Despite Learning measurement frameworks like Kirkpatrick and Philips ROI that have been around for so many years, defining meaningful measures still continues to be a big challenge for L&D. ‘E’ has become the most ignored in ADDIE.
We talk to an experienced panel about the unsatisfactory current state and what needs to be done to improve the importance, visibility and value of measuring Learning effectiveness in the real world. We focus on how to collect actionable insights about learning effectiveness: not only seeking to answer, did learning achieve the desired or intended result, but also why/why not.
Embracing Change: 9 Tips to help you prepare for the future of learningLaura Overton
Modern Business is becoming more global, fast paced, complex and fluid. Modern staff are increasingly connected, curious, tech-savvy and self directed. Are today’s L&D teams prepared for what that means for learning in the future?
This is a key theme explored in our latest In-Focus report, Preparing for the Future of Learning, released this month in conjunction with our strategic partner, the CIPD. Laura Overton took the opportunity at the CIPD L&D Show to explore what we can learn from Top Deck L&D teams in the Towards Maturity Benchmark, to help us get fit for the for the future of learning.
Are you fit for the future of L&D? Find out:
Use the Towards Maturity Benchmark to assess your current fitness. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Are You Equipped to Lead L&D Into the Future?Laura Overton
This presentation explores the new skills required by L&D in a VUCA business world and how to build them. It was delivered by Ruth Stuart, (L&D Research Advisor, CIPD), Laura Overton (MD, Towards Maturity) and Lisa Johnson, (Assistant Director Information Services, Barnardos) at the CIPD L&D Show in London 14th May. It draws on the reports, 'L&D: Evolving Roles, Enhancing Skills' research by CIPD and Towards Maturity and the 2014-15 Towards Maturity Benchmark Report.
www.cipd.co.uk
www.towardsmaturity.org/benchmark
What do we know today that can help us better prepare for tomorrow? Towards Maturity celebrates ten years of research into effective learning practices with this presentation first delivered at Learning Technologies, the UK’s leading workplace learning event. Laura Overton the MD of Towards Maturity outlines nine steps to help L&D organisations prepare to deliver the future of learning. The session draws on data from 500+ L&D professionals participating in the 2013 Towards Maturity Benchmark – see www.towardsmaturity.org/2013benchmark and 2,000 learners taking part in the Learning Landscape audit, see www.towardsmaturity.org/learner for more details.
World of Learning 2014 Closing Keynote: Linking Learning to BusinessLaura Overton
Laura Overton provided the closing keynote at World of Learning 2014 (Birmingham, UK), sharing why it's important to prioritise the alignment of learning to business needs instead of focusing on the latest fads and technologies.
VIEW THE WEBINAR RECORDING:
The launch presentation of our 2014 annual industry Benchmark study, 'Modernising Learning: Delivering Results' - now available to download along with the launch webinar recording and a host of other resources: http://towardsmaturity.org/2014benchmark
The eBook is available for FREE thanks to the support of the Towards Maturity Ambassadors: http://towardsmaturity.org/ambassadors
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
Laura Overton chaired an interactive session with over 50 L&D leaders at Learning Technologies 2015 (#LT15uk) alongside a panel consisting:
Garry Hearn
Programme Manager Training Business Change
Ministry of Defence (DCTT)
Velda Barnes
Head of Learning and Development
Addaction
Jane Daly
Global Head of Learning & Development
M&S Offices
Laura Overton
Managing Director
Towards Maturity
Laura Pettit
Academy Lead, Leadership and Talent
Bupa Global Market Unit
The group drew on data from the Towards Maturity 2015 Towards maturity benchmark (http://towardsmaturity.org/2014benchmark) and discussed practical ideas around how to deliver learning excellence and the characteristics of learning leaders. This resource summarises the collective thinking of the room, providing insight and inspiration for those not able to join.
Boosting business results and engagement – 3 simple steps for L&D professionalsLaura Overton
Laura Overton shares how formal benchmarking can help L&D leaders become the boost business results and improve learning engagement.. The presentation looks at:
• Benchmarking as an L&D business improvement tool and why current L&D benchmarks are wholly in adequate
• How new learning benchmarks can help L&D leaders improve results and engagement.
• The benefits that great benchmark data can add to aligning learning to need, forging business relationships and prioritising action areas.
• 3 simple steps to help you benchmark with L&D peers.
The session draws on benchmark data from over 2200 L&D professionals around the globe. Participants are invited to take part in the confidential Towards Maturity Benchmark for free until 12th July 2012 here [https://www.surveymonkey.com/s/TM2013Benchmark].
Find out more about Towards Maturity Benchmark Reports at www.towardsmaturity.org/benchmarking
Find out more about new learning benchmarks by joining The Towards Maturity New Learning Benchmark group on Linked In.[ http://www.linkedin.com/groupRegistration?gid=3696010]
Follow benchmark conversations on twitter at #bethtebest13
This session was originally given presented as part of the Corporate e-learning Consortium webinar Series
Embracing Change: 9 Tips to help you prepare for the future of learningLaura Overton
Modern Business is becoming more global, fast paced, complex and fluid. Modern staff are increasingly connected, curious, tech-savvy and self directed. Are today’s L&D teams prepared for what that means for learning in the future?
This is a key theme explored in our latest In-Focus report, Preparing for the Future of Learning, released this month in conjunction with our strategic partner, the CIPD. Laura Overton took the opportunity at the CIPD L&D Show to explore what we can learn from Top Deck L&D teams in the Towards Maturity Benchmark, to help us get fit for the for the future of learning.
Are you fit for the future of L&D? Find out:
Use the Towards Maturity Benchmark to assess your current fitness. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Are You Equipped to Lead L&D Into the Future?Laura Overton
This presentation explores the new skills required by L&D in a VUCA business world and how to build them. It was delivered by Ruth Stuart, (L&D Research Advisor, CIPD), Laura Overton (MD, Towards Maturity) and Lisa Johnson, (Assistant Director Information Services, Barnardos) at the CIPD L&D Show in London 14th May. It draws on the reports, 'L&D: Evolving Roles, Enhancing Skills' research by CIPD and Towards Maturity and the 2014-15 Towards Maturity Benchmark Report.
www.cipd.co.uk
www.towardsmaturity.org/benchmark
What do we know today that can help us better prepare for tomorrow? Towards Maturity celebrates ten years of research into effective learning practices with this presentation first delivered at Learning Technologies, the UK’s leading workplace learning event. Laura Overton the MD of Towards Maturity outlines nine steps to help L&D organisations prepare to deliver the future of learning. The session draws on data from 500+ L&D professionals participating in the 2013 Towards Maturity Benchmark – see www.towardsmaturity.org/2013benchmark and 2,000 learners taking part in the Learning Landscape audit, see www.towardsmaturity.org/learner for more details.
World of Learning 2014 Closing Keynote: Linking Learning to BusinessLaura Overton
Laura Overton provided the closing keynote at World of Learning 2014 (Birmingham, UK), sharing why it's important to prioritise the alignment of learning to business needs instead of focusing on the latest fads and technologies.
VIEW THE WEBINAR RECORDING:
The launch presentation of our 2014 annual industry Benchmark study, 'Modernising Learning: Delivering Results' - now available to download along with the launch webinar recording and a host of other resources: http://towardsmaturity.org/2014benchmark
The eBook is available for FREE thanks to the support of the Towards Maturity Ambassadors: http://towardsmaturity.org/ambassadors
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
Laura Overton chaired an interactive session with over 50 L&D leaders at Learning Technologies 2015 (#LT15uk) alongside a panel consisting:
Garry Hearn
Programme Manager Training Business Change
Ministry of Defence (DCTT)
Velda Barnes
Head of Learning and Development
Addaction
Jane Daly
Global Head of Learning & Development
M&S Offices
Laura Overton
Managing Director
Towards Maturity
Laura Pettit
Academy Lead, Leadership and Talent
Bupa Global Market Unit
The group drew on data from the Towards Maturity 2015 Towards maturity benchmark (http://towardsmaturity.org/2014benchmark) and discussed practical ideas around how to deliver learning excellence and the characteristics of learning leaders. This resource summarises the collective thinking of the room, providing insight and inspiration for those not able to join.
Boosting business results and engagement – 3 simple steps for L&D professionalsLaura Overton
Laura Overton shares how formal benchmarking can help L&D leaders become the boost business results and improve learning engagement.. The presentation looks at:
• Benchmarking as an L&D business improvement tool and why current L&D benchmarks are wholly in adequate
• How new learning benchmarks can help L&D leaders improve results and engagement.
• The benefits that great benchmark data can add to aligning learning to need, forging business relationships and prioritising action areas.
• 3 simple steps to help you benchmark with L&D peers.
The session draws on benchmark data from over 2200 L&D professionals around the globe. Participants are invited to take part in the confidential Towards Maturity Benchmark for free until 12th July 2012 here [https://www.surveymonkey.com/s/TM2013Benchmark].
Find out more about Towards Maturity Benchmark Reports at www.towardsmaturity.org/benchmarking
Find out more about new learning benchmarks by joining The Towards Maturity New Learning Benchmark group on Linked In.[ http://www.linkedin.com/groupRegistration?gid=3696010]
Follow benchmark conversations on twitter at #bethtebest13
This session was originally given presented as part of the Corporate e-learning Consortium webinar Series
Unlocking Your Potential to Drive The New Learning OrganisationLaura Overton
Laura Overton (CEO, Towards Maturity) and Andy Lancaster (Head of Learning Content, CIPD) presented this interactive workshop at the CIPD L&D Show on May 10, 2017.
The session helped learning professionals:
- Understand the key skills and capabilities that L&D needs to support business success
- Define why these are a priority and how they are important to businesses
- Explore how top performers are cultivating these skills and capabilities in their L&D teams
Download the full report for free:
www.towardsmaturity.org/learningorg2017
Towards Maturity’s 7 secrets of top performing L&D teamsLaura Overton
Today’s L&D function is under intense pressure. Globalisation, technology, continual change and focus on talent means that more is demanded of learning teams who have diminishing resources to draw on. This presentation by Towards Maturity Managing Director, Laura Overton, draws on research with over 2,900 organisations to outline 7 secrets of top performing teams. The presentation was first delivered as part of a webinar in conjunction with SuccessFactors, an SAP company.
If you would like to find out about becoming a top learning company, find out more about benchmarking with Towards Maturity visit: http://towardsmaturity.org/static/survey
If you have had successes in any of these 7 areas, we’d love to hear from you!
Making it Happen - How L&D Can Influence Lasting Change - Laura Overton - Tow...Learning Pool Ltd
Laura is the founder and CEO of Towards Maturity, a not-for-profit benchmark practice providing independent research that helps organisations improve through learning innovation. In this presentation, Laura outlines latest insights gathered from over 600 L&D leaders, to explore who is having a lasting impact on the business agenda and why.
Smarter Decisions for Stronger Performance: How to use data to partner for su...Laura Overton
Your L&D strategy might be going well, but are your stakeholders buying into planned developments?
Laura Overton delivered this webinar hosted by DPG on 24 July 2015. Laura explained how L&D and HR leaders can use the Towards Maturity Benchmark to gather the evidence needed to show business leaders what's working and highlight opportunities to develop, using the Towards Maturity Model as a framework for constant strategy innovation.
Grabbing the attention of time starved LearnersLaura Overton
44% of L&D professionals say their staff are reluctant to engage with online learning but Towards Maturity’s direct research with learners shows that perhaps they are not as reluctant as we think! This interactive session, first presented at the Learning Technology Summer Forum 17th June 2014, takes a fresh look at how L&D professionals can think about not only grabbing learner’s attention but turn that attention into action. Here we show how to apply killer tips from the world of marketing to today’s L&D challenges.
The presentation also introduces the Towards Maturity Engagement Index to help L&D organisations identify how their engagement strategies compare with others. Readers can identify their Engagement Index, and 21 other effective practice indices by participating in the Towards Maturity Benchmark Study at www.towardsmaturity.org/benchmarktoday.
How to kickstart your learner-centric strategyLaura Overton
How do you help people learn best? By putting them in charge. That’s the thesis of Laura Overton of Towards Maturity and Teresa Rose of E.On Group, who bring together research and experience to demonstrate that a learner-centric approach is not only desirable, it’s a necessity for successful learning at work.
96% of L&D leaders want to increase self-directed learning but we continue to struggle to connect and engage. It's time that L&D worked smarter, to stop blaming their staff for not engaging and to start listening instead.
This practical session will consider how true learning organisations put staff capability at the forefront of their thinking by placing staff at the heart of their strategy. When L&D provide staff with an active voice productivity and engagement flow. Join this interactive panel with Tesco and E.on to find out how to kick start a customer-centric strategy that delivers growth, profit and business transformation:
Challenge your assumptions about how staff really learn
Banish your organisation’s preconceptions about learning
Find out how listening more helps you achieve more
Inject vital evidence to win hearts and minds of managers
Crucial research on the learning voice
Embracing Change: Building Performance for Business, Individuals and the L&D ...Laura Overton
See the slides from the launch webinar of the 2015-16 Industry Benchmark Report, delivered by Laura Overton in the Learning and Skills Group Webinar on 5th November, 2015.
5 Barriers to Effective Employee Training Programs - Webinar 08.21.14BizLibrary
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
www.bizlibrary.com/webinars
6 secrets of mobile learning success by towards maturity 2013Laura Overton
This presentation will be invaluable for any organisation looking to build a business case for mobile learning and will help to shape an implementation strategy that delivers successful outcomes by considering all the benefits that top learning companies are achieving with mobile learning and their 6 secrets of success.
The presentation draws on the inputs of 500 L&D and HR professionals who participated in the Towards Maturity 2012-13 Benchmark data. Full data analysis can be downloaded in the report Mobile Learning at Work – www.towardsmaturity.orgmobile2013.
The presentations were delivered as part of a series of mobile learning events with Line Communications in Summer of 2013 www.line.co.uk
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Successful organisations are engaging in new approaches to learning and performance, but formal learning opportunities need to change.
