the workforce is learning differently. what does it mean for the digital clo?

The Workforce is Learning Differently. What Does it Mean for the Digital CLO?

Sponsored by:

David WentworthPrincipal Learning Analyst,

Brandon Hall Group@DavidMWentworth

Kelly Palmer,CLO,

Degreed

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Trends in the Workforce

The Case for Employee Engagement

How We Really Learn

We need experts: What managers and leaders can do to help employees learn

The changing role of the CLO and Learning Organization

How To Ask Questions


Trends Impacting the Workforce


The World of Work is Changing

OLDHierarchyData/process-centricTop-down controlHomogenousManaged changeIntegrated silosPermissionIncremental improvement

NewWirearchyPeople-centricBottom-up collaborationDiverseOrganic innovationBorderless unificationEnablementAgile transformation


Learning is Changing, Too…•Classes•Courses•ADDIE•Compliance•Completions•Grades

•Experience•Social/Collaborative•Video•Mobile•Agile•Connections•Context•Personalization


Remember…

The Millennials are coming!


A Shifting Workplace

2015 2017

34.6%42.4%

34.1%

31.6%

28.9%20.4%

2.4% 2.6%

Millennials Generation X Baby Boomers Traditionalists


Top Learning Initiatives for Achieving Business Goals

Aligning the learning strategy with the business

Increasing the amount of experiential (on-the-job) learning

Increasing the amount of informal learning

Improving learning analytics

Revising existing content for new modalities

Creating smaller content objects

Redesigning the classroom experience

38.4%

52.1%

50.7%

50.3%

45.9%

43.8%

41.1%

46.2%

26.0%

15.1%

14.0%

11.0%

11.6%

14.0%

Important Critical


We’re Not Ready

Increasing experiential learning

Redesigning the classroom experience

Revising existing content for new modalities

Increasing the amount of informal learning

Creating smaller content objects

Improving learning analytics

Incorporating social tools

Leveraging simulations

Incorporating mobile delivery

Increasing learner-contributed content

Exploring games/gamification

17.5%

18.5%

18.2%

13.7%

15.4%

7.2%

7.9%

14.0%

7.9%

8.2%

7.5%

12.3%

17.5%

19.5%

20.5%

22.3%

24.3%

32.5%

37.3%

38.4%

39.7%

50.3%

Not at all prepared

Ready to take action


Modern learning delivery cannot occur within the same hierarchies and infrastructure we have relied on for

decades.

New skills, philosophies, platforms and technologies will be required to keep organizations moving forward.


POLL 1: What workforce trends are most impacting your organization?

1. Millennials specifically2. All generations in same workforce3. Organization stuck in old ways of thinking4. Technology and digital transformation5. Accelerated Rate of Change


THE CASE FOR EMPLOYEE ENGAGEMENT

7 out of every 10 employees are disengaged at work

EMPLOYEES ARE NOT ENGAGED

32%Engaged

50.8%Disengaged

17.2%Actively

Disengaged

Source: Gallup 2015


Manager Judgment

Dreaded

Once a year

About the employer

Rating

Employee Inspiration

Motivating

Ongoing

About the employee

Feedback

CAREER DEVELOPMENT

PERFORMANCE

MANAGEMENT

VS.


THE RECIPE FOR ENGAGED EMPLOYEES

Enable learning so people can build skills and expertise

Track learning & skills and provide opportunities to be successful

Focus on Career Development


TOP 6 DRIVERS OF ENGAGEMENT

Clear Career Path

Involved in decisions that affect my work

Necessary Development

Career Development

Teamwork

Manager understands what motivates me


THE BUSINESS CASE FOR ENGAGEMENT

3xInnovation

25%Lower turnover

22%Higher productivity

Positively impacts productivity, performance, profitability.


POLL 2: What are the top drivers for your organization for Employee Engagement?

1. Clear Career Path2. Career Development3. Necessary skill development for current job4. Manager understand what motivates me5. Teamwork


TELL ME ABOUT YOUREDUCATION?


LEARNINGTRAINING VS.

