The paper is complete with suggested actions / first or next steps.
Congratulations! You’ve developed the greatest training program ever. The content is ideally suited to your business problems, the technology works, and the employees seem to like it. There’s only one problem… nobody knows what to do with it when they return to their jobs.
If that’s not a nightmare scenario for a training professional, we don’t know what is!
Ultimately, we need our employees to learn, retain, and then apply what they learn to improve their knowledge and skills and reach higher levels of performance. That’s the goal. But how many times do we fail to see the ROI we expect? How many times do we see well-executed content NOT applied on the job? How many times do we have to go back to the CFO and explain why the ROI we expected never materialized.
Kristi McNabb, Revenue Operations Manager at BizLibrary, will help you discover how and when employees apply learning to improve their job performance, explain the role managers play in helping employees retain training and drive ROI, and help you understand how microlearning can be a great tool to help employees in their moment of need.
During this webinar, Kristi will provide easy-to-understand insights on:
- How to help employees apply their learning and improve job performance
- A manager’s role in employee retention and training ROI
- How microlearning is a great tool for helping employees acquire skills just when they need them
- ... and much more!
Watch the full webinar here: http://webinar.workforce.com/boost-employee-performance-with-microlearning-and-manager-training
New Global research updated in December 2016 to help organisations build and develop leaders, managers and a workforce fit for the future. It's about preparing for the future, now.
A paper to simplify the concept of 70:20:10 learning approach and provide definitions, step by step actions and multiple options for each intervention to make your blended learning come alive for the organisation and your learners
Create a culture_of_learning_8.16.2017 (002)BizLibrary
Are you creating a learning culture for your employees? We're working in environments today where change is no longer an event but a constantly occurring process.
In order for businesses to maintain a competitive advantage, it's vital for their employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives:
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Creating a Culture of Learning in the Modern WorkplaceBizLibrary
Are you creating a learning culture for your employees? We’re working in environments today where change is no longer an event but a constantly occurring process. In order for businesses to maintain a competitive advantage, it’s vital for their employees to be continually improving and learning.
You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way.
Speaker Bio:
Dean Pichee, President and CEO of BizLibrary
Dean Pichee is a successful entrepreneur with over 25 years of experience in the employee training industry. He founded BizLibrary in 1996 to provide affordable, high-quality training resources to small and mid-sized organizations across all industries.
An APAC-wide research survey uncovering how ready our leaders and senior management are for the future of work, now. In four key areas: Technology/Innovation, The Human Touch, Strategy and Productivity. The research has driven rather challenging conclusions for greater urgency to ready our organisations and senior management for an ever more disruptive age. The paper is complete with suggested actions / first or next steps.
Congratulations! You’ve developed the greatest training program ever. The content is ideally suited to your business problems, the technology works, and the employees seem to like it. There’s only one problem… nobody knows what to do with it when they return to their jobs.
If that’s not a nightmare scenario for a training professional, we don’t know what is!
Ultimately, we need our employees to learn, retain, and then apply what they learn to improve their knowledge and skills and reach higher levels of performance. That’s the goal. But how many times do we fail to see the ROI we expect? How many times do we see well-executed content NOT applied on the job? How many times do we have to go back to the CFO and explain why the ROI we expected never materialized.
Kristi McNabb, Revenue Operations Manager at BizLibrary, will help you discover how and when employees apply learning to improve their job performance, explain the role managers play in helping employees retain training and drive ROI, and help you understand how microlearning can be a great tool to help employees in their moment of need.
During this webinar, Kristi will provide easy-to-understand insights on:
- How to help employees apply their learning and improve job performance
- A manager’s role in employee retention and training ROI
- How microlearning is a great tool for helping employees acquire skills just when they need them
- ... and much more!
Watch the full webinar here: http://webinar.workforce.com/boost-employee-performance-with-microlearning-and-manager-training
Cycling through the 21st Century Career: Putting Learning in its Rightful PlaceCognizant
Based on our primary research, we've developed a brand-new career model that values continuous learning to usher in a new era of work fit for the 21st century.
Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging?