This report considers how L&D leaders can transform formal learning in their organisation. Looking at the learner journey, the role of technology and the role of the classroom trainer, this report aims to build confidence in innovation by learning from the most successful organisations.
Download the report at:
http://www.towardsmaturity.org/transformingformal2016
Join the LT show's effective practice partner, Towards Maturity to explore how to unlock the potential of your organisation, your staff and your L&D team. This lunch and learn session will combine new research insights from Laura Overton and her team with great conversation with your peers.
The session will be divided into three parts, allowing you to grab your lunch and explore tailored keys that help you nail the tactics to
Transform traditional learning in your organisation
Successfully integrate learning and work
Impact engagement, and ultimately learning culture
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
Delivering business transformation - An introduction to PA Consulting GroupMatthew Webb
PA Consulting Group designs and delivers significant change for major organisations around the world.
We have delivered online banking systems, revolutionised energy markets, helped prepare companies for stock exchange launch, developed innovative new crime-busting technology, transformed manufacturing operations, streamlined customer services, and supported the delivery of multi-billion-dollar defence projects. Our contribution often breaks new ground, and we have won many awards for our work. We are a global firm, working from Washington to Copenhagen, Sydney to Baku, and all points in-between.
Here's 6 questions you should be considering to find out if your staff are ready for online learning, based on the experience of top performing learning organisations from the Towards Maturity Benchmark Study.
Includes bonus feedback and practical ideas from the discussion at the CLC members meeting march 2015.
An Insider's Look at Udemy for Business Product WebinarUdemy for Business
60% of employees think their companies don’t offer adequate opportunities for them to develop professionally.
See first-hand how Udemy for Business partners with high-performing companies like PayPal, Lyft, Booking.com, Adidas, and Pinterest to fuel a culture of learning and elevate the perception of L&D.
- 2,500+ of the top rated, freshest courses for professional development
- Social learning tools that extend the role and impact of L&D
- Reporting that delivers actionable insights for effective learning
- Mobile technology to learn on the go
- 24/7 customer success dedicated to supporting your company every step of the way
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
Measuring the Impact of eLearning: Turning Kirkpatrick’s Four Levels of Evalu...Lambda Solutions
Access to webinar recording here: http://go.lambdasolutions.net/webinar-growing-trend-of-open-source-learning
Whether it’s to inform, to improve, to change—or a combination of these factors, training must have measurable outcomes that contribute to larger organizational goals. Good training evaluation techniques identify and measure the impact of learning on job performance and ultimately, organization-wide business results. When it comes to measuring eLearning, Donald Kirkpatrick’s Four Level of Evaluation model is one of the most widely used and respected worldwide.
Co-hosted by Paula Yunker, with 30+ years of instructional design experience and certification in Kirkpatricks Four Levels Evaluation—this webinar will explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We’ll discuss how to implement learning evaluation that’s practical and provides value but isn’t complicated, time consuming or expensive. Paula will also share her favorite learning evaluation resources after the webinar!
Check out the slides to learn more about:
- Why learning evaluation is critical for business results
- Kirkpatrick’s four levels of evaluation explained
- Aligning learning to organizational goals
- Typical challenges implementing evaluation in an organization
- Practical strategies for implementing learning evaluation
- Our favorite learning evaluation resources
Unlocking Potential: Releasing the potential of the business and its people t...Laura Overton
Today’s successful workplaces are fast moving, global and digital. Learning innovation, done well, delivers results that can support sustainable, agile workplaces. Business and learning leaders alike need to expect more. View the slides from our launch webinar with Laura Overton.
Unlocking Your Potential to Drive The New Learning OrganisationLaura Overton
Laura Overton (CEO, Towards Maturity) and Andy Lancaster (Head of Learning Content, CIPD) presented this interactive workshop at the CIPD L&D Show on May 10, 2017.
The session helped learning professionals:
- Understand the key skills and capabilities that L&D needs to support business success
- Define why these are a priority and how they are important to businesses
- Explore how top performers are cultivating these skills and capabilities in their L&D teams
Download the full report for free:
www.towardsmaturity.org/learningorg2017
Towards Maturity’s 7 secrets of top performing L&D teamsLaura Overton
Today’s L&D function is under intense pressure. Globalisation, technology, continual change and focus on talent means that more is demanded of learning teams who have diminishing resources to draw on. This presentation by Towards Maturity Managing Director, Laura Overton, draws on research with over 2,900 organisations to outline 7 secrets of top performing teams. The presentation was first delivered as part of a webinar in conjunction with SuccessFactors, an SAP company.
If you would like to find out about becoming a top learning company, find out more about benchmarking with Towards Maturity visit: http://towardsmaturity.org/static/survey
If you have had successes in any of these 7 areas, we’d love to hear from you!
Making it Happen - How L&D Can Influence Lasting Change - Laura Overton - Tow...Learning Pool Ltd
Laura is the founder and CEO of Towards Maturity, a not-for-profit benchmark practice providing independent research that helps organisations improve through learning innovation. In this presentation, Laura outlines latest insights gathered from over 600 L&D leaders, to explore who is having a lasting impact on the business agenda and why.
Smarter Decisions for Stronger Performance: How to use data to partner for su...Laura Overton
Your L&D strategy might be going well, but are your stakeholders buying into planned developments?
Laura Overton delivered this webinar hosted by DPG on 24 July 2015. Laura explained how L&D and HR leaders can use the Towards Maturity Benchmark to gather the evidence needed to show business leaders what's working and highlight opportunities to develop, using the Towards Maturity Model as a framework for constant strategy innovation.
Grabbing the attention of time starved LearnersLaura Overton
44% of L&D professionals say their staff are reluctant to engage with online learning but Towards Maturity’s direct research with learners shows that perhaps they are not as reluctant as we think! This interactive session, first presented at the Learning Technology Summer Forum 17th June 2014, takes a fresh look at how L&D professionals can think about not only grabbing learner’s attention but turn that attention into action. Here we show how to apply killer tips from the world of marketing to today’s L&D challenges.
The presentation also introduces the Towards Maturity Engagement Index to help L&D organisations identify how their engagement strategies compare with others. Readers can identify their Engagement Index, and 21 other effective practice indices by participating in the Towards Maturity Benchmark Study at www.towardsmaturity.org/benchmarktoday.
How to kickstart your learner-centric strategyLaura Overton
How do you help people learn best? By putting them in charge. That’s the thesis of Laura Overton of Towards Maturity and Teresa Rose of E.On Group, who bring together research and experience to demonstrate that a learner-centric approach is not only desirable, it’s a necessity for successful learning at work.
96% of L&D leaders want to increase self-directed learning but we continue to struggle to connect and engage. It's time that L&D worked smarter, to stop blaming their staff for not engaging and to start listening instead.
This practical session will consider how true learning organisations put staff capability at the forefront of their thinking by placing staff at the heart of their strategy. When L&D provide staff with an active voice productivity and engagement flow. Join this interactive panel with Tesco and E.on to find out how to kick start a customer-centric strategy that delivers growth, profit and business transformation:
Challenge your assumptions about how staff really learn
Banish your organisation’s preconceptions about learning
Find out how listening more helps you achieve more
Inject vital evidence to win hearts and minds of managers
Crucial research on the learning voice
Embracing Change: Building Performance for Business, Individuals and the L&D ...Laura Overton
See the slides from the launch webinar of the 2015-16 Industry Benchmark Report, delivered by Laura Overton in the Learning and Skills Group Webinar on 5th November, 2015.
