In the new Learning Age, continuous development of your own workforce is not only good for employee retention rates; it's good for the bottom line. See how elearning can help you out-perform your competition and avoid getting stuck in the skills gap.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
This is an introductory slide that sets the stage for a line of reasoning in three parts.
Speaker notes:
Today my presentation is brief and we’ll move quickly. We’re going to cover:
Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture.
Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning.
Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations.
Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey.
Transition: So lets get started.
We’ve all experienced it. We go to a great class or conference. We get a ton of incredible information. We get motivated and charged up about everything we learned. Then, we get back to our job, get sidetracked with day-to-day responsibilities and don’t take the necessary opportunity to reinforce what we learned while we were away. And because of that,
we forget.
And it turns out, it’s quite normal to forget. (see Forgetting Curve graphic in ppt)
According to the Ebbinghaus Forgetting Curve:
• Without context, 50 percent of what we learn is forgotten in one hour
• 80 percent is forgotten after two days
• 90 percent is forgotten after 31 days
So, if you thought that a portion of managers sent away for an event would be able to come back and apply the learnings … unless the learning is reinforced, just a measly 10 percent of knowledge will be retained after a month. Was it worth it? The time away from the office, the travel expense, the extra stress on the employee and teams. And what do you have to show for that 10 percent?
We’ve all experienced it. We go to a great class or conference. We get a ton of incredible information. We get motivated and charged up about everything we learned. Then, we get back to our job, get sidetracked with day-to-day responsibilities and don’t take the necessary opportunity to reinforce what we learned while we were away. And because of that,
we forget.
And it turns out, it’s quite normal to forget. (see Forgetting Curve graphic in ppt)
According to the Ebbinghaus Forgetting Curve:
• Without context, 50 percent of what we learn is forgotten in one hour
• 80 percent is forgotten after two days
• 90 percent is forgotten after 31 days
So, if you thought that a portion of managers sent away for an event would be able to come back and apply the learnings … unless the learning is reinforced, just a measly 10 percent of knowledge will be retained after a month. Was it worth it? The time away from the office, the travel expense, the extra stress on the employee and teams. And what do you have to show for that 10 percent?
We’ve all experienced it. We go to a great class or conference. We get a ton of incredible information. We get motivated and charged up about everything we learned. Then, we get back to our job, get sidetracked with day-to-day responsibilities and don’t take the necessary opportunity to reinforce what we learned while we were away. And because of that,
we forget.
And it turns out, it’s quite normal to forget. (see Forgetting Curve graphic in ppt)
According to the Ebbinghaus Forgetting Curve:
• Without context, 50 percent of what we learn is forgotten in one hour
• 80 percent is forgotten after two days
• 90 percent is forgotten after 31 days
So, if you thought that a portion of managers sent away for an event would be able to come back and apply the learnings … unless the learning is reinforced, just a measly 10 percent of knowledge will be retained after a month. Was it worth it? The time away from the office, the travel expense, the extra stress on the employee and teams. And what do you have to show for that 10 percent?
Most importantly, our leadership offerings fit within a continuous learning culture that [name of organization] can realize. Because, building leadership competencies is a continuous effort ─ not well-served by a “one and done” ILT event or series of events.
Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493
What we see is that across the board, learning has a positive impact on the most important areas of business performance
Innovation and the ability to bring new products to market
Efficiency and productivity
Quality
Agility and the ability to anticipate future market needs
And ultimately market share and market leadership.
But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493
What we see is that across the board, learning has a positive impact on the most important areas of business performance
Innovation and the ability to bring new products to market
Efficiency and productivity
Quality
Agility and the ability to anticipate future market needs
And ultimately market share and market leadership.
But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493
What we see is that across the board, learning has a positive impact on the most important areas of business performance
Innovation and the ability to bring new products to market
Efficiency and productivity
Quality
Agility and the ability to anticipate future market needs
And ultimately market share and market leadership.
But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493
What we see is that across the board, learning has a positive impact on the most important areas of business performance
Innovation and the ability to bring new products to market
Efficiency and productivity
Quality
Agility and the ability to anticipate future market needs
And ultimately market share and market leadership.
But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493
What we see is that across the board, learning has a positive impact on the most important areas of business performance
Innovation and the ability to bring new products to market
Efficiency and productivity
Quality
Agility and the ability to anticipate future market needs
And ultimately market share and market leadership.
But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493
What we see is that across the board, learning has a positive impact on the most important areas of business performance
Innovation and the ability to bring new products to market
Efficiency and productivity
Quality
Agility and the ability to anticipate future market needs
And ultimately market share and market leadership.
But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)