delivering learning to a disperse and virtual workforce - webinar 11-21-13

Delivering Learning to a Dispersed

and Virtual Workforce

4,000+ Courses. 25 Topic Areas. Unlimited Access.

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WHAT WE’LL COVER:

1. Core training challenges.

2. Business challenges and how they relate to training

challenges.

3. Evolving training strategies to overcome challenges and

flip them into advantages.

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Business Challenges with

Multiple Locations

Out-of-sight, out-of-mind Loss of spontaneous

communication

Logistics Teams and complex

work assignments

Basic supervision

Training Fundamentals

Employee training should deliver business results.

Training programs must actually improve employee

performance.

All of the critical stakeholders must be engaged – fully

involved and supportive, this includes the C-suite, front-line

supervisors and managers.

Employees must clearly see the connection between

training and their jobs.

The program must be appropriate for the culture and

learning culture of the organization.

Training Challenges with

Multiple Locations

Out-of-sight, out-of-mind Loss of spontaneous

communication

Logistics Teams and complex

work assignments

Basic supervision

Knowledge workers spend approximately

10 hours a week searching for data…

In an organization with

300 employees

making an average of $60,000

the lost productivity could exceed $2 million

or the equivalent of 33 full-time employees’

productivity!

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0% 5% 10% 15% 20% 25% 30% 35% 40%

Less than annually

Annually

Monthly

Weekly

Daily or more often

How often would you expect your individual contributor population, on

average, to need to connect with learning resources to effectively

perform their job?

SOURCE: Brandon-Hall Group

Continuous Learning is Essential

5.0%

39.00%

32%

24.70% Mature/WWII

Baby Boomers

Generation X

Generation Y

Source: Bureau of Labor Statistics, (2012).

The Workforce

REMOTE EMPLOYEES

LOG AN AVERAGE OF

4 HOURS

more per

week

According to Gallup’s 2013 State of the

America Workplace Report:

ARE MORE ENGAGED.

32% COMPARED TO 28% OF

ON-SITE EMPLOYEES.

National productivity would increase

by $334 billion to $467 billion a year

through telecommuting.

PER YEAR

A typical business would save

$11,000 per person

The telecommuters would

save between

$2,000 and $7,000 SOURCES: GALLUP AND GLOBAL WORKPLACE ANALYTICS

Developing Your Learning

Strategy

1.Alignment with organizational goals.

2.Awareness of organization’s current learning culture.

3.Needs analysis.

4.Content strategy.

5.Evaluation and success criteria.

6.Marketing and communication strategy.

7.Measurement of business impact strategy.

Critical Components

• Technology and tools

• Pre and post training activities

• Social and informal learning

• Manager skills

Technology and Tools

• Learning management

• Mobile access

• Social and collaboration

• Video web conferencing

• Performance

management

Power/Impact Use/Frequency Disconnect

PRE

Trainer 2 2 0

Employee 7 8 -1

Manager 1 5 -4

EVENT

Trainer 4 1 3

Employee 5 3 2

Manager 8 6 2

POST

Trainer 9 7 2

Employee 6 4 2

Manager 3 9 -6

1= MOST POWERFUL/IMPACTFUL FOR TRAINING TRANSFER

SOURCE: BARBARA CARNES, MAKING TRAINING STICK

Learning Effectiveness

10%

85%

5%

Learning Investment

Pre-work Learning Event Follow-Up

26%

24%

50%

Pre and Post Training Activities • Post pre-work, videos and eLearning courses before a

virtual discussion session.

• Invite members of a training class to a Community

before the event.

• Post questions and discuss application after the

training.

• Upload PowerPoint and recorded sessions.

• Do spot checks and share in real-time during

webinars.

• Use as an ice breaker…What do you already know

about….?

Social and Informal Learning • Collaboration and continuous learning.

• Ask and answer questions.

• Knowledge retention.

• Search and tag.

• Discussion and cross-functional teamwork.

• Increase engagement.

Manager Skills

The retention rate of employees of managers who were effective at developing their

employees was 39.7% greater than for managers who were ineffective at developing

their employees.

SOURCE: The Corporate Executive Board’s L&D Roundtable

1. Define success.

2. Identify gaps.

3. Measure

performance.

3 Steps to Manager Development

STEP 1: DEFINE SUCCESS.

• Do they share common

values?

• Do they exhibit common

behaviors?

• Do they share common skills

and competencies?

STEP 2: IDENTIFY GAPS.

• Difference from current level

and desired level.

• 2 or 3 critical areas that drive

success.

STEP 3: MEASURE PERFORMANCE

• Key performance indicators.

• Measure both managers

and employees

Key Competencies

Technology literate

Communication

Coaching/feedback

Emotional Intelligence

Content Strategy

LEARNING MUST BE JUST IN TIME AND

JUST FOR ME.

Michael Rochelle,

Chief Strategy Officer, Brandon Hall Group

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Consumer Driven Learning Experience

Learner Requirements Mobile Design Considerations

Easy to use - intuitive Mirror native environment UI’s

lists, layers, and big buttons

Learning experience fits to delivery mode

Responsive web design,

Apps versus HTML5

"Human Interface Guidelines"

Content is accessible no matter what device

I’m using

Bookmarking

Location web accessible

Content is accessible in any location or work

environment

Cloud storage accessible

Online and offline access options

Easy to find and easy to share Cataloging and searching capabilities

Forward, e-mail, tweet, etc.

Engaging Colors, Textures, Patterns, Shadows

Configurable visuals versus simplicity

SOURCE: http://www.smashingmagazine.com/2009/10/09/iphone-app-design-trends/

http://mashable.com/2011/01/26/mobile-app-design-trends/

1. Understand your challenges/barriers.

2. Develop a learning strategy.

3. Incorporate technology and tools.

4. Develop the skills your managers.

5. Find or develop content and resources to

improved the performance of your employees.

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In a world of learning and development where

complexity is the enemy, BizLibrary has developed a

to delivering high

quality learning, anywhere, anytime.

MICHAEL ROCHELLE

Chief Strategy Officer

Brandon-Hall Group

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Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary