learn betterworkbetter how21stcenturytrainingelevatesperformancewebinar
TRANSCRIPT
Learn Better, Work Better:How 21st Century Training Elevates Performance
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What modern organizations must do to educate, align, and inspire their people.In this webinar we’ll cover:
✓ Why the rising cost of ineffective training has become a crisis
✓ How to address it with a 21st century approach
✓ How to implement an effective, future-proof learning program at your company
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How much do you think ineffective training costs a business per year, per 1,000 employees?
A) $300-500KB) $3-5 millionC) $10-15 millionD) $30+ million
Quiz:
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We’re pouring billions into L&D
1. McKinsey: The social economy: Unlocking value and productivity through social technologies – based on $50k average annual salary
2. Gallup, State of the American Workplace (link)
3. Center for American Progress, There Are Significant Business Costs to Replacing Employees (link)
…but there’s a hole in the bucket.
$10Mfrom skills gaps1
$1.5Mfrom employee turnover3
$2Mfrom disengaged employees2
Total loss: $13.5 million per year per 1,000 employees
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The bucket hole is about to get bigger.
59% of millennials say the presence of state-of-the-art training is important in deciding if they want to
take a job.2
Millennials will comprise 46% of the workforce in 5 years.1
1. The Deloitte Millennial Survey 2014: Big Demands and High Expectations2. PWC report: "Millennials At Work Reshaping the Workplace"
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Today’s training is unsuitable for the 21st century
90%of new skills are lost
within one year
9 in
10don’t feel fully proficient with
technology
15%of what’s learned is successfully applied
1. Kochan, Thomas, "Who can fix the middle-skills gap?," Harvard Business Review, 20122. 2 Brinkerhoff, R. O., Apking, A. M; “High impact learning: Strategies for leveraging business results from training” 20013. 3 The Harris Poll: The Digital Skills Gap, Harris Interactive Inc., (May 14, 2014)
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Training hasn’t kept up
• Platforms abound, including
outdated ones
• Content is fragmented
• Technology evolves too
quickly
• ROI isn’t just unknown, it’s
feared
1. Deloitte, Global Human Capital Trends 2014 report
Training managers want help
• A skills half-life of 2.5 years1
• Learners demand a
consumer look and feel
• They’re distracted, lack
attention for long training
• Training leads to little or no
retention, application
Learners want inspiration
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How can we create a learning program that meets the challenges of training 21st century workers?
Answer in chat
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By creating new opportunities
• Users are distracted
• Rapid tech evolution
• Companies and learners
have different motivations
• Info overload – hard to
process or apply
• Use of technology is
personal and unique
Challenges with new tech:
• Short, focused content
• Continuous learning
• Formal and informal learning
part of same system
• Learning that comes to the
right place at the right time
• On-demand, personalized,
affective learning
New opportunities
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We need to combine these new opportunities with proven strategies.
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Keep the good, ditch the outdated
• Static, long-form training
that does not engage
• Slow creation cycle for slow-
moving technology
• One size fits all
• Designated learning spaces
and times
What didn’t work:
• A formal, strategic approach
that is aligned with company
goals
• Getting learners emotionally
invested in content
• Realistic practice
• Performance-focused
Timeless:
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Proven Strategies
• Formal
• Aligned
• Engaging
• Realistic
• Performance-focused
Digital Opportunitiesmeet
• Bite-size
• Continuous
• Formal/Informal
• Just in time
• On-demand
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What a 21st century training program looks like1) Microlearning
2) Learning as Utility
3) Aligned and All In
4) Holistic and Realistic
5) Affective Before Effective
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Microlearning
1. Sebastian Bailey, Ph.D., Mindgym, Bite-size is the right size
Bite-size, strategically bucketed lessons that are easy to consume and retain
Yields an average of 4 to 5 learned items per series1
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Make it a utility
Frictionless, 24/7 access makes learning continuous and habitual
Unrestrained learners complete an average of 50% more lessons than
assigned on Grovo
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Aligned and All In
An effective learning program must serve business strategy and personal goals.
Zero margin of error with:
Cyber-security Social media Social engineering
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Realistic and holistic
• Scenarios, simulations, projects, etc.
• Replace content with context
• Give learners wisdom, not just knowledge
Learning needs to be reinforced with practice that is both realistic and holistic.
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Affective Before Effective
Engagement accounts for roughly 40% of
observed performance improvements.1
1. Corporate Leadership Council “Driving Performance and Retention Through Employee Engagement”
Affective learning makes an emotional connection with learners’ feelings and attitudes. Once this connection is made, learning becomes more effective.
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What’s your favorite method of checking that your training is working?Answer in chat
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Check your L&D program’s effectiveness
*Model by Conrad Gottfredson & Bob Mosher
New
5 Moments of Learning*
More Apply
Solve Change
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What are your biggest takeaways from the webinar?
Answer in chat
Before we continue:
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Conclusion:
By creating training to meet 21st century realities, you are preparing your employees to learn better, work better, and embrace continuous, performance-based learning
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How many times did I say the word “bucket” in this webinar?
Question Time
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Thank You!
Alex Khurgin
Director of Learning, Grovo
Connect:
Grovo.com/organizations
212.924.2579
Learn more: