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Development Is A Big Deal With Big Rewards
The document discusses the importance of employee development and highlights the difference between training and development, emphasizing that effective development leads to improved organizational performance and employee engagement. It presents various statistics demonstrating the financial commitments organizations are making toward development, along with the various awards won by Vado, a leader in custom e-learning solutions. Additionally, it outlines best practices for development, including chunked learning and embedding learning into workflow to enhance the application of skills in real job situations.
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Development Is A Big Deal With Big Rewards
- 1. Development is aBig Deal with Big Rewards Kim Egan James Rasmussen Co-founder/VP Development of Vado Area VP Sales, Americas of Upside Learning Cindy Pascale Co-Founder/VP Business Development of Vado
- 2. 13 165+ clients in countries Middle East NewZealand S.Africa Nigeria Kenya Singapore Venezuela Established in 2004 UK US Australia India
- 3.
- 4. Winner of aSilver award in CLO magazine's 'Learning In Practice Awards 2011' for UpsideLMSUpsideLMS listed as one of the 'Five Emerging LMSs to Watch' in CLO Magazine ('10) Winner of 7 Apex Awards of Excellence ('11, '09, '08 & '07) Winner of 11 Brandon Hall Excellence Awards (‘12, '11, '10 & '09) UpsideLMS featured in the '2010 Top 20 Learning Portal Companies List' & '2011 & 2012 Watch List‘ by TrainingIndustry.com Winner of Red Herring 100 Asia Award in 2008 & finalist in Red Herring Global 100 ('09) Winner in Deloitte’s Technology Fast 500 Asia Pacific 2008 & 2009 program, and Fast 50 India 2008 program 30+ Awards & recognitions Winner of eLearning Team Of The Year 2013
- 5. Cindy Pascale Kim Egan Co-founder/VP Developmentof Vado Co-Founder/VP Business Development of Vado Presenters James Rasmussen Area VP Sales Americas of Upside Learning
- 6. Beliefs Employees want todevelop Managers want to: • Help their employees develop • Engage and retain their employees
- 7. Issues • Don’t knowWHAT to do • Don’t know HOW to apply
- 8. Here’s What We’llCover Why is Development Important Difference Between Training & Development Here’s What the Research Shows Development Best Practices How Vado’s Courses are Delivered
- 9.
- 10. Top 10 onyour CEO’s List 1. Leadership Development 2. Succession Planning 3. Strategy Execution/Alignment 4. Managing/Coping with Change 5. Talent Management 6. Innovation and Creativity 7. Performance Management 8. Knowledge Retention 9. Engagement 10. Coaching
- 11. Development is aBIG Deal
- 12. Development is aBIG Deal Leadership and Development budgets are up 15% 15.3 hours of training Average $1,169/Learner $60B in 2012 Big $ is being spent on developing employees
- 13. BIG Returns ifDone Well Engagement Leadership Pipeline Quality Market Share Innovation Efficiency Agility Employee Retention
- 14. Skills Gap? 46% ofexecutives are concerned their workforce does not have the skills needed in the next 1 to 2 years
- 15. Big Consequences Not Fixingthe Skill Gap 64% face a loss of revenue 53% will face a delay in product development 59% face eroding customer satisfaction 66% anticipate a loss of business to competitors
- 16. Jack Welch Former Chairman& CEO, GE “An organization’s ability to learn and translate that learning into action rapidly is the ultimate competitive advantage.”
- 17.
- 18. Training vs. Development TrainingDevelopment Who Manager Employee What Manager Employee When Manager Employee Where Manager Employee
- 19. Push vs. Pull •Companies PUSH Training • Employees PULL Development
- 20. Aligned • Alignment needsto be shown or communicated to the learner. • Learner sees how developing will lead to increase personal performance.
- 21. Possess thedrive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Coaching & Mentoring
- 22. Self-paced, Learner Focused • Learners needto be able to access the information when they need it and complete it at their own pace. • Learners take more ownership of their learning and are more engaged in the process.
- 23. Adoption of eLearning With theadoption of eLearning, companies experience… • 21% Cost Savings • 27% Savings in Study Time • 32% Faster Training Implementation Time
- 24. Modularization • Organizing anoffer into distinct components to create greater flexibility • Business leaders are demanding modularization so development is focused and effective
- 25. Possess thedrive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Coaching & Mentoring
- 26. 80/20 Rule • 80%of the effects come from 20% of the causes • 80% of the business results and value comes from 20% of the experience or content
- 27. What the Research Showsabout Instructional Design
- 28. Scrap Learning • Training anddevelopment successfully delivered, but not applied on the job • 50% to 80% of all learning development is scrap learning
- 29. Scrap Learning 2012Total Learning Investment = $60,000,000,000 Scrap Retained Scrap $48,000,000,000 Retained $12,000,000,000
- 30. Development Happens in the Job •70% of development happens on the job
- 31. How People Develop 10% 20% 70% Formal TrainingMentoring and Coaching On the Job
- 32.
- 33. Learning Retention 10% Read 20% Hear 30% WhatYou See 50% See and Hear 70% What You Say & Write 90% WHAT YOU DO
- 34. Bridging the Gap • 94%seek to speed up the application of learning back into the workplace • 23% feel they achieve this
- 35. How we take ininformation has changed July 2012 For the first time ever, more video was watched on the Internet than on TV
- 36. Importance of Video Absorb 40% Learn 200% Retain 38% Persuade 43% Impact 67%
- 37.
- 38. Chunked Learning • Breaking downinformation into bite sized pieces • Too much information presented at one time leads to information overload
- 39. In Learning, SizeMatters “Microlearning satisfies immediate knowledge needs to enable performance.” “Too much consumption at one time can be painful and stressful, and the value can be lost.” “It is often wasteful. Investments of time and expense may not satisfy the true need.”
- 40. In Learning, SizeMatters “Facilitates knowledge acquisition. “It is just enough.” “Enable employees to learn where they are and to have learning be integrated tightly into their work.”
- 41. Miniaturization The distilling ofa learning experience into smaller, more easily consumed packages
- 42. Miniaturization Previously, 1or 2 day programs were acceptable Shorter and short experiences with immediate practical application 90% agreed they will look to miniaturize their learning experiences
- 43. Improving Learning Outcomes With a Bite-SizedStrategy • Identify pertinent information • Break it down into small pieces • Deliver to employees “one bite at a time”
- 44.
- 45. You want totrain employees on the area of: Communication Communication Components Listening Non verbal communication Delivering clear messages Writing effective emails Keeping others informed Adjusting your message to different audiences Team communication Break these topics into bite sized learning modules
- 46. Learning is Delivered 2/3 On-LineLearning 1/3 Instruction Led Workshops
- 47. OpenSesame 20,000+ courses ITTraining Total # of courses: 2,946 4.6% are bite sized Business Soft Skills Total # of courses: 5,314 11.0% are bite sized
- 48. Development Best Practices 1.Aligned to organizational objectives 2. Self-paced and learner focused 3. Embed learning into workflow 4. Granular, bite sized, chunked learning 5. Multi-media approach (video, graphics, audio, text)
- 49. Development Best Practice #1 Alignedto organizational goals & share alignment with learners
- 50. Development Best Practice #2 Self Paced,Learner Focused
- 51. Development Best Practice #3 Embed learninginto workflow
- 52. Development Best Practice #4 Granular,bite sized, chunked learning
- 53. Development Best Practice #5 Multi-media approach (video,graphics, audio, text)
- 54. Development Best Practices 1.Aligned to organizational objectives 2. Self-paced and learner focused 3. Embed learning into workflow 4. Granular, bite sized, chunked learning 5. Multi-media approach (video, graphics, audio, text)
- 55.
- 56. Chunked, Bit e Sized Modules 85Engagement Courses • 15 Feedback Courses 75 Project Management Courses • 15 Topic Areas • 5 courses per topic
- 57. Short Instructional Videos • Creates theWIIFM • Less than 2 minutes • High-Definition • Mobile Ready
- 58. Implementation Guide and Job Aid •Step by step • Application • Transition from formal learning
- 59. Bill Techau Frasca International “Wereally liked Vado’s approach to training: provide brief instruction in video format along with written materials that can be applied during real-life situations, not made up, mock events. The action part of the training, then, occurs concurrently with actual work. This has a dual benefit: Training occurs and actual profit-making work gets done at the same time.”