5 Barriers to Effective Employee Training Programs - Webinar 08.21.14BizLibrary
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
www.bizlibrary.com/webinars
6 secrets of mobile learning success by towards maturity 2013Laura Overton
This presentation will be invaluable for any organisation looking to build a business case for mobile learning and will help to shape an implementation strategy that delivers successful outcomes by considering all the benefits that top learning companies are achieving with mobile learning and their 6 secrets of success.
The presentation draws on the inputs of 500 L&D and HR professionals who participated in the Towards Maturity 2012-13 Benchmark data. Full data analysis can be downloaded in the report Mobile Learning at Work – www.towardsmaturity.orgmobile2013.
The presentations were delivered as part of a series of mobile learning events with Line Communications in Summer of 2013 www.line.co.uk
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Successful organisations are engaging in new approaches to learning and performance, but formal learning opportunities need to change.
This report considers how L&D leaders can transform formal learning in their organisation. Looking at the learner journey, the role of technology and the role of the classroom trainer, this report aims to build confidence in innovation by learning from the most successful organisations.
Download the report at:
http://www.towardsmaturity.org/transformingformal2016
Join the LT show's effective practice partner, Towards Maturity to explore how to unlock the potential of your organisation, your staff and your L&D team. This lunch and learn session will combine new research insights from Laura Overton and her team with great conversation with your peers.
The session will be divided into three parts, allowing you to grab your lunch and explore tailored keys that help you nail the tactics to
Transform traditional learning in your organisation
Successfully integrate learning and work
Impact engagement, and ultimately learning culture
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
Delivering business transformation - An introduction to PA Consulting GroupMatthew Webb
PA Consulting Group designs and delivers significant change for major organisations around the world.
We have delivered online banking systems, revolutionised energy markets, helped prepare companies for stock exchange launch, developed innovative new crime-busting technology, transformed manufacturing operations, streamlined customer services, and supported the delivery of multi-billion-dollar defence projects. Our contribution often breaks new ground, and we have won many awards for our work. We are a global firm, working from Washington to Copenhagen, Sydney to Baku, and all points in-between.
Here's 6 questions you should be considering to find out if your staff are ready for online learning, based on the experience of top performing learning organisations from the Towards Maturity Benchmark Study.
Includes bonus feedback and practical ideas from the discussion at the CLC members meeting march 2015.
An Insider's Look at Udemy for Business Product WebinarUdemy for Business
60% of employees think their companies don’t offer adequate opportunities for them to develop professionally.
See first-hand how Udemy for Business partners with high-performing companies like PayPal, Lyft, Booking.com, Adidas, and Pinterest to fuel a culture of learning and elevate the perception of L&D.
- 2,500+ of the top rated, freshest courses for professional development
- Social learning tools that extend the role and impact of L&D
- Reporting that delivers actionable insights for effective learning
- Mobile technology to learn on the go
- 24/7 customer success dedicated to supporting your company every step of the way
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
Measuring the Impact of eLearning: Turning Kirkpatrick’s Four Levels of Evalu...Lambda Solutions
Access to webinar recording here: http://go.lambdasolutions.net/webinar-growing-trend-of-open-source-learning
Whether it’s to inform, to improve, to change—or a combination of these factors, training must have measurable outcomes that contribute to larger organizational goals. Good training evaluation techniques identify and measure the impact of learning on job performance and ultimately, organization-wide business results. When it comes to measuring eLearning, Donald Kirkpatrick’s Four Level of Evaluation model is one of the most widely used and respected worldwide.
Co-hosted by Paula Yunker, with 30+ years of instructional design experience and certification in Kirkpatricks Four Levels Evaluation—this webinar will explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We’ll discuss how to implement learning evaluation that’s practical and provides value but isn’t complicated, time consuming or expensive. Paula will also share her favorite learning evaluation resources after the webinar!
Check out the slides to learn more about:
- Why learning evaluation is critical for business results
- Kirkpatrick’s four levels of evaluation explained
- Aligning learning to organizational goals
- Typical challenges implementing evaluation in an organization
- Practical strategies for implementing learning evaluation
- Our favorite learning evaluation resources
Unlocking Potential: Releasing the potential of the business and its people t...Laura Overton
Today’s successful workplaces are fast moving, global and digital. Learning innovation, done well, delivers results that can support sustainable, agile workplaces. Business and learning leaders alike need to expect more. View the slides from our launch webinar with Laura Overton.
Learning's Big Data Problem: Measuring & Analyzing ImpactWatershed
The wave of information known as Big Data has been growing exponentially in recent years. That's why it's critical for organizations to not only get better at collecting more meaningful data, but also understanding just what it all means.
Join us for a webinar next week, when we'll we review the results of Brandon Hall Group’s 2016 Learning Measurement Study and 2016 Learning Analytics Study, identify what organizations are measuring (and what they aren’t), and how they're making use of that data.
Presenters:
David Wentworth, Principal Learning Analyst with Brandon Hall Group
Michael Rochelle, Chief Strategy Officer & Principal HCM Analyst with Brandon Hall Group
Mike Rustici, CEO & Founder of Watershed
During this webinar, you'll learn more about:
-The metrics organizations are using
-The outcomes organizations are measuring
-How data is being analyzed
-Data analysis as a skill set
-How High Performers approach measurement & analytics
Who would guess that when Michael Jones' car broke down on the side of the road that it would be the beginning of a life-changing relationship?
Walking to the nearest house, Michael stumbles across a plantation style mansion on an estate named "Twelve Pillars." Charlie, the estate's caretaker, helps Michael get back on the road again and also strikes up a relationship with him - and along the way teaches Michael the secrets of success - the Twelve Pillars of Success - that have made the owner of the house, Mr. Davis, a wealthy and successful man.
This new novel by Jim Rohn and Chris Widener will inspire you to take your life to the next level and beyond. It will challenge and encourage you to become the best that you can be!
Twelve Pillars blends together the fundamental principles and teachings of Jim Rohn and The Jim Rohn One-Year Success Plan, and with the help of Chris Widener, those principles have been weaved into a unique tapestry of a fictional account of three characters – Michael, Charlie and Mr. Davis.
Here are a few of the lessons you will discover in the Twelve Pillars of Success:
Live a Life of Three-Dimensional Health
The Gift of Relationships
Achieving Your Goals and the Proper Use of Time
Surrounding Yourself with the Best People
Becoming a Life-Long Learner
Income Seldom Exceeds Personal Development
Communication Brings the Common Ground of Understanding
The World Can Always Use One More Great Leader
Leaving a Legacy
Tribute to Swami Vivekananda on his Birthday.Besides being a spiritual leader, his teachings on education and focus on role of youth in shaping our country's future still hold true, even a hundred years later. Such was his foresight and vision, true hallmarks of a great thinker.