An effective onboarding program is critical to help new hires to add value quickly and become productive members of your workforce. Join our webcast to learn how to use virtual onboarding to more effectively engage, equip and energize your employees.
Register now to learn best practices for:
Training your new hires at a significantly lower cost
Providing a more engaging new-hire onboarding experience
Improving new employee satisfaction and retention
As a special bonus, our webinar features a case study on the Marriott Voyage program – this year’s Bersin by Deloitte WhatWorks® award recipient.
Learning experiences happen all around us. Are you directing them? Or are you allowing them to happen on their own? This guide explores six steps you can use to successfully create a transformative culture of learning at your organization.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
What Is Informal Learning & How To Implement ItSean McPheat
We all learn informally. It's how we learn 95% of the time. But how can you make informal learning, more formal? This whitepaper will reveal all. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
Conduent Webinar Feb 2020: Skills, The Currency of the Future of WorkDavid Blake
Two major shifts:
- Education went from being scarce to being abundant
- Technology outpaced the ability of humans to learn
- Created a massive global skills gap
CEO's reporting skills as a top priority, and lack of skills as a top threat to business
- Most companies cannot yet inventory skills
- Market is beginning to respond to meet this need
- Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs)
How can you and your organization demonstrate positive elearning return on investment (ROI)? Find out in this guide, which describes six key strategies.
Learn more about eLearning: http://www.lynda.com/Elearning-training-tutorials/33-0.html
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
The Democratization of Learning and DevelopmentDavid Blake
The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands.
Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work.
Find out:
- Why progressive learning leaders are rethinking their strategies
- How innovative L&D professionals are redesigning their toolkits and technology architectures
- What forward-thinking CLOs are doing to re-organize and re-skill their teams
The Top 10 Essential Skills Every Employee Training Program Manager Needs Ri...BizLibrary
The training industry is constantly evolving. That means the skills needed to be an effective training program manager are changing too. In this program, Shannon Kluczny, Chief Revenue Officer at BizLibrary, will cover the basics of what a program manager is, what they do, the top 10 characteristics of effective training program managers, and the steps necessary to improve your skillset.
In this webinar you will:
Learn what a program manager is, what they do and who they typically are
Find out the top 10 essential competencies of a program manager, along with supporting skills to improve
Receive a workbook for attending that you and your program manager can begin using today to improve necessary competencies
The Essential Skills Every Training Program Manager NeedsBizLibrary
The employee training industry is constantly evolving. That means the skills needed to be an effective employee training program manager are changing too. In this program, we’ll cover the basics of what a program manager is, what they do, the top ten characteristics of effective employee training program managers, and the steps necessary to improve your skillset.
In this webinar you will:
- Learn what a program manager is, what they do and who they typically are within an organization
- Find out the top ten essential competencies of a program manager, along with supporting skills to improve in those areas
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
How L&D Challenges Affect The Use Of Training TrendsAllenComm
We polled participants on the state of their training & the challenges they're facing. See how these challenges affect what trends training pros may need to use.
[Webinar] BYOL: Bring Your Own LearningDavid Blake
YouTube: http://youtu.be/SBGyZHjNzHI?t=1m
The BYOD trend brought a flood of both anxieties and benefits to the workplace. Now BYOL, "Bring Your Own Learning", is upon us and has brought anxieties as learning professionals prepare for the complexities, and work to unlock the benefits. Take an in-depth look at the data behind the BYOL "Bring Your Own Learning" trend.
This presentation covers:
- Consumerization of Learning
- "Autonomy Leads to Engagement"
- How to Manage the BYOL Shift
Cycling through the 21st Century Career: Putting Learning in its Rightful PlaceCognizant
Based on our primary research, we've developed a brand-new career model that values continuous learning to usher in a new era of work fit for the 21st century.
Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging?
An effective onboarding program is critical to help new hires to add value quickly and become productive members of your workforce. Join our webcast to learn how to use virtual onboarding to more effectively engage, equip and energize your employees.
Register now to learn best practices for:
Training your new hires at a significantly lower cost
Providing a more engaging new-hire onboarding experience
Improving new employee satisfaction and retention
As a special bonus, our webinar features a case study on the Marriott Voyage program – this year’s Bersin by Deloitte WhatWorks® award recipient.
