new learning agenda – talent:technology:change
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Where learning meets business:
New Learning Agenda
Laura Overton
Laura@towardsmaturity org
Lauraoverton
#bethebest13
Launch of the 2013-14 Towards Maturity Benchmark7th November 2013 in conjunction with
Images courtesy of freedigitalphotos.net
Talent:Technology:Change
www.towardsmaturity.org/2013benchmarkLauraoverton #bethebest13
Launch of 2013-14 Towards Maturity Benchmark Study
• 540 participants– 71% managerial responsibility– Responsible for 4million
+employees
• 100,000 data points!• 2,000 learners• 44 countries• Private, public and not-for-
profit:
10 years of Benchmark Research
L&D professionals from 2,900 organisations10,000+ learners/employees*
2003/42008
2006
20112010
2012 2013
*throughout this presentation Learner data gathered from the Towards Maturity
Learning Landscape study will be illustrated with this iconwww.towardsmaturity.org/learners
Where learning meets BusinessToday’s agenda
Developing a rapport with business leaders
Building skills and talent
Underpinning strategy with technology
Preparing for change
New Learning Agenda for 2014
Apply distilled wisdom from top learning companies
Listen to authentic Learner voice
Turning data into insight and insight into action
DEVELOPING A RAPPORT WITH BUSINESS LEADERS
Developing a rapport with business leaders
Building skills and talent
Underpinning strategy with technology
Preparing for change
New Learning Agenda for 2014
See Chapter 2 of New Learning Agenda - Talent:Technology:Change for more detail
What is on our leaders minds?
Technology is the biggest externalforce shaping business today
Talent 70% want to increase investment in employee development (and save money and cost effectiveness)
ChangeThree factors underpin strong business performance in any business:1. An engaged workforce2. The ability to continually implement change3. Finding and nurturing the next generation of leaders. IBM C Suite – Customer activated Enterprise 2013
CBI/Pearson Education and Skills Study 2013R Beavan – 2012 Towards Maturity Benchmark
What driving change for L&D?
More in common than we think!
Improve staff satisfaction/retention/ motivation
Improve customer satisfaction
Increase productivity
Provide a faster response to changing business conditions
Develop a better qualified workforce
Help implement new processes or new products
Comply with new regulations and legal requirements
55%
52%
49%
47%
59%
40%
36%
94%
89%
91%
93%
89%
89%
84%
2013 N=447
2008 N=261% of or participants wanting this benefit
Technology enabled learning is addressing the priorities of today’s business leaders
14%
Improvement in productivity
19%Improvement in staff
engagement
17%
Cost reduction
Based on conservative data from 1300 organisations over 3 years. Only 1/3of participants are able to answer at this level These are just 3 out of 12 of the key performance indicators outlined in chapter 2 on Delivering business impact
Learning innovation, done well, delivers bottom line results!Fact
Top Learning Companies
TM Index
Those in the top quartile of TMI are delivering more results, faster!Productivity
AgilityEfficiency
Top learning companies are defined as those in the top quartile of the @towardsmaturity index see appendixB for detail
0% 20% 40% 60% 80%
Learners put what they learn into practice quickly
Learners recommend e-learning to colleagues to improve job performance
We have noticed positive changes in staff behaviour
Managers agree that e-learning delivers additional business benefit
Bottom quartile Sample average Top learning companies
Top learning companies report more engagement:
So what sets top learning companies apart?
On Average
36% Work with business leaders to define metrics that need to be changed
Less than half revisit those metrics at the end of learning!
16%
Top learning companies are significantly more likely to work with business leaders to define business metrics to improve and use those metrics to demonstrate value
Top learning companies are almost twice as likely to agree that:
They analyse the business problem first
Their business leaders recognise that learning is aligned
They are building business rapport –
71% agree that if something is important to the business it will be
resourced correctly
What can we learn from the last 10 years to prepare us for the next 10
years?
Learning innovation, done well , delivers bottom line results
Align learning to businessand
Business to learningAction
Need for speed
Only
50% say their learning initiatives are being delivered in time to meet the needs of the business.
Rising to 77% In top learning companies
More than 9 out of 10 organisations are looking to respond faster to changing business conditions but ..
Lessons learned:
Learning innovation, done well , delivers bottom line resultsRespond faster, deliver moreAction
BUILDING SKILLS AND TALENTSee chapter 3 of New Learning Agenda - Talent:Technology:Change for more detail
Developing a rapport with business leaders
Building skills and talent
Underpinning strategy with technology
Preparing for change
New Learning Agenda for 2014
Formal learning is not dead but it is changing
4%
82%75%74%
5% 3%
22%
13%
21%
Entirely face to face (or classroom based)
A blend of classroom and e-learning Online only
Increase Stay the same Decrease
On average
26% of formal learning is
e-enabled
What do learners want?
3-in-5 learners say the course is effective in helping them learn what they need for the job
Learning innovation, done well , delivers bottom line resultsTransform traditional trainingAction
88% want to learn at their own pace
How are staff learningwhat they need for their job?