5 Tips for Creating a Customer-Centric Learning StrategyLaura Overton
A self-directed and personalised learning experience is high on the agenda of most learning professionals. Despite new technologies, new content and new models of learning, we still struggle to engage and connect. So do L&D leaders put learners at the centre of their ‘learner-centric’ strategies? Or do we just think that we do?
15 minute lecturette delivered at the NAIS PoCC 2014. Carol Dweck's research on fixed versus growth mindset is increasingly revolutionizing classrooms and schools. Yet growth mindset is not the norm in cultural competency work. Fixed mindsets hinder conversations, willingness to engage with discomfort, and ability to learn from mistakes. Learn about the setbacks caused by fixed mindsets and forward movement affected by growth mindset.
Driving Performance in a Knowledge Economy - The Secret Sauce for People Prof...Laura Overton
In the new world of business, continual learning is essential for organisational and individual success. HR and L&D have a critical role to play. But are we ready? This session presented by Laura Overton at Learn@Work 2015 in Sydney, explored insights gained from top performing HR and L&D teams around the world to challenge and redefine the future role of people professionals and how we can step up to the opportunities ahead. View these slides to see how fresh evidence from the world's largest benchmark programme can help:
- Challenge long-held assumptions about learning and work
- Establish a new reputation for building business value
- Break down the silos between business, HR and learning
- Rule technology rather than have technology rule you
- Equip your people professionals as agents of change
Go to http://towardsmaturity.org/2015benchark for the latest figures and download Towards Maturity's Industry Benchmark Report for 2015 (available Nov 5th).
This session presented by Towards Maturity and Filtered took a look at the latest findings around what people paying for their own learning and development look for in terms of technology, accessibility and reward.
Learning Analytics – From Reactive to PredictiveLearningCafe
Overview
While the term Learning Analytics has been around for some time, it has been mostly restricted to data collecting from the Learning Management Systems such as completions data. Learning analytics has to evolve beyond simply reporting to making predictions. We discuss current trends in Learning Analytics and how xAPI, Artificial Intelligence will impact Learning Analytics.
Panelists
sarajit-poddar-learningcafe-150x150 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Vanessa-Blewitt-LearningCafe-100 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Jeevan-Joshi Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars
Sarajit Poddar – Workforce Planning & Analytics SME at Ericsson
Vanessa Blewitt – Global Transformation Lead – Learning Intelligence and Effectiveness at Nestle
Jeevan Joshi – Founder – LearningCafe & CapabilityCafe
We discuss
Why Learning data needs from a reactive mode of collecting completion information to using predictive data to make Learning more effective.
How xAPI and other emerging standards provide a platform for better analytics but have implementation challenges.
The opportunities to link learning analytics with business outcomes.
How Artificial Intelligence/ Machine Learning will demand better Learning Analytics.
Learning Excellence in Australia - Are we in the race ? Learning Cafe Online ...LearningCafe
Online panel discussion on Learning Excellence in Australia - Are we in the race ? Learning Cafe Online Discussion was held on 5 July 2013. This is the slide pack for the webinar. recording can be viewed here.
https://www1.gotomeeting.com/register/601941520
So where does Australian organisational learning stand on the world stage. Are we aspiring for excellence or just cruising? Is the tall poppy syndrome at work? The Australian academic sector (Universities and Schools) has a structured and focused approach to defining what excellence in learning means and how to achieve it. This approach seems to be missing in organisational and corporate learning. Maybe we are running so fast that we may never stop to improve our running technique. We talk to an experienced panel that architect and manage Learning in their organisations to deliver business results. We will ask what Learning excellence means to them and how they plan to get there
Capability Frameworks - Too Slow for a Fast Moving WorldLearningCafe
Capability Frameworks have been used in organisations to neatly depict the progression of skill levels. In many organisations the level you attain also links to pay and rewards. While Capability Frameworks worked well in the past when changes were less frequent, they may not be flexible enough to accommodate rapid business and workplace changes now.
How Skill Based Learning Drives Organizational PerformanceAllen Partridge
Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture. These are the keys to innovation and long term sustainability – and it is both an opportunity for trainers and learning developers to play a more significant role in the health and life of a business, and an opportunity for businesses to better leverage their personnel.
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
Berkeley Method of Innovation LeadershipIkhlaq Sidhu
Berkeley Method of Innovation Leadership. A method and language to adapt, do new things, change culture, match strategy, set innovation mindset and psychology.
Desperate Need to Reinvent the L&D professional in Australia – Learning Cafe ...LearningCafe
The L&D profession is facing stress in Australia bought about reduced budgets, outsourcing, increased speed of business and the impact of technology. This is being reflected in the changing quality and quantity of L&D jobs and career paths available. We cogitate on the skills needed to ensure L&D professionals keep themselves in demand including digital and business skills. We discuss the options and alternative career options and pathways for L&D professions.
Thinking of Learners as Consumers – Can L&D deliver more than just Compliance...LearningCafe
What if employees were free to make a choice to consume or reject the Learning developed by L&D i.e be consumers? Mandatory learning including compliance courses has been the engine that has driven the adoption of eLearning as it provides trackable, cost effective and a scalable solution to ensure that employees have acquired essential knowledge.
Mandatory learning however rarely addresses the higher level skills and mindsets required by organisations to stay ahead of the competition today such as innovation, resilience, customer centricity etc. Social, informal and workplace learning falls in the discretionary category and have a poor track record in most organisations. Earlier this year we released the “LearningCafe Digital Manifesto for L&D,” which is the result of thinking at LearningCafe about how L&D should adapt to provide value in a fast changing and digitally disrupted world. One of the principles of this manifesto is “Thinking of Learners as Consumers”.
An experienced online panel discusses the opportunities and challenges of thinking of Learner as Consumers.
Similar to Measuring Learning Effectiveness: Beyond Training Happy Sheets & Memory Recall (20)
Ex Assembly - Using Workforce Analytics for Employee Experience EffectivenessLearningCafe
Pundits have identified Employee Experience (EX) as one of the top priorities for HR. A lot of the science and art of EX is based on the Customer Experience (CX) approach, which makes extensive use of data to understand the customer and identify their needs and aspirations.
Workforce/people data has been notoriously siloed (in HRMS, CRM, Intranets, etc.) and are often unreliable and outdated. Is it possible to achieve good Employee Experience when Workforce/people data is not up to scratch?
In this “free-range” online discussion we have a chat with a panel of CX, EX and Analytics experts about the better practices, challenges and opportunities for the use of HR/People Analytics for better EX design and implementation.
Ex Assembly - Employee Wellness Programs – Can they Perform in the Spotlight?LearningCafe
Uncertainty, rapid change and a clouded future has created an employee wellness crises. Employee Wellness programs (EWP) which were trotting along before COVID, have been asked to sprint by adapting to the health crises and the ramifications of changes to ways of working including increased work from home.
We discuss the current state of affairs of Employee Wellness and the journey ahead in the continuing crises. The panel also shares best practices and lessons learnt.
This EX Assembly “free-range” discussion focuses on the enterprise implications and its impact on Employee Experience.
Ex Assembly - Unpacking Employee Experience (EX) LearningCafe
Employee Experience (EX) is a term that gained tremendous visibility. However, EX means different things to different people. Josh Bersin recently highlighted the need to clarify what EX means and involves.
At one end, it could be bolting on new EX practices to current HR approaches and method. On the other end, it could involve the use of a human-centred design approach to identify employee needs and realities as the real starting point for designing and implementing HR solutions and processes.
We talk to a panel of experts and practitioners about EX and what it involves.
Better Candidate Experience is Hard Work but Benefits EveryoneLearningCafe
Businesses need people, and people need work. Anecdotal evidence and research indicate the recruiting process is painful for everyone involved, including candidates, recruiters and hiring managers.
Technology has promised better outcomes but could automating the existing fault lines make the outcomes worse?
We talk to a panel of experts about the challenges faced by candidates and recruiters and the possible solutions to improve the process and the candidate experience.
Building Responsive & Scalable Organisational Learning - EX Assembly WebinarLearningCafe
The COVID crisis has thrown light on the need for organisational learning to be adaptable and scalable to meet business requirements. Employees have been asked to take on new roles and the only mechanism available to train employees has been through digital platforms.
This unanticipated situation has broken some of the long held resistance to adopting new ways of learning. The webinar features a panel of experienced organisational capability and learning professionals who discuss the opportunities and challenges in building an adaptable and scalable organizational learning machine.
The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.
EX Assembly: COVID19 and its Impact on Employee Peformance & RewardsLearningCafe
COVID19 has thrown business plans into disarray. While the impact of COVID on the workforce is manifold, measuring and rewarding employees will be a particularly challenging one.
We discuss
Do we need to adapt or “inactivate” Employee Performance Processes specially for employees whose work has been directly impacted ?
How do we recognise and reward employees who go above and beyond their job description during these challenging times ?
Does COVID19 provide us an opportunity to transform the Perf Mgt system which is perceived as ineffective ?
Case Study - COVID19 and its Impact on Employee Peformance & RewardsLearningCafe
COVID19 has thrown business plans into disarray. While the impact of COVID on the workforce is manifold, measuring and rewarding employees will be a particularly challenging one.
LearningCafe Year End Omnibus Webinar 2018LearningCafe
LearningCafe has been quiet for the past few months as we try and pivot to find a new value proposition. But we are back with our popular year-end omnibus webinar discussion featuring three practice leader panels, who discuss the state of organisational learning and how they are dealing with the challenges they face.
The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.
We discuss the role and impact of L&D in the organisation and whether it is responding to business and employee requirements. We ponder if L&D is able to collaborate across the HR silos to provide an effective employee value proposition.
Anish Lalchandani LearningCafeMaree HowardDarin Fox - Learning Cafe UnConference
Maree Howard – Head of Learning at Lendlease
Anish Lalchandani – Global Head Talent, Learning & Culture Optimisation at Standard Chartered Bank
Darin Fox – Project Lead, Long Term Workforce Strategy at Sydney Water
The panel discusses whether learning design and development is adapting by innovating and improving its products and services. We examine if we have made any real progress in improving the measurement of learning impact.
Vanessa Blewitt LearningCafeBen Carr
Vanessa Blewitt – Global Transformation Lead: Learning Intelligence & Effectiveness at Nestle
Ben Carr – Director at EY
Our third panel discusses the need for Learning to move to a user-centric approach and changes required in L&D mindset, skills and methods. We assess if Agile should be the new operating system for L&D.
Mike-Pino-LearningCafe-blackwhiteJeevan-Joshi-300x300
Mike Pino – Senior Director, Cognizant Digital Academy (US)
Jeevan Joshi – LearningCafe
Using Agile Methods for HR & Learning ProjectsLearningCafe
The Agile Manifesto released in 2001, outlined a more flexible approach to software development based iterative development, where solutions evolve through collaboration between self-organizing cross-functional teams.Since then, Agile methods (an umbrella term covering SCRUM, KanBan, Extreme Programming etc) have been extensively used in IT are increasingly being used in other domains such as marketing and HR/L&D.
While Agile methods are malleable to work in other domains, its basics principles and philosophy may not mesh well in “top-down” hierarchical organisations. In this webinar, an experienced panel explores the opportunities for using Agile methods in HR/L&D and the challenges faced.
LearningCafe Year End Omnibus Webinar 2017LearningCafe
LearningCafe ran a year-end omnibus webinar covering all aspects of Learning. During this 2 hour webinar, we spoke to a panel of experienced learning practitioners who reviewed the year that was and the next one in the world of corporate learning.
If we can’t accurately predict the future, how can we define the capabilities required for the future? Many organisations rely on generic capabilities such as innovation, leadership etc as future capabilities, but do these really provide the cutting edge in a competitive market place.
Our expert panel, share their views and experiences on Future Capabilities and how to make this exercise more robust and effective.
Content Curation for Learning – Beyond the BasicsLearningCafe
Content Curation is rapidly becoming a key L&D skillset. But curation is almost as old as human civilisation itself and has been central to the media industry (newspapers). L&D is at the beginning of the content curation journey and may not be tapping into its existing body of knowledge and skills. We discuss with an experienced panel about current trends and better practices and in particular talk about using technology platforms to assist with curation
Impact of Artificial Intelligence/Machine Learning on Workforce CapabilityLearningCafe
The application of AI/ML is reshaping the job market and will eventually create new jobs & roles that we can’t even imagine today. Reskilling the workforce and reforming learning and career models will play a critical role in facilitating this change. The question remains if that will be provided by the traditional internal HR/L&D team or some other model.
Designing Learning Portals for Consumption & Value AddLearningCafe
In the age of information glut, Learning Portals can provide Learners a way through the chaos to Learning and Knowledge that is useful and easier to access. However, success stories are few and far between due to technology and design challenges. In many organisations, the LMS is viewed as a Learning portal but not the one that provides the flexibility and user experience required.
In part 1 of our webinar Learning Portals – User Centric Gateway to Learning & Knowledge, we made the case for a Learning Portal to be responsive to business and learner needs.
In the upcoming part 2 of our webinar, we explore the different approaches to implementing portals depending on the needs and style of organisations, as “one size fits all” rarely works. We go into the details of optimising design and user interface, along with architecting information that is personalised for the user.
L&D Needs to Build Ecosystems for the Future of WorkLearningCafe
Work is becoming more interconnected as the pace of business increases. The Future of work promises to be one that is very different from today. LearningCafe considers that the simple view of organisational learning needs to evolve from a stand alone and linear view to one that recognises this interconnectedness and complexity involved in designing and implementing Learning/HR solutions.
Taking an ecosystem view removes the siloed thinking and recognises the connections, constraints and trade offs involved in designing effective Learning solutions.
In this webinar we discuss with an experienced panel about the Learning ecosystems and how it practically manifests itself in our day to day work.
Learning Portals – User Centric Gateway to Learning & KnowledgeLearningCafe
In the age of information glut, Learning Portals can provide Learners a way through the chaos to Learning and Knowledge that is useful and easier to access. However success stories are few and far between due to technology and design challenges. In many organisations the LMS is viewed as a Learning portal but not the one that provides the flexibility and user experience required.
With the Learning ecosystem becoming more complex and connected, Learner experience expectations are rising with an increase in the need to reduce costs.
