Save your learners from boring learning in 2018
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Save your learners from boring learning with these top 10 tips from Litmos Chief Learning Officer Mike Martin.
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Save your learners from boring learning in 2018
- 1. © 2017 Litmosby CallidusCloud – Proprietary & Confidential SAVEYOUR EMPLOYEES FROM BORING LEARNING: TopTenTips Revealed
- 2. © 2017 Litmosby CallidusCloud – Proprietary & Confidential© 2017 Litmosby CallidusCloud – Proprietary & Confidential Mike Martin CHIEF LEARNING OFFICER
- 3. © 2017 Litmosby CallidusCloud – Proprietary & Confidential © 2017 Litmosby CallidusCloud – Proprietary & Confidential OUR MISSION: To save the world from boring learning! YOUR MISSION: To be COMMITTED to doing SOMETHING!
- 4. © 2017 Litmosby CallidusCloud – Proprietary & Confidential
- 5. © 2017 Litmosby CallidusCloud – Proprietary & Confidential© 2017 Litmosby CallidusCloud – Proprietary & Confidential Awards & Recognitions
- 6. © 2017 Litmosby CallidusCloud – Proprietary & Confidential LOW LEARNER ENGAGEMENT BORING =
- 7. © 2017 Litmosby CallidusCloud – Proprietary & Confidential ● Challenge ● Aesthetic appeal ● Feedback ● Novelty ● Interactivity ● Motivation ● Interest ● Perceived control ● Awareness
- 8. © 2017 Litmosby CallidusCloud – Proprietary & Confidential How many times have you… Chased learners down for getting your compliance courses done?
- 9. © 2017 Litmosby CallidusCloud – Proprietary & Confidential How many times have you… Received negative feedback?
- 10. © 2017 Litmosby CallidusCloud – Proprietary & Confidential© 2017 Litmosby CallidusCloud – Proprietary & Confidential The state of the corporate training market $162bn Market spend and growing too… 76% Corporations do not provide mobile learning… 4% Small number of employees feel they have a personalized learning plan…
- 11. © 2017 Litmosby CallidusCloud – Proprietary & Confidential
- 12. © 2017 Litmosby CallidusCloud – Proprietary & Confidential
- 13. © 2017 Litmosby CallidusCloud – Proprietary & Confidential “The ability to learn faster than your competitors may be the only sustainable competitive advantage.” Arie De Geus
- 14. © 2017 Litmos by CallidusCloud – Proprietary & Confidential
- 15. © 2017 Litmos by CallidusCloud – Proprietary & Confidential
- 16. © 2017 Litmosby CallidusCloud – Proprietary & Confidential So how do you get away from boring learning and really engage learners?
- 17. © 2017 Litmosby CallidusCloud – Proprietary & Confidential Here are the TOP 10Tips from us
- 18. © 2017 Litmosby CallidusCloud – Proprietary & Confidential FUN, ENGAGING CONTENT / SYSTEM Videos, visual #1
- 19. © 2017 Litmosby CallidusCloud – Proprietary & Confidential
- 20. © 2017 Litmosby CallidusCloud – Proprietary & Confidential
- 21. © 2017 Litmosby CallidusCloud – Proprietary & Confidential SHORTER IS SWEETER Short, highly engaging visual content = Higher engagement = higher retention #2
- 22. © 2017 Litmosby CallidusCloud – Proprietary & Confidential MAKE IT PERSONAL Based on interests, position, goals #3
- 23. © 2017 Litmosby CallidusCloud – Proprietary & Confidential ANSWERWIIFM (WHAT’S IN IT FOR ME) #4
- 24. © 2017 Litmosby CallidusCloud – Proprietary & Confidential RECOGNIZE & REWARD People praise & recognition = higher engagement #5
- 25. © 2017 Litmosby CallidusCloud – Proprietary & Confidential MAKE IT MOBILE Learners want to learn where and when they want to learn! #6
- 26. © 2017 Litmosby CallidusCloud – Proprietary & Confidential GAMIFYTHE EXPERIENCE Peer competitive leaderboards #7
- 27. © 2017 Litmosby CallidusCloud – Proprietary & Confidential BOOSTTHEIR LEARNING Push knowledge snippets days after learning is complete #8
- 28. © 2017 Litmosby CallidusCloud – Proprietary & Confidential #8
- 29. © 2017 Litmosby CallidusCloud – Proprietary & Confidential MAKE IT PART OF THE WORKFLOW Make it intelligent #9
- 30. © 2017 Litmosby CallidusCloud – Proprietary & Confidential #10 MAKETIMETOTRY
- 31. © 2017 Litmosby CallidusCloud – Proprietary & Confidential BONUS! CARE AS MUCH ASYOU WANTTHEMTO
- 32. © 2017 Litmosby CallidusCloud – Proprietary & Confidential© 2017 Litmosby CallidusCloud – Proprietary & Confidential THANKYOU!Sign up for a trial at www.litmosheroes.com/free-trial saveme@litmosheroes.com
Hinweis der Redaktion
- GOOD AFTERNOON and an early morning here on the west coast USA. It’s such an honor to be presenting across the pond to my friends in the UK. I live in CA so disclaimer, I may use the word DUDE, AWESOME and maybe even RAD from time to time. To balance things out I will try to use the word WILST WILST presenting today – see? I’m already ahead of the game!
