Why Learning is the Key to Happiness at Work
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Learning is your biggest competitive advantage – the key to getting and keeping great talent in an ever evolving workforce. People want to develop their skills for the future whether they are just graduating from college and are looking to land their first job, want to get better at the job they already have, or looking to gain new skills for their career of the future. Traditional classroom models are antiquated and outdated, but technology is making new things possible, and easier!
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Why Learning is the Key to Happiness at Work
- 3. HELLO Kelly Palmer Chief Learning Officer
- 4. Finding meaning and purpose The learning journey
- 6. Future talent The war for the best people 87% of organizations are revamping, restructuring, or considering a redesign of their talent acquisition function Source: Bersin by Deloitte Predictions for 2014: Building a Strong Talent Pipeline for the Global Economic Recovery
- 7. Engagement
- 8. Build strong company culture Invest in career transformation Provide learning and opportunities to be successful The recipe for engaged employees
- 9. Key ingredient to engagement Build strong company culture Invest in career transformation Provide learning and opportunities to be successful The recipe for engaged employees Biggest competitive advantage Learning
- 10. vsTraining Learning Business Centric Transactional LMS Conformity Control Learner Centric Experiential Curated Content Individuality Freedom
- 13. Learning at the time of need
- 14. And, traditional training doesn’t work $160B Spent by US businesses annually on employee learning and training 80% Is said to be forgotten within 30 days <15% Successfully apply what they learn Source: Grovo, 2015
- 15. 70% Of the workforce will be made up of millennials in 2020
- 16. Source: Degreed, How the Workforce Learns in 2016, 1/2016; Question: Where do you go for guidance and/or recommendations when you need to learn something new? 21% 23% 28% 43% 47% 55% 69% L&D or HR department External network Employer's LMS Browse specific resources Search the Internet Peers at work Boss or mentor Most people search first and ask people second How do you learn?
- 17. Learning what you need, when you need it Collaborative cohorts Building skills & solving real problems 20% In-person Independent & Collaborative, on-demand 80% Self-directed learning Self-directed & In-Person
- 18. Source: Degreed, Bring Your Own Learning, 2/2015; Degreed, The Importance of Informal Learning, 7/2015; Degreed, How the Workforce Learns in 2016, 1/2016 5X 61% $339.00 Workers spend 3.3 hours learning on their own each week, 37 min. from employer training. 61% would put in even more time on their own if they got professional credit for it. 75% invested their own money (average of $339 each) on career related learning last year. Self-directed Learning
- 20. Employer Brand With social media and technology, employees control brand
- 21. The Digital CLO Why you need a digital learning strategy
- 22. Technology and analytics are making new things possible
- 23. Learning doesn’t happen someplace. It happens all over the place. Internal learning Systems + External Training Content + Informal Learning Ecosystem
- 24. The Evolution of Learning Technology Wikis, blogs, reducing the number of LMSs, interactive e-learning, creating all our own content Put a layer on top of LMS to make it easier to use for Learner. Learning libraries of content – not integrated Started using video Integrated learning libraries, peer to peer discussions though LinkedIn Groups, LMS in background with Learner centric layer on top
- 25. D 1. Personalized experience 2. Curated Content 3. Learning Pathways to build skills 4. Social collaboration 5. Insights and Analytics A lifelong learning platform that connects content, people, and experiences What is Degreed?
- 26. Personalized Experience My Degreed Learning Profile
- 27. Content Strategy: Build, Buy & Curate Content Curated Content
- 28. Follow structured pathways to build skills Learning Pathways to Build Skills Figure out your career goals Get credit for the skills you develop
- 29. Connect people to experts Peer-to-Peer Learning Recommend what you are learning to others Social Collaboration
- 30. Measure skills Understand what your learners are doing Insights & Analytics
- 31. Top 20 Leaderboard Building a Learning Culture Flex Ed -- $100/month to learn what you want Quarterly Culture pulse
- 32. Build a strong learning culture Invest in career transformation Provide learning and opportunities to be successful
- 33. Your purpose in life is to find your purpose and give your whole heart and soul to it. Gautama Buddha
Editor's Notes
- Good morning – I’m thrilled to be here today. I’m Kelly Palmer, CLO for Degreed. I spent the last four years as the CLO at LinkedIn and spent the previous six-seven years running learning organizations at both Sun and Yahoo! But I wasn’t always in learning. I spent many years in tech companies in Product Development and Corp Dev and although I was successful, I just wasn’t happy. I didn’t feel like I was making a difference…. I did some soul searching and found that I was really passionate about learning because I really believe that learning has the power to transform lives and change the world. So about 10 years ago, I completely changed my career. I did that because I wanted purpose and meaning in my work. My experience isn’t unique. Lots of people are looking for purpose and meaning in their work.
- This is my son Cameron (kindergarten, high school, and now in college). He’s also looking to find meaning and purpose in his life and what he is studying and what will be his future career After about a year and a half at school, he was feeling uninspired by his major and not that excited about school, but he was going to stick it out. I was heart broken – I love learning and wanted him to love it too. I encouraged him to find something he could feel passionate about and last year, he actually decided to change his major. He’s now having fun and doing something he loves. He found some purpose and passion.
- Cameron will be entering the workforce soon And some of you might even try to recruit him! Cameron is like a lot of people about to enter the workforce – people who want to enter their career with meaning and purpose. 84% of millennials would prefer to make a positive difference in the world than receive positive recognition
- The reality is that there is a war for the best talent out there! How many people here are responsible for bringing in top talent for your company? You have a tough job and it’s getting even tougher Many companies, in fact, are developing internal talent because they can’t compete for the best external people The challenge is that companies not only need to figure out how to hire the right talent, but also how to make sure they are engaged once they start their job
- But what exactly is engagement?? Engagement is the level of personal investment employees bring to work every day. When our employees care about what they are doing at work, they’re proud, happy, and excited to do what they’re good at. Engagement is how employees do their best work. You can feel the impact of engaged employees throughout the company—And that’s great not only for our employees, it’s also great for business. Great people are getting harder and harder to recruit, engage, and keep -- you’ve worked hard to recruit your talent and you really want them to stay, right? So, focusing how we can keep these great people engaged becomes an imperative
- So how can companies create engagement? I think in a large part it will depend on these three things: 1. your company culture – is it a place where people feel they can thrive, be their best, and have purpose and impact the world. Is it an inclusive culture? 2. a focus on their career development – our promise to our employees that we will invest in their careers – one year or ten years 3. providing the learning opportunities that they need to be successful
- Learning is the way you can help your employees be productive, successful and happy That means engaged employees Learning is the foundation for creating a great culture --- there is nothing more empowering to employees than learning new skills – it makes them feel better, work harder, and spread positivity creating a great culture Learning is the way people can grow in their careers – and that gets people excited --People want to know how to get better at the job they already have and how they can learn the skills to get their next job or their dream job. They want guidance on building a personalized path for how they can succeed professionally and learning can help them do that 60% of millennials would choose a job with strong development prospects over one with regular pay raises Next Slide fade in But how many companies look at your learning organization as a competitive advantage or the key to getting or keeping great talent? Most companies instead look at learning as a service or a quick fix to a problem – but it can be so much more!
- Unfortunately, most companies focus on training instead of learning. But this is where there is a huge shift. The future of learning is about the learner because learning is all about motivation. Daniel Pink, in doing extensive research in what motivates us says that “the secret to performance and satisfaction – at work, at school, and at home is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world”
- And unfortunately sitting in a classroom and listening to someone lecture and then taking a test is generally not very inspiring Training is transactional: Lecture hall, memorization: did not give him meaning. This is training
- Learning is transformational. Let me give you an example. I told you about Cameron – he just finished his junior year n college. Last summer, he got an opportunity to do a social media/marketing internship. He hadn’t learned how to create a marketing plan yet in any formal classes, but he discovered that his university offers Lynda.com content for their students.
- So, Cameron took a few of the Lynda courses online for creating a marketing plan as well as social media basics since his University offered these classes and he found a few other assets through a Google search. After learning, he was then able to apply those skills immediately to do real work for a real company over the summer. You can’t get that if you are sitting in a classroom listening to a lecture. And he was motivated because he wants to get experience to put on his resume and LinkedIn profile that will help him get a job when he graduates.
- Training on the other hand just isn’t effective, but we keep doing it. How many of you have sat in a class, and maybe even liked it, but then you went back to your jobs and kept doing what you were doing before you went to the class? Companies believe that “training” can solve many of their business US companies spend $160B annually, yet 80% is said to be forgotten within 30 days (90% within a year) And fewer than 15% of employees successfully apply what they learn
- There’s got to be a better way and the new workforce of the future is going to demand that it be different – we’re already seeing this happen. In 2020, his generation will make up 70% of the workforce And they are used to learning with technology – it’s part of what they’ve always done
- Think about how you like to learn – when you need to learn something, do you wait for an L&D class to come your way or do you search online or ask someone you know?