Learning experiences happen all around us. Are you directing them? Or are you allowing them to happen on their own? This guide explores six steps you can use to successfully create a transformative culture of learning at your organization.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
What Is Informal Learning & How To Implement ItSean McPheat
We all learn informally. It's how we learn 95% of the time. But how can you make informal learning, more formal? This whitepaper will reveal all. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
Conduent Webinar Feb 2020: Skills, The Currency of the Future of WorkDavid Blake
Two major shifts:
- Education went from being scarce to being abundant
- Technology outpaced the ability of humans to learn
- Created a massive global skills gap
CEO's reporting skills as a top priority, and lack of skills as a top threat to business
- Most companies cannot yet inventory skills
- Market is beginning to respond to meet this need
- Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs)
How can you and your organization demonstrate positive elearning return on investment (ROI)? Find out in this guide, which describes six key strategies.
Learn more about eLearning: http://www.lynda.com/Elearning-training-tutorials/33-0.html
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
The Democratization of Learning and DevelopmentDavid Blake
The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands.
Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work.
Find out:
- Why progressive learning leaders are rethinking their strategies
- How innovative L&D professionals are redesigning their toolkits and technology architectures
- What forward-thinking CLOs are doing to re-organize and re-skill their teams
The Top 10 Essential Skills Every Employee Training Program Manager Needs Ri...BizLibrary
The training industry is constantly evolving. That means the skills needed to be an effective training program manager are changing too. In this program, Shannon Kluczny, Chief Revenue Officer at BizLibrary, will cover the basics of what a program manager is, what they do, the top 10 characteristics of effective training program managers, and the steps necessary to improve your skillset.
In this webinar you will:
Learn what a program manager is, what they do and who they typically are
Find out the top 10 essential competencies of a program manager, along with supporting skills to improve
Receive a workbook for attending that you and your program manager can begin using today to improve necessary competencies
The Essential Skills Every Training Program Manager NeedsBizLibrary
The employee training industry is constantly evolving. That means the skills needed to be an effective employee training program manager are changing too. In this program, we’ll cover the basics of what a program manager is, what they do, the top ten characteristics of effective employee training program managers, and the steps necessary to improve your skillset.
In this webinar you will:
- Learn what a program manager is, what they do and who they typically are within an organization
- Find out the top ten essential competencies of a program manager, along with supporting skills to improve in those areas
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
How L&D Challenges Affect The Use Of Training TrendsAllenComm
We polled participants on the state of their training & the challenges they're facing. See how these challenges affect what trends training pros may need to use.
[Webinar] BYOL: Bring Your Own LearningDavid Blake
YouTube: http://youtu.be/SBGyZHjNzHI?t=1m
The BYOD trend brought a flood of both anxieties and benefits to the workplace. Now BYOL, "Bring Your Own Learning", is upon us and has brought anxieties as learning professionals prepare for the complexities, and work to unlock the benefits. Take an in-depth look at the data behind the BYOL "Bring Your Own Learning" trend.
This presentation covers:
- Consumerization of Learning
- "Autonomy Leads to Engagement"
- How to Manage the BYOL Shift
Workplace learning has changed dramatically in the past ten years and technology has been the primary driver of that change. However, it has not necessarily been learning solutions supplied by organisations that have been the game-changer. The way that technology has enabled workers to self-direct their learning has been the significant factor. Whether it’s been fully acknowledged or not, this has dramatically changed the learner’s relationship with L&D.
In this slideshow, David James (former Director of Talent, Learning & OD at Disney) examines the empowered learner, the modern learning environment, and what this all means for the modern L&D function.
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
Redefining Workplace Learning For The 21st CenturyBy Jenny Dearb.docxsodhi3
Redefining Workplace Learning For The 21st Century
By Jenny Dearborn, Vice President, Chief Learning Officer, SuccessFactors – an SAP company
Forbes, October 2013
Disruptive technologies and shifting demographics are redefining the workforce. In response, smart companies are reinventing workplace learning in an effort to make their programs more relevant and effective, and to create a culture that encourages continuous learning and develops innovative leaders at all levels of the organization.
