modern learner the - chahrm.org · modern learner bridging the training vs. organizational goals...
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Presented by
Meredith Masse
Modern Learner
Bridging the Training vs. Organizational
Goals Gap
ICC: Innovate. Coach. Consult. | InnovateICC.com
TH
E
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Trouble with Traditional Training Our Brain The Modern Learner
What Can We Do? Get Strategic About Training Use 3 Rs of Modern Learning
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How much information can our brains
hold? What we know:
• The human brain is made up of about
100 billion neurons
• Each neuron makes 1,000 or more
connections – synapses – to other
neurons
• That’s 100 trillion synapses in total(!)
• BOTTOM LINE: our brains’ capacity to
learn and remember is astounding… 3
Trouble with Traditional Training - #1
Source: https://www.scientificamerican.com/article/new-estimate-boosts-the-human-brain-s-memory-capacity-10-fold/
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If our memory capacity is so great, why do we still forget
things?
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Capacity isn’t really the issue…
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Moment of Truth
Think about the last training you attended.
How much do you still remember?
How much did you apply in the workplace?
[Don’t worry! You’re not alone!]
6
Trouble with Traditional Training - #1
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0
20
40
60
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0 Min 20 Min 60 Min 9 Hours 24 Hours 48 Hours 6 Days
% o
f C
orr
ectl
y R
etai
ned
Info
rmat
ion
Time
Ebbinghaus Forgetting Curve
Trouble with Traditional Training - #1
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Trouble with Traditional Training - #2
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How much time does the typical learner
spend on training and development during
the work week?
1%
5%
8%
14%
20%
9
Trouble with Traditional Training - #2
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Forgetting curve…
Distracted, impatient learners…
So much training; so little time…
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Get Strategic About Training
• Train the Right Skills
• Train the Right People
Implement 3 Rs of Modern Learning
• Redesign
• Reinforce
• Realign
15
What Can We Do?
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Right Skills
Increase Customer
Satisfaction
Focus on Customers
Create Buy-In
Eliminate Barriers to
Change
Develop Capable Teams
Mentor & Coach
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Improve Efficiency
Implement Strategy
Plan and Organize
Work
Create Urgency
Analyze Info
Think Through Solutions
Make Good
Decisions
Right Skills
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Right People
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12% Drop out before finishing
Right People
Center for Creative Leadership, 2010 Harvard Business Review, 2010
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12% Drop out before finishing
40% Promoted but fail
Right People
Center for Creative Leadership, 2010 Harvard Business Review, 2010
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Center for Creative Leadership, 2010 Harvard Business Review, 2010
12% Drop out before finishing
40% Promoted but fail 33% Actively seeking other employment
Right People
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12% Drop out before finishing
40% Promoted but fail 33% Actively seeking other employment 85% Won’t become successful leaders
Right People
Center for Creative Leadership, 2010 Harvard Business Review, 2010
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36% “We are not
high potentials!”
Center for Creative Leadership, 2010
Do we even ask?
Selecting the “Right” People
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Selecting the “Right” People
0
10
20
30
40
50
60
70
80
Performance appraisals Manager nominations Assessments
Frequency Accuracy
AMA Enterprises, 2012 Corporate Leadership Council Schmidt & Hunter, 1998
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Get Strategic About Training
• Train the Right Skills
• Train the Right People
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Implement 3 Rs of Modern Learning
• Redesign
• Reinforce
• Realign
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Redesign
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MicroLearning is the process of breaking
down information into small chunks to
enable focused lessons and closing skills &
knowledge gaps.
28
Redesign
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Sessions are short (no more 8-hour trainings!). BRIEF •
Focus on one topic, concept or idea. GRANULAR •
Experiences, presentations, quizes, videoes, games, etc., or combination. VARIOUS
•
Redesign: MicroLearning
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Redesign: Effective Microlearning?
_________________________
BREWARE: Not all training fits the
microlearning model.
We can, however, handle reinforcement of training in 5 minutes a
day.
