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

1. All content © 2015 Towards Maturity CIC Ltd. Not to be distributed or copied.
@LauraOverton
@TowardsMaturity
Transforming
Formal Learning
How to deliver results and improve engagement
@Community_Mike
@DPGplc

2. Characteristics of formal learning
Structured
Learning Activities
Defined
Outcomes
Input from
Facilitators

3. Is formal
learning
dead?
Technology
Social Learning
Performance
Support
Experiential
Learning
70:20:10
Social
Community
Just-In-Time
Mobile

4. 55%
find classroom courses or
face-to-face learning
essential or very useful
43%
find formal education
courses such as College-
based courses essential
or very useful
29%
find Massive Open Online
Courses (MOOCs)
essential or very useful
Is formal learning
dead?
Not for Staff

5. 95%
of L&D leaders
consider skills for
classroom training and
face-to-face delivery
91%
consider skills for
delivering live online a
priority in their team
Is formal learning
dead?
Not for L&D

6. Our expectations of technology are not delivering
Not surprising that only 26% of
formal learning is ‘e-enabled’
91%
96%
94%
90%
34%
18%
24%
38%
Develop a better qualified workforce
Speed up and improve the application of learning in
workplace
Reduce time to competence
Improve effectiveness of face-to-face learning
Achieving benefit sought Driver

7. The traditional
‘blend’ is not
working
Less than 1/3
agree that face-to-
face training
actively builds on
knowledge gained
through e-learning
courses
Not surprising that only 26% of
formal learning is ‘e-enabled’

8. The traditional
‘blend’ is not
working for staff
88%
want to be able
to learn at their
own pace

9. Introducing our
latest In-Focus
report…
www.towardsmaturity.org/transformingformal2016
How do we deliver results and improve engagement?

10. www.towardsmaturity.org/transformingformal2016
How do we deliver results and improve engagement?
This In-Focus 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.

11. Defining
Need
Understanding
Learners
Work
Context
Building
Capability
Ensuring
Engagement
Demonstrating
Value
The Towards Maturity Framework

12. T O W A R D S M A T U R I T Y I N D E X
TOP
DECK
TOP LEARNING ORGANISATIONS
© Towards Maturity 2015
The Top Deck are those in the top 10% on the TMI

13. Top Deck organisations are pushing boundaries
25%
22%
12%
10%
6%
37%
30%
24%
17% 18%
42%
39%
29%
24% 19%
61% 63%
47%
42%
37%
72% 73%
63%
56%
48%
Efficiency Processes Productivity Responsiveness Culture
Q4 Q3 Q2 Q1 Top deck
Top Deck
x3 x5 X8x5x3

14. What can we
learn from top
performing
L&D teams?
Supporting the Learner
Journey
Rethinking the process
Transferring learning
back at work

15. Rethinking the process
Transferring learning
back at work
What can we learn from top performing L&D teams?
Supporting the Learner
Journey

16. Staff know
what they want.
How can we help
them get there
quicker?
The journey is important!
76% of people are motivated to
learn because they want to do
their job better or faster (rising to
84% for those new to their role)

17. 92%
agree that staff
understand how their
work is linked to the
organisation’s
performance
(55% average)
73%
discuss the objectives
and aims of learning
with individuals
before they start
learning
(46% average)
of the Top Deck…
CLEAR OUTCOMES

18. 2x as likely
to agree that staff
can access learning
at places convenient
to them
3x as likely
to agree staff have
access to a tutor or
subject expert when
learning online
(compared to avg.)
The Top Deck are…
CLEAR SUPPORT

19. 78% support career aspirations
(21% average)
3x as likely
to agree they support
career aspirations (or
personal job goals)
with technology-
enabled learning
(compared to avg.)
CLEAR PERSONAL BENEFITS The Top Deck are…

20. 4x as likely
to use electronic
diagnostic tools to
tailor learning to
individual need
AND
have content
curation strategies in
place to help staff
find the resources
they need
(14% average)
CLEAR PATHWAYS
The Top Deck are…