“Today, workplace learning has achieved mission-critical status,” says Sam Herring, CEO of Intrepid Learning. “Global CEOs face an environment that is more competitive than ever—one in which they live or die by their ability to lead innovation, which can only be realized by having world-class talent that is highly competent, motivated and engaged. Top companies understand this connection, and they know that success requires more than waging a war to acquire talent; it requires that they strategically develop the talent they need to envision and execute the business strategies that will make them successful in the future.”
Get out of the classroom
For most of the last century, workplace learning had a familiar look and feel: students sat in rows taking notes as an expert stood at the front of the room and dispensed information. Technology offered new ways to communicate and learn, but all too often technology-based learning programs turned out to be little more than upgraded versions of the same traditional K-12 model.
Today, that is changing rapidly. New advances in mobile devices and cloud technology, a deeper understanding of neuroscience and how humans learn best, and the emergence of the millennial workforce—the tech-savvy generation that is the largest in U.S. history—is creating a growing demand for more innovative and informal approaches to workplace learning.
“Employees no longer see their careers as the function of a single organization, but as the culmination of a purposeful set of development experiences they own themselves,” says Mary Slaughter, senior vice president and chief talent officer at Sun Trust. “When you combine their motivations with ubiquitous, on-demand access to skills and knowledge, and the unrelenting pressure to increase workplace productivity, it’s fruitless to maintain traditional, static learning architectures.”
How workplace learning is changing
In the very near future, workplace learning will be about social collaboration, team-based activities, and decentralized peer-to-peer learning. Learning will be mobile, and access will be continuous and instantaneous. Workers will attend fewer scheduled classes and online training sessions. Instead, short videos, game-like simulations, and peer communities that offer networking, information sharing and informal coaching will engage and motivate workers by delivering “anyplace, anytime learning.”
In the future, workplace learning will be increasingly experiential and relationsh ...
Delivering Learning to a Dispersed and Virtual Workforce [Webinar 07.14.15]BizLibrary
In this webinar, Chris Osborn, VP of Marketing and recognized leader on learning strategy, will discuss best practices for delivering employee training and learning for employees in a dispersed workforce. You will also learn valuable tips and ideas for spreading the benefits of social and informal learning to a dispersed workforce in today's environment while using next generation learning technology.
www.bizlibrary.com
Where companies go wrong with Learning & Development by Steve Glaveski -HBRAlex Clapson
Organizations spent $359 billion globally on training in 2016, but was it worth it?
Not only is most of the training in today’s companies ineffective, but the purpose, timing, & content of training is flawed. Want to see eyes glaze over quicker than you can finish this sentence? Mandate that busy employees attend a training session on “business writing skills”, or “conflict resolution”, or some other such course with little alignment to their needs. Like lean manufacturing & the lean start-up before it, lean learning supports the adaptability that gives organizations a competitive advantage in today’s market. It’s about learning the core of what you need to learn, applying it to real-world situations immediately, receiving immediate feedback & refining your understanding, & then repeating the cycle. To begin practicing lean learning, organizations need to move from measuring credits earned to measuring business outcomes created. Lean learning ensures that employees not only learn the right thing, at the right time, & for the right reasons, but also that they retain what they learn.
In this presentation, "Learning: The New Employee Benefit," Pat Schoof, former Salesforce and Shutterfly HR executive, explores the history of employee benefits, trends in employee engagement and the future of learning in the workplace and its future as a major employee benefit.
For more information, contact business@udemy.com.
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.
Mark Edwards, Leadership and Strategy Programme Director at London Business School, considers ways of improving the stickiness of learning by examining a range of aspects, from the desire to learn to the ways the learned lessons can be applied.
Mark will be hosting a webinar, on 7 October, in which he will explain how you can embed effective learning and understand employees’ motivations. Sign-up: http://www.changeboard.com/events/exclusive-changeboard-webinar-the-stickiness-of-learning-how-to-ensure-your-learning-strategy-makes-an-impact
Creating employee engagement isn’t as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
Similar to ¿Cómo aprender de la fuerza laboral en 2016? (20)
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
1. HOW THE WORKFORCE
LEARNS IN 2016
Traditional L&D is not obsolete. It’s just incomplete.