- 60. How Vado Coursesare Used More effective alternative to traditional e-learning Mobile Learners Blended learning (tools to take action after a workshop) Tools to take action on an employee survey or 360 assessment “Homework” between coaching sessions
- 61. “To learn anew skill, the learner needs to apply it on the job. Vado’s learning content contains the tools to apply it. The power of Vado’s approach is that it activates formal learning. If you only have budget for formal training OR Vado’s courses, choose Vado, as the courseware provides a guide to immediate application; resulting in performance change and productivity improvement directly embedded in the workflow.” Kristin Ford Chief Effectiveness Officer Best in Learning Past President, ASTD-TCC
- 62. “To learn anew skill, the learner needs to apply it on the job. Vado’s learning content contains the tools to apply it. The power of Vado’s approach is that it activates formal learning. If you only have budget for formal training OR Vado’s courses, choose Vado, as the courseware provides a guide to immediate application; resulting in performance change and productivity improvement directly embedded in the workflow.” Kristin Ford Chief Effectiveness Officer Best in Learning Past President, ASTD-TCC
- 63. “To learn anew skill, the learner needs to apply it on the job. Vado’s learning content contains the tools to apply it. The power of Vado’s approach is that it activates formal learning. If you only have budget for formal training OR Vado’s courses, choose Vado, as the courseware provides a guide to immediate application; resulting in performance change and productivity improvement directly embedded in the workflow.” Kristin Ford Chief Effectiveness Officer Best in Learning Past President, ASTD-TCC
- 64. OVERVIEW • 2 BrandonHall Awards (Silver and Bronze) for Best Advance in Mobile Learning Technology • Recognized as the ‘Best New Product Debut’ by Craig Weiss
- 65. KEY FEATURES Assessments Security Backend Learner SupportTools MIS & Reports Asynchronous Mode External Course Support Learning Media
- 66. KEY FEATURES Learning Media •Learning Plan • Videos • Courses • Documents Benefits • Variety of learning content supported Highlights • Flashcards • Podcasts
- 67. KEY FEATURES |Learning Media Learning Plan • Allows user to view and access list of learning plan assigned to them • Shows ‘Mandatory’ or ‘Optional’ status of the courses, as assigned
- 68. KEY FEATURES |Learning Media Course • Allows the learner to access HTML chapters with text and graphics
- 69. KEY FEATURES |Learning Media Custom Videos • Access a video course in MP4 format • Basic video playback controls like pause, play and replay provided • The video can be viewed online or can be downloaded and viewed offline
- 70. KEY FEATURES |Learning Media Documents • View a document in PDF format • Enlarge the document using the pinch-zoom function • The document can be viewed online or can be downloaded and viewed offline • Access document enhancements in iOS versions
- 71. KEY FEATURES External CourseSupport • SCORM 1.2 • External HTML Course Support Benefits • Ability to track and assess learner performance • Create course content with in-built course authoring tool • Ready integration for 3rd party video catalogs Highlights
- 72. KEY FEATURES |External Course Support SCORM 1.2 • Learning administrator can upload SCORM 1.2 compliant course content • Ability to track learner performance with standard eLearning content External HTML Course Support • Ability to upload and run HTML courses
- 73. HRCI Continuing Education Receive 1 hourof HRCI Continuing Education Credits Program ID: ORG-PROGRAM-166413
- 74.
- 75. Research Sources CEOsTop List: iCP4 Development is a BIG Deal: Bersin & Associates recent report: The Corporate Learning Factbook: 2011 and The Corporate Learning Factbook: 2012 and The Corporate Learning Factbook: 2013 Big Returns if Done Well: Bersin & Associates “Building a Borderless Workplace: Predictions for 2011 Scrap Learning: Dr. Robert Brinkenhoff Development Happens on the Job: Department of Labor Importance of Video: Yankee Group’s Anywhere Enterprise: 2010 US Unified Communications FastView Survey, Chunked Learning: Dr. George A. Miller, the author of “The Magical Number Seven, Plus or Minus Two” In Learning, Size Matters: Malcolm Poulin—in the Feb 19 edition of the CLO magazine Learning is Delivered: Bersin by Deloitte in an article titled: The Corporate Training Market is Exploding, January 30, 2013. Is the Future of Learning Bite-Sized: May 1, 2013, by Sebastian Bailey, published by CLO Magazine Bridging the Gap – Integrating Learning & Work” 2012 Benchmark study conducted by Towards Maturity
- 76. Research Sources SkillsGap?: Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training Aligned: The Aberdeen Group study titled: Newbies to New Leaders: Closing the Critical Skill Gaps
- 77.