Is it possible to implement a Learning portal that meets these requirements? We discuss with an experienced panel about the state of Learning portals and which way is it heading.
Date & Time : Thu, 29th June 2017, 12 – 1 pm Sydney Time
We Discuss
Should Learning Portals be the gateway for all learning and knowledge in the organisation?
What is user experience expected from a Learning Portal?
What are the benefits and drawbacks of using the LMS as a Learning Portal?
Can a Learning Portal be developed in the face of IT and policy restrictions?
Technology Capabilities – How to Build on Shifting SandsLearningCafe
Technology has become a critical component of most business including traditional industries with processes and transactions being digitised. Information Technology is also one of the fastest changing landscapes, which poses a challenge for Learning and Capability Management professionals who try ensure that the organisations has the required skills.
Should L&D/HR be Architects of Lifelong Learning in the Workforce?LearningCafe
The Economist dedicated a January 2017 issue to Lifelong Learning, bringing to fore the need for everyone to be Lifelong Learners due to rapid changes in jobs and the skills required for them.
Lifelong Learning is here to stay. While individuals need to take responsibility to keep their capabilities up to date, organisations can support them by helping them create a mindset and skills for Lifelong Learning. L&D can be the architects by providing support and tools while being the advocate for Lifelong Learning.
In this webinar, we discuss if L&D currently advocates or has the mandate to support Lifelong Learning and how best they can achieve this.
Day in the life of a Capability Manager - CapabilityCafe WebinarLearningCafe
Capability has become a very popular term in management. A search on Seek.com.au on the term “Capability” turned up over 8000 jobs in Australia including Learning and Capability Manager, Capability Development Lead, Capability and Culture Consultant and many more.
Our research indicates that while “Capability” is a popular term, it means different things and seems to encompass many different outcomes and job roles.
So who is a Capability Management Professional and what do they do? Join us as we talk to an experienced panel who are trying to shape Capability Management in their organisations. We also present CapabilityCafe’s own view on what encompasses this increasingly important function in achieving business results.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. Introductions
AbbVie
ABC
AGL
AMP
ANZ Bank
ARCA
Australian Institute of
management
Australian Red Cross
Bank Australia
Bankwest
Blackboard
BNZ
BT Financial Group
Cancer Council Queensland
CBA
CBH Group
Coca-Cola Amatil
Concordia University
CUB PTY LTD
Degreed
Downer
Energy Australia
Ericsson
Ernst & Young
FACS
FedEx Express
Ford-Werke GmbH
HCF
IAG
IMC
IP Australia
Justine Jardine
Lynda Moe Transformations
Manipal Global Ed Serv
McGrathNiccol
Melbourne Business School
NAB
NATA
Novartis
Presence of IT
Primary Health Care
Qantas
Qantas Credit Union
Qatar Airways
QBE
Queensland Public Services
RACP
Recoveriescorp
Rio Tinto
Shine Laywers
Siemens Ltd
Simplot
Skillsoft
SMS Management & Tech
St John Ambulance WA
Suncorp
Telstra
Toyota
TP3
University of Sydney
Westpac
WVI
Attendees From140+
Vanessa Blewitt
Learning Effectiveness Lead,
Corporate Training and
Learning – Nestle
Will Thalheimer
President – Work-Learning
Research, Inc
Jeevan Joshi
Producer – LearningCafe
5. Next Webinar - VR in Learning – Has its time come ?
http://bit.ly/lcwebmay16
• State of VR (Consumer & business)
• Use cases for business
• How to develop a VR Learning
solution
• Opportunities and challenges
Thurs May 12th, 2016 12 to 1 PM
Kain Tietzel
Founding CEO –Start
Plus others
Why you should attend
• 2016 is supposed to be year of VR
• L&D likely to asked about it.
• VR Learning is being built.
• Stay ahead of curve.
6. Melbourne UnConference – Aug 18, 2016
Limited to 100. Tickets available. Sydney was sold out
http://www.learningcafe.com.au/events
Tony Gleeson
CEO - AIRAH
Julie Catanach
Exec Manager
Performance
Suncorp Group
Peter Hall
Head L&D
QBE - APAC
David Le Page
Comm Mgr -
Melbourne
Andrew Wright
Worldwide
Intranet
Challenge
8. Monthly Observations in Australian L&D*
•Significant restructuring in HR/ L&D.
• Head count reductions
• Getting new skills in the team.
•Gap in Business Acumen in L&D, a real worry.
•Major LMS & HRMS not keeping pace with
flexibility and UX.
• Number of point cloud solutions coming into the market .
•More focus on hard skills / business Learning.
• Less on soft skills.
* Opinions based on discussions and interviews with senior L&D professionals. Not survey involved.
9. Webinar Dashboard
Start Up/
Experiment
Organisation / Industry
Adoption
Why Bother ? Remove Hype
Maturity
Business
Value
Low
Low
High
High
Now
Novice Explorer Practitioner Expert
Get
Answers
Make
Sense
Looking for Answers
Expertise Level
Next Steps ?
Not Much A Lot
Vision
LearningCafe Expertise
Run workshops for L&D teams for
• Leading Australian Bank
• Leading Insurance Company
Consulting on architecture for
• Professional services firm
Covered in UnConference 2015 + 2016
10. Questions from you
• What are 3 tips in gathering valuable data/statistics?
• How do you measure accurately if for e.g. only 100 out of
500 people respond to a survey? When should you make
assumptions from the data?
• Like quality, learning effectiveness is also a perception in
the minds of key stakeholders (and influenced by their
expectations). How do we best accommodate this reality
in our measurement strategy?“
• Value in blended learning design - at the end, throughout,
at the start or combination of?
13. PROBLEMS
Too difficult to
isolate impact of
Learning
Evaluation is not
standardized
enough
Not enough
budget and skills
Business moves
fast and loses
interest.
17. TinCan/xAPI@Work
www.tincanatwork.com
17
Intranet – Videos/podcasts
Discussion Boards (COP)(yammer)
Wiki (Aussie /prod info/Wiki/IT)
On job activities (Perf Management)
Discussions
Team meetings (learning component)
Other business systems
Online Courses on LMS + Webinar
Classroom Courses/ Online
Coaching
On Job Activities (competence demo)
Assessments/surveys (e.g. survey
monkey)
Simulation
Performance Support Tool
Secondment
Social Media
YouTube
Facebook
Website – HBR
Any web resource
External COP
Coffee conversations
MOOCs
External courses
Formal Education (Degrees)
Formal Collaborative Program with
Unis
Memberships/prof bodies
Formal mentoring programs
Certifications/exams
Formality
Sources
Internal
Informal
External
Formal
18. xAPI/ TinCan – Solution ?
Layer 1
• Modern version of
SCORM
Layer 2
• Record any
learning
experience
Layer 3
• Frees data from
LMS
Layer 4
• Correlate job
performance and
training data
http://tincanapi.com/the-layers-of-tin-can/
Happening Aspirational
Technical Strategic
Low readiness Maturity /capability
www.tincanatwork.com
21. Deciding to Measure Learning Effectiveness
What is the value of T&L investments?
Executive Board
• That was the easy part!