Debrief
61%
2. CONTENTS
2 The Economics of Workplace Learning
3 The Workforce Learns Sometimes and All-the-Time
4 The Workforce Demands Transformation and Training
5 The Workforce Learns at Work and Beyond
6 The Workforce Finds Learning Via L&D and Each Other
7 The Workforce Wants Friction-Free L&D
8 The Operative Word in L&D is “And”
9 Learning to Think, Invest and Work Differently
Only 38% of learning and development (L&D) professionals
think they’re ready to meet the needs of tomorrow’s learners1
.
This doesn’t mean traditional approaches to L&D are obsolete.
They just aren’t enough anymore. At least not for today’s
workers.
To help L&D teams better engage employees, Degreed
surveyed 512 people to understand how today’s workforce
really builds their skills and fuels their careers. Here’s what we
learned about the demand for learning and development.
HELLO.
1
ATD/i4cp, Learners of the Future: Taking Action Today to Prevent Tomorrow’s Talent Crisis, 12/2015 1
3. Nearly two-thirds of L&D leaders think workers should connect
with learning resources at least once-a-week in order to be ef-
fective.2
Yet many of those same people report that employees
are tuning out corporate training.3
L&D, they say, is “wildly out
of sync” with how people learn.4
The reality, of course, is more
nuanced.
People don’t only build knowledge and skills once in a while,
through structured, formal training. We also grow every day
—informally— through experiences and interactions. If you
really want to build a culture of learning, you need it all: Formal
and informal, job training and career development, L&D and
self-service.
The operative word here is “and.” Business requirements are
colliding with what employees need and want. The thing is, the
conventional L&D toolkit doesn’t work as well for today’s hyper-
kinetic workers. Only 18% would recommend their employers’
training and development opportunities. The supply is not
meeting the demand.
WHAT YOU CAN DO:
To meet the needs of tomorrow’s learners, L&D priorities,
practices and organizations all need to adapt to a whole new
set of demands. Right now. To start, get a better understand-
ing of how today’s workforce really learns.
“What is dangerous is not to evolve.”
AMAZON
JEFF BEZOS, FOUNDER AND CEO
THE ECONOMICS OF WORKPLACE LEARNING
TRADITIONAL L&D IS NOT ENOUGH FOR TODAY’S WORKFORCE
49% DETRACTORS
18% PROMOTERS
33% PASSIVES
18% Promoters
- 49% Detractors
- 31% Net Promoter Score5
2
How likely are you to recommend your employer’s learning and development opportunities to a colleague?
2
Source: Brandon Hall Group, Social Learning 2014: Gaining Importance, 7/2014
3
Bersin by Deloitte, The Real Challenge with Learner Engagement: L&D Has a Marketing Problem, 1/2015
4
Towards Maturity, In-Focus: The Consumer Learner at Work, 2/2016
5
Net Promoter Score is a simple measure of employee (or customer) engagement and loyalty. It is measured on a scale from -100 (bad) to +100 (good).
For more information, see http://www.netpromotersystem.com
4. Formal, L&D-led training is still a valuable part of how workers
learn. Around 70% of people told us they take live, virtual or
e-learning courses from their employers at least once a year.
However, on average, they only do so once every three or four
months.
Informal, self-serve learning connects the dots in-between. Al-
most 85% said they learn things for work by searching online at
least once a week. Nearly 70% learn from peers or by reading
articles and blogs every week, and 53% learn from videos in
any given week.
WHAT YOU CAN DO:
People progress every day, in a variety of ways – not just
sometimes, in courses or classrooms. So build L&D environ-
ments that enable self-directed development as well as formal
training, through both micro-learning and macro-learning.
“Satisfied employees have the tools, training and resources to do their jobs well.
Engaged employees learn and grow every day.”