- Today I’m going to walk you through ten tips that aren’t necessarily new or mind blowing. You may even say, duh? So if it’s common sense, why aren’t these things common practice? Because often it’s easier to do nothing than to do something. Things don’t typically change until the pain of doing NOTHING outweighs the pain of doing SOMETHING. We are creatures of habit! Another disclaimer. Unless you DO something with these tips, nothing will change. Nothing will be different. I want to challenge you to commit to doing something. No matter how small as a result of the investment you are making today. Try it. You can always go back. Commit. That’s different than just being involved. Going with the flow. I heard a speaker once say commitment is like being the pig in the bacon and egg breakfast..
- SO how do we, Litmos and Litmos Heroes save your employees and the world from boring learning? We combine the best of both worlds, a simple and powerful learning platform with engaging off the shelf award winning content.
- We’re recognized in the industry as one of the LEADERS simply because we DO THE COMMONSENICAL THINGS we’ll reveal in a few minutes! We regularly win awards and accolades and we’re recognized as a leader in our space by industry analysts. SO we know a thing or two about all this learning stuff. And without further adue, let’s CRACK ON… (right? Did I use that correctly? Haha)
- Low engagement can actually hurt your organisation’s ability to innovate and create value. We’ll look into that a bit later.
- Better still, what DRIVES engagement? WHAT DOES LOW LEARNER ENGAGEMENT LOOK LIKE? WHAT ARE THE COSTS? PUT IN COMMENTS As you can see in this list from learning engagement theory (O’Brien, H.L. & Toms, E.G.( 2008)), Engagement is complex but ultimately, it’s when you want to do something without being forced into it.
- People only log on when they HAVE TO. This is a PUSH model. Engagement flips to more of a PULL model. They are asking for it. Excited about the benefits they receive… When you are simply in COMPLIANCE mode, you have to use shame more as a motivator. No-one wants to be on the NO NO BAD DOG list At a round table customer event in London recently, a topic of discussion was that the expectations of learners are changing from Brute Force compliance to voluntary participation. Sure, you can use authority and the threat of disciplinary action to make people complete their training, but is that really why you do what you do? At Litmos, we think it’s important to distinguish between knowledge transfer, retention and behavior change, versus compliance reporting.
- What is your Customer’s reaction to YOUR process of self-paced learning? From the system to the courses? Are they coming back and saying it’s mind blowing> Are they generally positive? We live with this. So many of us have given in, and accepted that this is as good as it gets. This is what online learning is SUPPOSED to be like. And we’re missing the BIGGER PICTURE when we’re not thinking about ENGAGEMENT and what the person will be able to DO after as much as DID THEY DO IT… (transition to next slide)
- You’re probably thinking that this is pretty obvious right? Despite this though, Corporate training remains somewhat broken. The market is getting bigger yet organisations are falling behind expectations in terms of Learner experience.
