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Learning Insights 2014 - 10 Insights To Transform Learning
The document presents ten insights from learning and development (L&D) managers regarding effective training practices, emphasizing the need for learning to be business-focused, practical, and integrated into workflows. It highlights the challenges posed by changing business models and the necessity for skilled employees, advocating for innovative approaches like peer learning and blended learning designs. The insights aim to enhance the value of learning within organizations by ensuring it is aligned with real business needs and measures its impact on performance.
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Similar to Learning Insights 2014 - 10 Insights To Transform Learning
Learning Insights 2014 - 10 Insights To Transform Learning
- 1. Learning Insights 2014 Transforming Learning 10 Insights From L&D Managers Steve Rayson @steverayson #KPLX
- 2. Insights Survey Interviewed35 Learning Managers • BNZ Bank • KPMG • McDonald’s • Unilever • Xerox • ASB Bank • Barclays What is the business context? What are the challenges? What is working for you? What advice would you give to L&D professionals? Join in #KPLX
- 3. Context & Challenges • New business models • Technology changing service delivery models
- 4. Digitisation of Services “There is a huge and growing need for new employees with digital skills from all backgrounds.” “There is a particular shortage of talented and experienced tech savvy people.”
- 5. Core Challenge “Thebusiness wants to reduce training time and ensure learning is focused on real scenarios to help transfer application to the workplace.”
- 6. Learning Has toProve Value Not about cutting costs, learning must: - be based on real business needs - make a difference - change behaviour - improve performance “There is money for training but it has to show that it improves sales or performance”
- 7. How is L&Dresponding? Advice from your colleagues on ten things that work
- 8. 1. Work withthe business Make learning business focused, practical and applied by: • consulting with the business • involving them in the design • building learning around real business challenges • creating realistic scenarios
- 9. “Be a consultant:get really close to the beating heart of your business.” “Walk in the shoes of your business people. Don’t stay on the outside.” “Make learning real and as authentic as possible.”
- 10. 2. Embed learningin the workflow Make learning content more resource driven, shorter, more focused, supportive and performance related. “We made the information shorter, sharper and easier to access on a just-in-time basis.” “We provide a variety of resources that can be accessed just-in-time.”
- 11. 3. Make itopen and available • Driven by consumer expectations • Available when I need it • On the device I am using
- 12.
- 13. 4. Tap intothe power of peers • Embrace peer learning • Involve them in delivery • Use colleagues as coaches • Provide local mentors/buddies • Encourage sharing and social learning • Support user generated content
- 14. Many Examples “Ifind out more from Yammer than any other communication channel in our business” “Stores have really embraced it – section managers love it, people get back much more quickly e.g. anyone got a fault with a zip on this jacket, yes this is how you fix it.” “People respond much quicker on Yammer. No way you’d get that response on email.”
- 15. 5. Leverage Managers • Design in close consultation with managers • Use managers to deliver and support learning • Get managers to track the impact on performance
- 16. 6. Get Toughwith Assessment Undertake post learning reviews with managers Identify real examples of behaviour change. “We are doing scenario-based assessments. We are focusing on knowledge application and impact on performance.”
- 17. 7. Innovate “Benimble and agile and focus on new ideas.” “Adopt a prototyping approach – test out new design approaches very quickly, get end user feedback”
- 18. MOOC Marks andSpencer Free business innovation course that uses case studies from M&S’ 130 year history, as well as examples of best practice from the University of Leeds
- 19. 8. Blended LearningDesign Create mature blends • Webinars • Gamification • Mobile • Social learning • Peer learning
- 20. 9. Communication Marketyour learning Simple, focused messages Communicate relentlessly
- 21. Campaigns Create alearning brand, use every channel Campaigns – use every channel
- 22. 10. Engage Leaders Get senior leaders to lead by example ‘visible leadership’ Get them to share their learning stories Demonstrate how they are developing themselves
- 23. 10 Tips/Insights 1.Be a consultant 2. Embed the learning 3. Make it accessible 4. Embrace peer learning 5. Leverage managers 6. Get tough with assessment 7. Innovate and prototype 8. Blended designs 9. Communicate and market 10. Engage leaders
- 24.