- So maybe we can think about doing learning a bit differently The truth is that most of what people learn now is self-directed and online, on-demand, just in time, just for me. High-quality curated content. Meeting our employees where they are so they can get what they need and when they need it! And don’t get me wrong – I’m a huge fan of getting people together to learn so there is a place for in-person learning as well. Just because formal classroom training isn’t effective, it doesn’t mean there aren’t good reasons to bring people together for learning. It can be incredibly effective if you use the in-person time for collaboration, practicing skills, and solving real business problems.
- But let’s be honest, this is a big change for companies and the role of CLO changes completely! That can be scary. If learning really is the key, then we must inspire learning NOT control learning We need to create an environment where people learn not because they are forced to, but because they want to,.
- We have to realize that technology and social media are putting more control in individual’s hands Not just learning, either! PR no longer controls company messages Employees are an extension of your brand Learning is disrupted too – people are finding ways to learn whether we help them or not. I’d rather help them and enable them to learn.
- There is a paradigm shift going on in the learning industry and that becomes apparent when you see all the companies that are getting involved in this space. To create a learning culture and help employees find and track all their learning, degreed is a great solution. We’ll talk about Degreed in a bit. At LinkedIn, we created a platform called LearnIn where employees could find personalized content (like that I just showed you though the transformation plan and new hire roadmap), but also curated content and social features. Let’s take a look.
- Why I joined degreed – because I wanted to have an impact on more than just one company – I want to have impact across the industry And as we look at the evolution of learning technology, we are now doing what we always wanted to do with learning with Degreed…
- Personalized Learning There are many ways that you can curate content Machine curated – the systems starts understanding what you want to learn about and the method in which you learn (books, courses, videos, etc) Hand curated by L&D Hand curated by experts For L&D orgs, it means thinking differently about the skills and the job roles you have in your organization as well as how you can leverage everyone in your company to curate content – this also helps build a learning culture in your company when everyone is involved in how they learn.
- Curated & Personalized Learning There are many ways that you can curate content Machine curated – the systems starts understanding what you want to learn about and the method in which you learn (books, courses, videos, etc) Hand curated by L&D Hand curated by experts For L&D orgs, it means thinking differently about the skills and the job roles you have in your organization as well as how you can leverage everyone in your company to curate content – this also helps build a learning culture in your company when everyone is involved in how they learn.
- And this is where it really gets exciting – and really brings us full circle. We really need to think about learning in the context of your career goals. First, figure out what you want to do with your career and then what skills you need to learn, and then tie that learning to those skills. This is where lifelong learning comes in. We don’t just learn when we go to school. We are learning all the time. I’ve learned so much since I got into the workforce and I’ve gained so many new skills. And we should be able to make those skills count – to get recognized for what we’ve achieved. And companies should really care about this – not about what class you took that’s recorded in an LMS, but what skills you’ve obtained that are going to make you ready to take on that next big career challenge.
- Again, this idea of Peer-to-peer learning and social leaning to share and gain expertise is really where the future of learning is headed – people learn from others This concept of a personalized dashboard so that you can keep track of what you are learning is very powerful. I know when I am learning everyday, it’s really cool to go to my personalized dashboard and see what I’m learning.
- One of the biggest problems that companies have is showing how learning is impacting their employees. For years, we’ve tried to show this through measuring butts in seats and using an LMS to track a metric that is really meaningless. Now enter Learning Analytics: More insight into what your employees are learning in the entire learning ecosystem. You can show this by group, department, or by the whole company.
- As the CLO for Degreed, we continue to emphasize a learning culture
- Employee engagement is critical if you want to keep your talented employees AND Learning can be your biggest competitive advantage attracting, engaging, and retaining talent To Engage employees you should: Create a Learning Culture Invest in Career Transformation Provide Learning Opportunities And it all comes down to purpose – do people feel like what they are doing is having an impact and are they finding purpose in their work?
- I’ll leave you with this thought and a quote from Gautama Buddha. <read quote> And I’d like to encourage all of you to find your purpose and make it count -- in your work, and in your life.