THE WORKFORCE LEARNS SOMETIMES AND ALL-THE-TIME
BAIN & COMPANY
ERIC GARTON & MICHAEL C. MANKINS, PARTNERS
HOW THE WORKFORCE REALLY LEARNS IN 2016
Daily Weekly Monthly Quarterly Yearly
e-Learning
Courses
Conferences &
Trade Shows
Instructor-led
Classes
Coaching &
Mentoring
L&DLEDSELF-DIRECTED
Web Search
Peer
Interactions
Videos
Articles &
Blogs
Apps
Books &
e-Books
Podcasts &
Audio Books
Online
Courses
Live Classes
(ouside of work)
Online
Networks
Webcasts &
Webinars
In-person
Networking
3
5. THEWORKFORCEDEMANDSTRANSFORMATIONANDTRAINING
Workers spend about 1% of the average work week (37 min-
utes) on their employers’ training.6
However, they invest 3.3
hours a week on their own.7
Over 60% would put in even more
time if they received some kind of credit or recognition.8
People want more than what they can find in the typical L&D
course catalog, though. Three in four told us they invested their
own money ($339, on average) in career-related development
over the last 12 months.
WHAT YOU CAN DO:
People will readily invest in development opportunities that
fuel their growth and enrich their lives. So don’t just train
workers; transform them – and do it through informal, on-de-
mand learning as well as structured, scheduled training.
“It’s the getting a little better every day that leads to great things.”
HILTON WORLDWIDE
KIMO KIPPEN, CHIEF LEARNING OFFICER
WORKERS ARE EAGER TO INVEST IN THEIR CAREERS
4
6
Based on an average US work week of 46.7 hours per Gallup’s 2014 Work and Education Survey.
7
Degreed, Bring Your Own Learning, 2/2015
8
Degreed, The Importance of Informal Learning, 7/2014
Workers spend up to 5x
more time learning on their
own each week than from
their employers.
3 of 4 people invested their
own money (an average of
$339 each) in career related
learning last year.
61% would put in even
more time on their own
if they got some kind of
professional credit.
37 minutes
per week
3.3 hours
per week
61% $339
OF OWN MONEY
L&D LED SELF-DIRECTED
6. THE WORKFORCE LEARNS AT WORK AND BEYOND
Workers don’t confine their development to offices, shops,
factories and warehouses—or to “normal” working hours. While
85% of people said they learn at work, 67% do so on personal
time and 18% are learning during travel or commutes.
Learning now travels across screens, too. The people we sur-
veyed estimate that 70% of the time they spend learning on
electronic devices still happens on PCs. But smartphones (17%)
and tablets (13%) account for 30% of their digital development.
“We play the role of facilitators and motivators
more than anything else.”
MASTERCARD
JANICE BURNS, CHIEF LEARNING OFFICER
LEARNING HAPPENS EVERYWHERE
66% PERSONAL
18% COMMUTE
84% WORK
39% during
both work and
personal time
of workers say they do at
least some of their learning
on a smartphone or tablet.
77%
5
WHAT YOU CAN DO:
People can already learn anywhere, anytime, all by them-
selves. So spend less time worrying about how to manage
and track workers’ training and more time figuring out how
to channel and feed their curiosity.
7. Workers have more options for development than ever before,
but they still want guidance. When they need to learn some-
thing new, though, they are most likely to ask their boss or
mentor (69%) or their colleagues (55%) for recommendations.
Many people also take matters into their own hands—literally.
Around 47% search the Internet and 43% browse specific re-
sources. But just 28% search their employers’ learning systems
and only 21% rely on their L&D or HR departments.
WHAT YOU CAN DO:
Learning follows the the path of least resistance. Speed,
simplicity and easy access matter most. So make self-driven
learning meaningful by curating the right resources and tools,
and by engineering useful connections and interactions.
“Put the support structures in place to make [learning]
happen and then get out of the way.”
GOOGLE
KAREN MAY, VP OF PEOPLE DEVELOPMENT
THE PATHWAY TO LEARNING STARTS AT SOCIAL AND SEARCH
Boss or
Mentor Peers inside
the company
Search the
Internet Browse
Specific Online
Resources
Employer’s
LMS External
Professional
Network
Managing L&D directly Empowering learning indirectly
Search
Employer’s
Intranet
L&D or
HR Dept.
17%21%23%28%43%47%55%69%
6
THEWORKFORCEFINDSLEARNINGVIAL&DANDEACHOTHER
8. Most workplace learning infrastructure doesn’t really work for
today’s workers. They only use their organization’s learning sys-
tems once every four months. That’s only partly because those
systems are mainly used for structured, formal training.
Workers highlighted three main points of friction. For starters,
they don’t have a lot of time for learning; work comes first. They
also don’t feel like they get adequate guidance or direction. And
they don’t think their employers value a lot of the learning they
already do.
THEWORKFORCEWANTSFRICTION-FREEL&D
WHAT YOU CAN DO:
People are not restricted to the resources they get from L&D.
So do more than build (or buy) shorter, more engaging con-
tent. Build an environment and a culture that make the entire
L&D experience smoother, more useful and more rewarding.
“We’re not concerned with instructional design, just with two things:
design and utility. Our solutions are indistinguishable in quality from
the best that our people see every day in their lives as consumers.
Solutions that people choose to use.”
BP
NICK SHACKLETON-JONES, DIRECTOR OF LEARNING INNOVATION & TECHNOLOGY
WHAT’S MISSING FROM WORKPLACE LEARNING
WORKER
Not enough
time
1
OBSTACLE
Not enough
recognition or
reward
Not engaging
enough
Not enough
guidance or
direction
Too hard
to find
EXPERTISE
2
OBSTACLE
3
OBSTACLE
4
OBSTACLE
5
OBSTACLE
7
9. THE OPERATIVE WORD IN L&D IS “AND”
Balancing organizational imperatives with individual ones is
now a crucial requirement for L&D teams. “Either / or” won’t
work. You need control and autonomy, training and develop-
ment, formal and informal, sometimes and anytime.
That’s easier said than done, of course. Mindsets are stuck.
Budgets are fixed. Processes are set. However, the best L&D
organizations are finding balance. And for them, the transfor-
mation starts with thinking, investing and working differently.
“We just don’t view our job as teaching people. We really view our job as inspiring
people to learn. If we can get that right, the rest of it sort of comes.”
DECKERS BRANDS
STEPHANIE DEMIRIS, DIRECTOR OF GLOBAL LEARNING & ENGAGEMENT
9
Chief Learning Officer, CLOs: Agents Of Change, 2/2015
HIGHER-IMPACT L&D ORGANIZATIONS ARE BETTER BALANCED
8
WHAT YOU CAN DO:
Change comes hard - even for agents of change like CLOs.9
But the first step to recovery is recognizing the problem. So
take our simple diagnostic (on the following page) and see
how much more balanced your organization’s L&D could be.
More mature learning organizations deliver...
-20% +29% +13% +90%
Less training via ILT,
vILT and e-learning
More learning via
social interaction
More learning via
on-the-job experiences
More learning via
on-demand resources
Data source: Bersin by Deloitte 2015 Corporate Learning Factbook, 6/2015
10. WORK DIFFERENTLY
ROLES Managing Directly Empowering Indirectly
METHODS Creating and Facilitating Curating and Connecting
PROCESSES Standardizing Personalizing
TOOLS Courses Resources
DATA Reporting Guiding
INVEST DIFFERENTLY
WHY Compliance Performance
WHO Expert Created Employees Generated
WHAT Content Experiences
HOW Long-form Micro-learning
WHEN Sometimes All-the-time
9
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
THINK DIFFERENTLY
PURPOSE Training Transforming
PRIORITIES Business Requirements Employee Expectations
OWNERSHIP L&D and HR Workers and Managers
DELIVERY Pushed to Employees Pulled by Employees
STRUCTURE Formal Training Informal Learning
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
Change is hard. To successfully evolve priorities, adapt processes and shift investments, you need to do three things: First, figure
out where you are now. Next, help others envision a better future. And then, do the hard work to bridge the gaps.
You have to do the hard part. But to help get you started, we’ve developed this simple diagnostic. Just identify where you are along
each of these dimensions to see how ready you are today to meet the demands of tomorrow’s workforce.
LEARNINGTOTHINK,INVESTANDWORKDIFFERENTLY