- 25. The L&D SkillsChallenge Gamification • Business consultancy • Knowledge mgt, content curation, performance support • OD, change management, Blended performance Design solutions • Blended designs – social, games, mobile, coaching, webinars • Tech savvy, application of new learning technologies • Communications and marketing • Prepare Peer and learning pitch business cases • Measure real business impact Multi-device learning Social learning Assessment Assessment Coaching Classroom design Webinars
- 26. The L&D SkillsChallenge Customer service • Business consultancy • Knowledge mgt, content curation, performance support • OD, change management, Compliance performance solutions • Blended designs – social, games, mobile, coaching, webinars • Tech savvy, application of new learning technologies • Communications and marketing • Prepare and Sales pitch business cases • Measure real business impact Leadership and management Onboarding Technical training
- 27. The L&D SkillsChallenge Performance support • Business consultancy • Knowledge mgt, content curation, performance support • OD, change management, Business performance consultancy solutions • Blended designs – social, games, mobile, coaching, webinars • Tech savvy, application of new learning technologies • Communications and marketing • Prepare Change and management pitch business cases • Measure real business impact Knowledge management Content curation
- 28. The L&D SkillsChallenge Proposal • Business consultancy • Knowledge mgt, content curation, performance support • OD, change management, Business performance case solutions • Blended designs – social, games, mobile, coaching, webinars • Tech savvy, application of new learning technologies • Communications and marketing • Prepare Measure and business pitch business impact cases • Measure real business impact Return on investment Presentation
- 29. The L&D SkillsChallenge Posters Branding • Business consultancy • Knowledge mgt, content curation, performance support • OD, change management, Communication performance solutions • Blended designs – social, games, mobile, coaching, webinars • Tech savvy, application of new learning technologies • Communications and marketing • Prepare and pitch business cases • Measure real business impact Campaigns Marketing Videos Posters Road shows
- 30. “We are notgrowing L&D talent fast enough, in the business, or in the UK plc in general.”
- 31. Thank You Whatinsights would you share? Twitter #KPLX Pre-order your copy of the report http:// resources.kineo.com/kineopacific_learning_insights_report2014
Editor's Notes
- #2 Full report out in November, sneak preview of some of the findings.
- #3 Full report will cover detailed findings including trends in specific areas such as compliance, onboarding, leadership etc. Today just going to highlight some key challenges and 10 things that managers say are working for them.
- #4 Many challenges. One thing that stood out this year was discussion around new business models and how technology is reshaping organisations and services.
- #5 There is a shortage of digital skills.
- #6 Lots of challenges. This quote summed things up.
- #7 Fundamentally it is not about cutting costs, though budgets are tight but about proving value.
- #8 How are L&D meeting the challenges. We asked what is working and what advice or tips they would like to share. Here is their advice.
- #11 Part of making learning applied and practical is embedding it in the workflow. Providing easy access resources on multi-devices.
- #12 Learning has to work on multi-devices.
- #15 This year many real examples of social learning
- #16 Managers are critical to ensuring learning happens. Use them to design, deliver, support and track impact.
- #17 Not about passing a test, it is about changing behaviour. Going beyond completion and scores. Scorm doesn’t track application.
- #18 You have to try things. New ideas and new technologies. Low cost pilots, fail quickly.
- #19 Example of innovation
- #20 Blended learning has matured. More sophisticated blend designs.
- #21 Communication is critical, you are competing for time and attention.
- #22 Brand your learning, create a campaign to promote it
- #23 Leaders talk about importance of learning but often the first to drop out of courses or not complete learning. You need to engage with them.
- #24 Leaders talk about importance of learning but often the first to drop out of courses or not complete learning. You need to engage with them.
- #25 The range of knowledge, skills and experience required in L&D is arguably greater now than at any other time. Creates challenges for L&D
- #31 Identified ten things that are working for others. But even if you know what to do can you do it? Do you have the people and skills. One manager was very honest in his assessment.
- #32 question