22. Starting Point:
T&L as a “HR Thing”, an Event
• < 1 in 10 learners
discuss expected
outcomes with line
manager.
• Alignment to
business not clear.
• Alignment to learner
development plan
low.
• Key measure = • No on the job follow-
up or support.
• Action plans un-
actioned.
• No measures of
what happened…or
why.
• “Black box”.
Before During After
Look Familiar?
23. Defining “Value”
Guiding Principle:
In any transaction, the supplier determines the
price, but the purchaser determines the value.
In order to measure value, first need to create conditions for value.
Tools, Process, Measures
Design Delivery
What is the
value of T&L
investments?
Collect
Nestle
Insights
Conduct
Industry
Research
Develop
Learning
Effectiveness
Framework
24. Defining Learning Effectiveness
Measures: Design
Design
With the business for the business
Business Level Measures
WHAT: What is expected?
What does success look like?
How will you recognize it?
Why this learning…target which business
objectives & priorities?
What will you reflect on in 6 months time
to decide if learning was worthwhile/
added value?
Expected outcomes? … observable /
measurable? KPI impacts? Trends?
Feedback? What should CHANGE?
WORKSHOP
Senior Stakeholders
& Alumni
H
O
W
&
W
H
O
INTAKE FORM
Senior Stakeholders
& Alumni
INTERVIEW
Reflections & Feedback
Alumni @+200 days
25. Defining Learning Effectiveness
Measures: Delivery
Delivery
For on the job performance change
Learner Level Measures
WHAT: What is expected? What happened?
WHY: Why did it happen?
Learning Alignment
• To development plan & objectives
Learning Impact on business
• Expected outcomes e.g. KPIs
Learner Development
• On the job behaviors – do & say
Learning Application
• Action Plan status
• Opportunities & Obstacles
Learner Experience
• Confidence
• Commitment
• Net Promoter Score
H
O
W
&
W
H
O
Surveys
Learner with Line Manager
Option: HRBP Facilitation
@ Before @After
Surveys
Learner
@Nomination @During
No survey is called “survey”
Learner centric questions
26. Importance of Why Measures
Example of Actionable Insights
WHAT
Happened?
• Proficiency Gap Closure = 50% v Expectation (Target) of 80%.
WHY
Did it happen?
• Action Plan Status = 60% Fully or Mostly Implemented.
• Obstacles to apply learning on the job = 70% learners reported
higher/competing priorities.
WHAT
Action to take?
• Current Cohort: Targeted business escalation, coaching.
• Future: Increase business to business communication re importance of
application to achieve business and career success, learn &
leverage from strength business areas, add how to address
higher/competing priorities to learning experience.
Target
Set benchmarks & change
variances
Track Trends
Over time.
Avoid “knee-jerk” reactions
Tell
Tailor to stakeholders
Apply “So What?!” Filter
27. Challenges: Organisation &
Process, Data, Enablers
Organisation
• Identifying right stakeholders & getting them to the table.
• Defining what success looks like in a way that is tangible &
linked to business.
• Defining objectives to support learning effectiveness
measures (finite, verb, scalable for proficiency levels).
Process, Data, Enablers
• Data access & quality for analytics.
• Sophistication of requirements v enabler capabilities.
• Managing surveys & reporting > timeliness, quality, defining
use cases.
• Scalability.
28. Challenges: Climate & Culture
Climate & Culture
• Survey response rates (L&D to business).
• Training as reward & recognition.
• Fear of “why” measures (e.g. manager support rate).
• Learners: Lack accountability for self-development.
“Develop me.” “I was told to come”.
• Line Managers: T&L = . Develop people not include
in bonus. “ I don’t have time”.
• HRBPs: Operational focus. “Not My Job”, “Too hard”,
“Good training gets applied”, “Why measure?”.
• L&D: Event focused. Self-contained. Service oriented.
Uncomfortable to challenge business. “Not what I’m
asked for”, “No influence beyond event”, “What am I
supposed to do with this?” “What if I’m told to “fix it?””
• ALL: OVERWORKED. OVERWHELMED. CHANGE
RESISTANT.
29. Top 10 Key Learnings
WHAT
“as expected?”
!As defined by
stakeholders!
WHY
“why / why
not?”
Act to achieve
/ exceed “as
expected”
!As defined by
stakeholders!
Effective learning
effectiveness
measures
1. “What does success look like?” is a hard question to answer!
ASK! Don’t ass-u-me.
2. “Fear” of what measures will reveal & accountability for action
3. Required culture change in L&D as much as business
4. Use inspiring facts & stories. Shine a light: “look familiar?”
5. Appetite exists & can be built. Don’t push. Leverage multiple
channels to “build the army” of collaborators & early adopters.
6. Engaging stakeholders increases stakeholder engagement &
accountability
7. Respectful challenge is well-received, build & helps earn a seat at
the table
8. Alignment & behaviour change more valued than ROI
9. Focus on HOW more than WHAT
10. Long process of CHANGE. Be the tortoise.
+1 Start small & focussed
31. Questions from you
• What are 3 tips in gathering valuable data/statistics?
• How do you measure accurately if for e.g. only 100 out of
500 people respond to a survey? When should you make
assumptions from the data?
• Like quality, learning effectiveness is also a perception in
the minds of key stakeholders (and influenced by their
expectations). How do we best accommodate this reality
in our measurement strategy?“
• Value in blended learning design - at the end, throughout,
at the start or combination of?
33. Next Steps
Join Special
Interest
Community
Attend Workshop
Content Curation
& Dissemination
for Learning
Attend
UnConference
Melbourne
Brisbane
LearningCafe
LinkedIn Subgroup
Register interest
www.learningcafe.com.au
Register interest
www.learningcafe.com.au
Or send us an email - enquiry@learningcafe.com.au
35. Next Steps
Join Special
Interest
Community
Attend Workshops
Attend
UnConference
Melbourne
Brisbane
LearningCafe
LinkedIn Subgroup
Register interest
www.learningcafe.com.au
Register interest
www.learningcafe.com.au
Or send us an email - enquiry@learningcafe.com.au
Editor's Notes
What are the current approaches/ trends for managing change for Learning initiatives ? We look at contemporary Change Management frameworks including the Burke and Lewin Model of Organisational Performance and Change.
Their experiences including:
Approach for designing and implementing a Technical Academy.
Change management for learning technology projects in financial services.
Change approach when Learning is integrated with other HR processes for large transformation initiatives.
Many Learning professionals are skilled in change management (and visa versa). Does this result in better results due to closer integration ?
Do the change approaches differ for technology enabled learning ?
Are the change approaches for Learning meeting the needs to be responsive and agility ?
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”
Opportunities
Develop stronger business cases to secure, maintain resource allocation to L&D
To demonstrate L&D activity as synchronised to operations and overall organisation goals
Better secure significant investment in new HRM initiatives through CAPEX
Challenges
Deciding upon the most critical measures (“vital few versus trivial many”)
The financial literacy of L&D (and HR staff more broadly) is highly variable across organisations
Proving links between the training intervention/s and the operating and business outcomes
“how confident am I that the increase in sales was due to training as opposed to advertising/promotional activity”