Business Centric

Transactional

LMS/Compliance

Conformity

Control

Learner Centric

Experiential

Curated Content

Individuality

Freedom


TRAINING ISTRANSACTIONAL

AND, TRADITIONAL TRAINING

$160BSpent by US businesses annually on

employee learning and training

80%Is said to be forgotten

within 30 days

<15%Successfully apply

what they learn

Source: Grovo, 2015

DOESN’T WORK


LEARNING ISTRANSFORMATIONAL


LEARNING AT THE TIME OF NEED


SELF-DIRECTED LEARNING

Source: Degreed, Bring Your Own Learning, 2/2015; Degreed, The Importance of Informal Learning, 7/2015; Degreed, How the Workforce Learns in 2016, 1/2016

5X 61% $339.00Workers spend up to 5x more time learning on their own each week than from employers.

61% would put in even more time on their own if they got professional credit for it.

75% invested their own money (average of $339 each) on career related learning last year.


HOW DO YOU LEARN?

Most people search first and ask people second

Source: Degreed, How the Workforce Learns in 2016, 1/2016;Question: Where do you go for guidance and/or recommendations when you need to learn something new?

L&D or HR departmentExternal network

Employer's LMSBrowse specific resources

Search the InternetPeers at work

Boss or mentor

21%23%

28%43%

47%55%

69%


EVERYONE CAN NOW LEARN ANYTHING THEY WANT ANYWHERE


CAREER-LONG LEARNING

Get credit for everything I learn

“Netflix for Learning” learn from every source

See pathways for any skill & every job

Learn with and from others

Get to take my learning profile with me through my career

Certify my skills however I obtain them


POLL 3: How do people learn in your organization?

1. Mostly from informal sources (Google, Youtube, free content they can find on-demand)

2. Your organization’s L&D classes3. Curated Content from a variety of sources4. Learning Libraries (Skillsoft, Lynda, Safari, etc.)5. A combination of 2 or more of the above

WE NEEDEXPERTS.


1MAKE LEARNING A VALUE AND A PRIORITY


2SHIFT THE FOCUS TO EMPLOYEES NEEDS


3ADOPT A PERSONALIZED, LEARNING-ON-DEMAND MENTALITY


4LET EMPLOYEES TEACH OTHER EMPLOYEES


5ADOPT THE RIGHT TECHNOLOGY


6ANALYZE YOUR EMPLOYEES’ EXPERTISE


7MAKE EXPERTISE COUNT

Get credit for skills you develop

Build your Lifelong Learning Profile

Map learning to skills to jobs


POLL 4: Which of these areas is your organization focusing most on?

1. Company Culture / Creating a learning culture2. Personalized Learning3. New Technology4. Peer-t—Peer learning5. Learning Analytics


THE NEW LEARNING

LEADER


INSPIREVS.CONTROL


OPPORTUNITIES TO BE SUCCESSFUL

Invest

Engage

Challenge


THE NEW LEARNING LEADER

Focus on the whole experience: learning + culture + employee engagement

Inspire rather than control

Learning in the context of building skills for jobs and careers

Take risks, change the conversation, challenge the status quo, create a movement

1234


THE NEW LEARNING ORGANIZATION

Get more people involved in learning – experts - it’s everybody’s role

Content curators & community managers

Learning experience designers & design thinking

Data Analysts & Technologists

1234


EBAY CAREER & LEARNING STRATEGY


POLL 5: Does your organizations have any of the following roles in learning?

1. Content Curators2. Web/UX designer3. Community Managers (social learning)4. Data analyst5. Learning Experience desginers


Key Takeaways• The workforce is changing and so we need to think about

learning differently too• We can engage employees by focusing on their career

development and helping them build skills for now and the future

• It’s important to understand how people really learn (and like to learn)

• It’s crucial to help ALL employees build skills and expertise and to find the right technology to enable this

• We should embrace the evolving role of the CLO and the new learning organization

Questions?

Thank you for joining us today!

If you have any additional questions, please email us at [email protected].

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