Build a strong leadership pipeline within your organization with eLearning.

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© 2014, Copyright, 24x7 Learning Private Limited.
LEADERSHIP PIPELINE AS A
PART OF ELEARNING
IMPLEMENTATION
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nidhi.khanna@24x7learning.comNidhi Khanna
L&D Consultant
Presented by

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How technology-based learning improves leadership
development
How technology-based learning can be used at every
level
Learn how Talent Management strategy creates a
higher-performing Workforce
Learn how to manage the change associated with
introducing technology into learning strategy
Our Agenda

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12+ years in eLearning
200+ Customers
35countries
2.5 Million Learners
24x7 Learning is India’s premier eLearning solutions
company, with offerings that align with the talent
development needs of large and fast growth
organizations

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Our Approach
Consulting
Technology Expertise
• Learning Culture Assesment
• Skill Gap & Training Need Assesment
• Competency Mapping
• LMS - 24x7 LearnTrakTM
• Customized eLearning Content
• Generic IT & Soft Skills Content
• Domain Specific Content
Implementation
Services
• Installation of 24x7 LearnTrakTM
• Integration with ERP & HRMS
• Post Implementation Support Services

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Why Is Leadership Development Important?
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Financial
return
Strategic
advantage
Positive
reputation
Continuous
innovation
Employee
satisfaction
& retention
Organizational
agility
Ease of recruiting
desirable
employees
Productivity and
faster resolution
of problems

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Some Alarming Statistics
Only 4% US employees report a reliable leadership
pipeline
76 million baby boomers plan to retire in the next 10
years
17% increase in the number of management jobs
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The Effects of Poor Leadership
Morale drop
Physical effects
Resources
mismanagement
Lack of motivation
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80% of
organizational
problems
Are
People-related

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Developing Your Leadership Pipeline
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Focus on development
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Developing Your Leadership Pipeline

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Identify linchpin
positions
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Developing Your Leadership Pipeline

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Make it
transparent
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Developing Your Leadership Pipeline

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Measure progress regularly
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Developing Your Leadership Pipeline
11% U.S. organizations
routinely look externally
before filling critical
roles

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How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more
efficient
Technology can be used to extend the
benefits of training over time
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How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more
efficient
Technology can be used to extend the
benefits of training over time
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How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more
efficient
Technology can be used to extend the
benefits of training over time
15

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How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more
efficient
Technology can be used to extend the
benefits of training over time
16

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How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more
efficient
Technology can be used to extend the
benefits of training over time
17

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How Technology-based learning can be used at every
level
• Entry-level employees— 86.9%
• First-line managers— 90.5%
• Middle-level executives— 81.0%
• Senior-level executives— 70.8%
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Middle Manager
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Benefits
Investment in middle
managers ensures a
steady stream of talent
flowing into the
executive ranks
Middle managers form a
critical link between high
level strategy and
implementation by front
line managers
Improving middle
managers’ skills is likely
to increase retention of
front line managers and
their performance
Downsides
Time spent at seminars
or in training classes
takes managers
away from their jobs
Outside seminars and/or
“boutique” trainers can
be costly
What’s learned in the
classroom does not
always translate into
better on-the-job
performance

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Front-line manager education
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Benefits
Retention of
managers and their
employees
Morale of individual
contributors
More consistent
execution of
projects and faster
problem solving
Better
communication in
both directions
Downsides
Cost of training
Time away from
work

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Technology can be used to support front-line manager education
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Technology-enabled learning
can reduce training costs by 17%
• Business skills courses
• SkillSims™, Challenge Series and Business Impact Series
• Books24x7® BusinessPro™ Collection
• Leadership Development Channel™

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Individual contributors/professionals
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Benefits
Employee
engagement and
retention
Improved project
management
More cohesive
teams and higher
morale
Faster problem
solving and more
agile response to
change
Downsides
Employee turn-over
reduces return on
investment
Costs and time
away from work
must be balanced
with benefits

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How Technology Can Be Used To Train
Individual Contributors/Professionals
88% of learners want to be able to learn at their own pace
71% considered how to use mobile devices for learning in 2013 (compared to 45%
in 2012)
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Technology enabled learning
reduces staff turnover by 9%

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Change Management From A Different Perspective
Organization
Human
Resource/
L&D
Manager
End Users
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Examine each of
these
stakeholders
groups when
managing change

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Change management from an organizational
perspective
1. Making business
sense: Analyze ‘hard facts’
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2. Technology capability
and ownership

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3. Culture and climate
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Change management from an organizational
perspective
Technology
34% of users reported resistance by
classroom training staff to adopt new technology
in 2013.
(Dropping from 47% in 2012)

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Training function
Top Companies are:
a. Twice as likely to agree that staff put what they
learn into practice
b. Twice as likely to agree that they have noticed
positive changes in behavior

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Learning self-management
53% organizations reported lack of skills
amongst staff to manage their own learning
(Dropped from 63% in 2012)

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Functional Perspective to Managing Change in
Learning strategy
Readiness to design, develop and manage
technology
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LMS and the ‘One stop shop’
systems integration Preparing managers and learners

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A Manager Perspective to Managing Change in
Learning
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Roles and responsibilities
Refining the implementation
Introducing the technology

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Graphs Showing The Growth Of eLearning Since
1980
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