21. 2x as likely
to understand that
learners learn more
from each other than
from course content
4x as likely to
encourage learners to
collaborate in building
knowledge resources
CLEAR CONNECTIONS
WITH CO-WORKERS
The Top Deck are…

22. What can we learn from top performing L&D teams?
Rethinking the process
Transferring learning
back at work
Supporting the Learner
Journey

23. Top Deck
organisations are
4x as likely
to blend
Those that blend
are getting
better results 91%
96%
94%
90%
44%
35%
34%
58%
29%
9%
20%
33%
Develop a better qualified workforce
Speed up and improve the
application of learning in workplace
Reduce time to competence
Improve effectiveness of face-to-face
learning
Do not Blend: Achieving benefit sought Blend: Achieving benefit sought Driver
What can we learn from
those who ‘blend’?

24. Over 3x as likely
to use…
 Video
 Micro-content
 Games
 Simulations
 Storytelling
techniques
(compared to those
who do not blend)
Those that blend are smart in the way
they use technology in design

25. 2x more likely
to involve…
 Staff
 Managers
 Subject Matter
Experts
 Classroom
trainers
…in design
(compared to those
who do not blend)
Those that blend are smart in the way
they use people in design

26. Twice as likely
to use…
 Communities
 Social media
(compared to those
who do not blend)
Those that blend are smart in the way
they create opportunities to connect

27. 4x as likely to…
 Involve classroom
trainers in
engaging learners
with tech
 Ensure staff have
access to a tutor or
expert throughout
(compared to those
who do not blend)
Those that blend are smart in the way
they work with classroom trainers

28. Supporting the Learner
Journey
Rethinking the process
Transferring learning
back at work
What can we learn from top performing L&D teams?

29. 96%of L&D leaders want
to use technology to
speed up application
of formal learning
into the workplace
only 17%
achieve this goal
Delivering results back at work:
What are those 17% doing differently?

30. Those achieving
faster application
of learning back at
work focus on
keeping content
relevant
27%
44%
20%
32%
60%
68%
43%
51%
We apply storytelling techniques in
our instructional design
We use video, audio, images and
animation appropriately as well as
text in our e-learning courses
We use highly interactive methods,
such as games and simulations, in our
learning solutions
We involve users in the design of the
most appropriate learning approach
Achievers Non-achievers

31. This matters
to learners!
of learners find it helpful
when the media for online
programmes is drawn
from actual situations
(for example, relevant
photos, videos or case
studies, rather than
contrived examples
using graphics or
stock images)
88%
www.towardsmaturity.org/learnervoice2
vs…

32. Those that
achieve faster
application of
learning back in
work are twice
as likely to…
make time
for reflection

33. Those that
achieve faster
application of
learning back in
work are twice
as likely to…
seek active feedback
during assessment

34. Those that
achieve faster
application of
learning back in
work are twice
as likely to…
Recognise
and reward
achievement

35. 9 Tips for Transforming Formal Learning
TheLearner
Journey
Personalise
the journey
Provide
clear access
Build support
networks
Rethinking
theBlend
Create online
experiences
that engage
and connect
Use face-to-face to
build upon online,
not ignore it
Don’t leave
classroom staff
behind
Transferring
Learning
Involve learners
in real scenarios
to practice skills
Provide
opportunities
to reflect
Consider
how to use
assessment wisely

36. @LauraOverton
@TowardsMaturity
@Community_Mike
@DPGplc
www.towardsmaturity.org/transformingformal2016
Download the report today:
Supported by

37. ABOUT US
Towards Maturity is a benchmarking practice that provides authoritative research
and expert consultancy services to help assess and improve the effectiveness and
consistency of L&D performance within organisations. It leverages the data gathered
from the largest learning and development benchmark in Europe.
Download our case studies to support your business case for change at:
www.towardsmaturity.org
Benchmark your learning strategy to prioritise actions and improve performance at:
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