Learning Insights 2014 - 10 Insights To Transform Learning
1. Learning Insights 2014
Transforming Learning
10 Insights From L&D Managers
Steve Rayson
@steverayson
#KPLX
2. Insights Survey
Interviewed 35 Learning Managers
• BNZ Bank
• KPMG
• McDonald’s
• Unilever
• Xerox
• ASB Bank
• Barclays
What is the business context?
What are the challenges?
What is working for you?
What advice would you give to
L&D professionals?
Join in #KPLX
3. Context & Challenges
• New business models
• Technology changing service delivery models
4. Digitisation of Services
“There is a huge and growing need for
new employees with digital skills from all
backgrounds.”
“There is a particular shortage of
talented and experienced tech savvy
people.”
5. Core Challenge
“The business wants to reduce training time
and ensure learning is focused on real
scenarios to help transfer application to the
workplace.”
6. Learning Has to Prove Value
Not about cutting costs, learning must:
- be based on real business needs
- make a difference
- change behaviour
- improve performance
“There is money
for training but it has
to show that it
improves sales or
performance”
7. How is L&D responding?
Advice from your colleagues
on ten things that work
8. 1. Work with the business
Make learning business focused, practical and applied by:
• consulting with the business
• involving them in the design
• building learning around real business challenges
• creating realistic scenarios
9. “Be a consultant: get really close to the
beating heart of your business.”
“Walk in the shoes of your business people.
Don’t stay on the outside.”
“Make learning real and as authentic as possible.”
10. 2. Embed learning in the workflow
Make learning content more resource driven, shorter,
more focused, supportive and performance related.
“We made the information
shorter, sharper and easier
to access on a just-in-time
basis.”
“We provide a variety of
resources that can be
accessed just-in-time.”
11. 3. Make it open and available
• Driven by consumer expectations
• Available when I need it
• On the device I am using
13. 4. Tap into the power of peers
• Embrace peer learning
• Involve them in delivery
• Use colleagues as coaches
• Provide local mentors/buddies
• Encourage sharing and social learning
• Support user generated content
14. Many Examples
“I find out more from Yammer than any other
communication channel in our business”
“Stores have really embraced it – section managers love it,
people get back much more quickly e.g. anyone got a
fault with a zip on this jacket, yes this is how you fix it.”
“People respond much quicker on Yammer. No way you’d
get that response on email.”
15. 5. Leverage Managers
• Design in close consultation with managers
• Use managers to deliver and support learning
• Get managers to track the impact on performance
16. 6. Get Tough with Assessment
Undertake post learning reviews with managers
Identify real examples of behaviour change.
“We are doing scenario-based assessments.
We are focusing on knowledge application
and impact on performance.”
17. 7. Innovate
“Be nimble and agile and focus on new ideas.”
“Adopt a prototyping approach – test out new design
approaches very quickly, get end user feedback”
18. MOOC
Marks and Spencer
Free business innovation course that
uses case studies from M&S’ 130 year
history, as well as examples of best
practice from the University of Leeds
19. 8. Blended Learning Design
Create mature blends
• Webinars
• Gamification
• Mobile
• Social learning
• Peer learning
21. Campaigns
Create a learning brand, use every channel
Campaigns – use every channel
22. 10. Engage Leaders
Get senior leaders to lead by example
‘visible leadership’
Get them to share their learning stories
Demonstrate how they are developing themselves
23. 10 Tips/Insights
1. Be a consultant
2. Embed the learning
3. Make it accessible
4. Embrace peer learning
5. Leverage managers
6. Get tough with assessment
7. Innovate and prototype
8. Blended designs
9. Communicate and market
10. Engage leaders
25. The L&D Skills Challenge
Gamification
• Business consultancy
• Knowledge mgt, content curation, performance support
• OD, change management, Blended performance Design
solutions
• Blended designs – social, games, mobile, coaching, webinars
• Tech savvy, application of new learning technologies
• Communications and marketing
• Prepare Peer and learning
pitch business cases
• Measure real business impact
Multi-device learning
Social learning
Assessment
Assessment
Coaching
Classroom design
Webinars
26. The L&D Skills Challenge
Customer service
• Business consultancy
• Knowledge mgt, content curation, performance support
• OD, change management, Compliance
performance solutions
• Blended designs – social, games, mobile, coaching, webinars
• Tech savvy, application of new learning technologies
• Communications and marketing
• Prepare and Sales
pitch business cases
• Measure real business impact
Leadership and management
Onboarding
Technical training
27. The L&D Skills Challenge
Performance support
• Business consultancy
• Knowledge mgt, content curation, performance support
• OD, change management, Business performance consultancy
solutions
• Blended designs – social, games, mobile, coaching, webinars
• Tech savvy, application of new learning technologies
• Communications and marketing
• Prepare Change and management
pitch business cases
• Measure real business impact
Knowledge management
Content curation
28. The L&D Skills Challenge
Proposal
• Business consultancy
• Knowledge mgt, content curation, performance support
• OD, change management, Business performance case
solutions
• Blended designs – social, games, mobile, coaching, webinars
• Tech savvy, application of new learning technologies
• Communications and marketing
• Prepare Measure and business pitch business impact
cases
• Measure real business impact
Return on investment
Presentation
29. The L&D Skills Challenge
Posters
Branding
• Business consultancy
• Knowledge mgt, content curation, performance support
• OD, change management, Communication
performance solutions
• Blended designs – social, games, mobile, coaching, webinars
• Tech savvy, application of new learning technologies
• Communications and marketing
• Prepare and pitch business cases
• Measure real business impact
Campaigns
Marketing
Videos
Posters Road shows
30. “We are not growing L&D talent fast
enough, in the business, or in the UK
plc in general.”
31. Thank You
What insights would you share?
Twitter #KPLX
Pre-order your copy of the report
http:// resources.kineo.com/kineopacific_learning_insights_report2014
Editor's Notes
Full report out in November, sneak preview of some of the findings.
Full report will cover detailed findings including trends in specific areas such as compliance, onboarding, leadership etc. Today just going to highlight some key challenges and 10 things that managers say are working for them.
Many challenges. One thing that stood out this year was discussion around new business models and how technology is reshaping organisations and services.
There is a shortage of digital skills.
Lots of challenges. This quote summed things up.
Fundamentally it is not about cutting costs, though budgets are tight but about proving value.
How are L&D meeting the challenges. We asked what is working and what advice or tips they would like to share. Here is their advice.
Part of making learning applied and practical is embedding it in the workflow. Providing easy access resources on multi-devices.
Learning has to work on multi-devices.
This year many real examples of social learning
Managers are critical to ensuring learning happens. Use them to design, deliver, support and track impact.
Not about passing a test, it is about changing behaviour. Going beyond completion and scores. Scorm doesn’t track application.
You have to try things. New ideas and new technologies. Low cost pilots, fail quickly.
Example of innovation
Blended learning has matured. More sophisticated blend designs.
Communication is critical, you are competing for time and attention.
Brand your learning, create a campaign to promote it
Leaders talk about importance of learning but often the first to drop out of courses or not complete learning. You need to engage with them.
Leaders talk about importance of learning but often the first to drop out of courses or not complete learning. You need to engage with them.
The range of knowledge, skills and experience required in L&D is arguably greater now than at any other time. Creates challenges for L&D
Identified ten things that are working for others. But even if you know what to do can you do it? Do you have the people and skills. One manager was very honest in his assessment.