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10,000 Hour Rule
Results Above Repetition
Goal-Oriented
Behavior Change
Measurements
31
Reinforce
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1. Close the 5 Reinforcement Gaps
2. Master the 3 Phases for Results
3. Provide a Perfect Push and Pull
4. Create Friction and Direction
5. Follow the Reinforcement Flow
6. Create Measurable Behavior
Change
7. Place the Participant Central
32
THE 7 PILLARS OF REINFORCEMENT
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1. Close the 5 Reinforcement
Gaps
Knowledge Gap
Skills Gap
Motivation Gap
Environment Gap
Communication Gap 33
THE 7 PILLARS OF REINFORCEMENT
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2. Master the 3 Phases for
Results
34
Awareness
“Why?”
Knowledge and Skills
“How?”
Behavior Change
“APPLY!”
THE 7 PILLARS OF REINFORCEMENT
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3. Create the
Perfect Push
and Pull
THE 7 PILLARS OF REINFORCEMENT
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4. Create Friction and Direction
Don’t tell, SHOW
Write SCENARIOS
Encourage SOCIAL FRICTION
Ask yourself : “HOW MUCH
GUIDANCE?”
36
THE 7 PILLARS OF REINFORCEMENT
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CH
ALL
ENG
E
SKILLS
ANXIETY
BOREDOM
5. Follow the Reinforcement Flow
THE 7 PILLARS OF REINFORCEMENT
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Kirkpatrick Level 4 is a minimum
38
6. Create Measurable Behavior
Change
THE 7 PILLARS OF REINFORCEMENT
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Level 1: Reaction
THE KIRKPATRICK MODEL
To what degree participants react favorably to the learning event
Level 2: Learning
To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event
Level 3: Behavior
To what degree participants apply what they learned during training when they are back on the job
Level 4: Results
To what degree targeted outcomes occur as a result of learning event(s) and subsequent reinforcement.
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7. Place the Participant Central
THE 7 PILLARS OF REINFORCEMENT
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1. Close the 5 Reinforcement Gaps
2. Master the 3 Phases for Results
3. Provide a Perfect Push and Pull
4. Create Friction and Direction
5. Follow the Reinforcement Flow
6. Create Measurable Behavior
Change
7. Place the Participant Central
41
THE 7 PILLARS OF REINFORCEMENT
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Implement 3 Rs of Modern Learning
• Redesign
• Reinforce
• Realign
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Facilitated Group Coaching
Trained Executive Coach
Organization Mentor
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Realign
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Get Strategic About Training
• Train the Right Skills
• Train the Right People
Implement 3 Rs of Modern Learning
• Redesign
• Reinforce
• Realign
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What We Must Do
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A DOSE OF REALITY
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If We Always Do What We’ve Always Done…
Lecture Approach Keynote Speaker E-Learning
<5-10% Retention
<5-10% Retention
30-40% Retention
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…We’ll Always Get What We Always Got
0
20
40
60
80
100
0 Min 20 Min 60 Min 9 Hours 24 Hours 48 Hours 6 Days
% o
f C
orr
ectl
y R
etai
ned
Info
rmat
ion
Time
THE FORGETTING CURVE
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If We Transform Our Training…
Interactive Sessions Experiential Learning Modern Learner + Organization Goals + 3 Rs of Modern Learning
50% Retention
70%+ Retention
80% Retention
AND On-the-Job Application
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If We Transform Our Training…
80% Retention AND On-the-Job Application…
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Apply online in just minutes!
http://bit.ly/bestcompaniesapply Choose from 3 levels of survey data cuts – from high-level to customized details ICC walks you through entire process Debrief results in depth with ICC Attend the Awards Party! Nov. 1, 2018, 4:30pm
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©2017 ICC – Innovate. Coach. Consult. All Rights Reserved. Other trademarks are owned by their respective owners. ©2018 ICC: Innovate. Coach. Consult. All Rights Reserved. Other trademarks are owned by their respective owners.
Meredith Masse
303-865-4400 | www.InnovateICC.com
THANK YOU!