- Learners and L&D professionals say it’s like running in place. Keeping things as they always have even with with increasing demand from the business, clunky technology, boring content like Powerpoint slides and lots of text. L& D professionals are telling us you feel like you’re running on an endless treadmill that’s COMPLIANCE focused. (next slide)
- We want PEOPLE TO LEARN. We want them to get better, stronger, faster more effective and efficient. More motivated. No L&D professional ever said “I want to strong arm my people into training to comply! That’s exciting! Brings me joy and warms my heart” We often miss the mark. We fail to create the environments that will support what we want to create… SOOOOOO (next slide) OK. let’s think for a moment, What does learning mean ? It’s not only attending a seminar, not only tracking compliance, yes it is all of those but also at its very core, it is getting a message across to a learner. Often, in our roles in Learning and Development, we become too focused on hard metrics of who’s done what and we use sometimes use a metaphorical stick to inflate those numbers.
- But it’s all for nothing unless we actually change behavior of our learners. When you really think about it, learning, is at the core of your organisational performance. Arie De Geus, who was an executive at Shell Oil, said, The ability to learn faster than your competitors may be the only sustainable competitive advantage. If you believe that, which I do, you have a responsibility to create a learning culture. To provide an experience that makes people want to learn. That encourages them to develop themselves.
- You can say goodbye to dull learning and move learning from a compliance exercise to a voluntary action. BECAUSE WHAT’S AT STAKE? Transition to next slide –
- You can say goodbye to dull learning and move learning from a compliance exercise to a voluntary action. Pause…...
- So now you understand the problem, what do we suggest you do about it?
- Well, we’ve put together 10 top tips to save your learners from boring e-learning.
- DRESS THE STAGE! PUT ON A SHOW!
- Highly Engaging Contnt
- There’s an open debate about how long the attention span of an adult is. There is an agreement though, that it’s getting shorter. The impact of today’s world, the increasing expectation of having what you want when you want it, may be causing this. It’s a worrying thought, but one we must be aware of when delivering learning. You have a short window of opportunity.
- Adult learners NEED relevancy. Our time is already encumbered by so many competing responsibilities we need to know how what we are doing right now, or what we are going to invest time into in the future will add value to our lives. Don’t bury the lead in learning. Tell them straight out of the gates. Teach to the benefit not the feature. When you clearly articulate benefits and learners find success after applying the learning they will begin to find that coveted intrinsic motivation we hope for. - MM
- Highly Engaging Contnt
- We can’t escape the proliferation of mobile. Learning can be delivered during those moments of downtime or out in the field, on the device of choice.
- Driving behavior based on game principles. Create competition amongst peers. Give instant feedback with reward and create an urge to progress. Gamification can drive strong behavioural change and is an excellent motivational tool for a multitude of skills.
- Compounding the problem of short attention spans, most people are not that great at retaining knowledge they only see once. Most people would struggle to remember a phone number they only use once. That’s why we need to reinforce learning with timely bitesize reminders of key messages.
- A growing body of research suggests yes, there is an optimal reinforcement schedule that helps you get the most out of your training efforts. Experimental psychologist Hermann Ebbinghaus (in the early 1900’s) found that without reinforcement, retention drops off dramatically. FORGETTING CURVE – HERMAN EBBINGHAUS
- Have systems in place (preferably AI style so you can set it and forget it) that people can use. Onboarding system. Path to management. Path to other departments in the company etc…
- I think a critical thing training misses is having that one simple applicable thing that learners can DO / try / experiment with immediately after. I often coach people to add a “now you try” part to every training. One small thing to try, feel success with, that will lead to further adoption and engagement. - MM
- * sometimes engagement isn’t only influenced by high-end content and the best systems. It’s a behavioral thing too. Consulting with companies in the past I’ve always tried to stress that learners often follow two cues - what their supervisors are doing (and the attitude they have towards whatever it is they are doing) and what is MEASURED and important to the organization. So often we do ourselves a disservice by not making learning IMPORTANT to US in management, and of course everyone will follow our lead. Could be a good place to ask the audience to assess how much they like their own training, what their attitude is towards it and how that affects the rest of their employees. What do THEY think is important? Until we take on a broader approach, and not just try to solve the problem by making content flashier, shorter, more mobile etc I don’t think we’ll see the leaps we want to see in engagement. -MM
- So to summarize, you need engaging and fun learning to deliver your message, using a platform that can deliver it where your learners are, when they want it. Come and see us at stand to learn more - Thank-you!