88% learners learn from collaboration with team workers
70% learn from Google!
Learning beyond the course86% of L&D want to push updated information to staff
94% want to speed up application of learning at work
26% achieving it
19% achieving it
Their organisation welcomes innovationIt makes time for reflectionThey equip line managers to support staffTheir managers recognise the value of on the
job learning
Learning innovation, done well , delivers bottom line resultsSupport a culture of learning
in the workflowAction
Top learning companies are twice as likely to agree that:
91% looking to
improve talent and performance
19% achieving it
The bigger Talent picture
Supports the way they recruit, on-board and develop their people
Integrates with performance supportIntegrates succession planning and learning
Learning innovation, done well , delivers bottom line resultsIntegrate Talent and learningAction
Top learning companies are twice as likely to agree that their learning technology:
UNDERPINNING STRATEGY WITH TECHNOLOGY
Developing a rapport with business leaders
Building skills and talent
Underpinning strategy with technology
Preparing for change
New Learning Agenda for 2014
See chapter 4 of New Learning Agenda - Talent:Technology:Change for more detail
• 90% using e-content
• 88% using LMS
• 86% using live online learning
• 71% using mobile
15% or less using Tin Can, Open Badges, games
Is learning reflecting modern day working practices?
• Only 30% using cloud technologies• 20% are realising the potential of mobile
Learning innovation, done well , delivers bottom line results
Enable new ways of learning to support
new ways of workingAction
Fewer than 1-in-5 use their LMS to support mobile or live online
learning
35% of learners are struggling
to find what they need
Learning innovation, done well , delivers bottom line results Simplify!Action
PREPARING FOR CHANGE
Developing a rapport with business leaders
Building skills and talent
Underpinning strategy with technology
Preparing for change
New Learning Agenda for 2014
See chapter 5 of New Learning Agenda - Talent:Technology:Change for more detail
47%
47%
44%
34%
37%
48%
53%
44%
36%
53%
62%
56%
47%
37%
49%
63%
50%
40%
Not seen as a management priority
L&D staff lack knowledge about the potential use and implementation of technology
Lack of skills amongst L&D staff to implement and manage e-learning
Reluctance by classroom training staff to adopt new technology
Reluctance by senior managers to use online materials
Reluctance by line managers to encourage new ways of learning
Lack of skills amongst employees to manage own learning
Reluctance by users to learn with new technology
Learner ICT skills
Percentage reporting barrier2012 2013
Barriers to change reducing:
As options for technology enabled learning increase
cost of set up has become #1 barrier
Reported by 72% of sample
#1 barrier reported by learners is
Uninspiring content!
Not surprising given that
69% of L&D teams are developing programmes in house
but only 38% agree that they have the internal skills to do it!
Audit L&D skills against those requiredL&D staff are confident users of new mediaL&D have skills to deliver via virtual classroomTrain trainers to use technology to support
and extend the classroom
Learning innovation, done well , delivers bottom line resultsEquip L&D as agents of changeAction
Top learning companies are twice as likely to agree that:
How well do we respond to our learners?
2/3 of learners want their learning to be recognised
75% are happy to engage with online learning
50% think their company clearly communicates learning
opportunities
23% of L&D reward or recognise online learning
40% say staff lack skill to manage online learning
44% of L&D have a communications plan
Learning innovation, done well , delivers bottom line resultsTreat learners as customersAction
In the customer activated enterprise*,it’s time for a ‘customer activated ‘learning department!
* Term borrowed from the IBM C Suite – Customer activated Enterprise 2013
NEW LEARNING AGENDA
Developing a rapport with business leaders
Building skills and talent
Underpinning strategy with technology
Preparing for change
New Learning Agenda for 2014
10 years ago………..At a time when 60% of technology enabled learning projects were failing our first study looked at what could be learned from those that were successful.
Behaviour of top learning companies was similar to today.
But approaches of top learning companieshave not been embraced widely.
Many good practice measures shared today have not shifted over the last few years.
Over the years we have more data and insight to help learning and business work more effectively together so what can we learn from the last 10 years to help us prepare for then ext 10 years?
Learning and business leaders now share common goals around:
TalentTechnology
ChangeIt is now time for learning and business leaders to share a new learning
agenda in order to achieve those goals
Where Learning meets Business10 years on we now know that
Learning innovation, done well, delivers results
Talent
Technology
Change
New Learning Agenda
• Support a culture of learning
• Integrate learning and talent
• Treat learners as customers
• Transform traditional training
• Simplify!
• New ways of learning for new ways of working
• Align learning to business and business to learning
• Respond faster, deliver more
• Equip L&D as agents of change
The CIPD welcomes Toward Maturity’s New
Learning Agenda as a framework for L&D, HR and business leaders to work together in new ways, in the midst of a rapidly evolving work
context, to deliver great business results through engaged and motivated
staff.
Peter Cheese, CEO, CIPD
• An agenda for change
• Shared by business AND learning leaders
• Engaging staff
• Delivering results
Download theNew Learning
Agendatoday
www.towardsmaturity.org/2013benchmark
This study is made possible thanks to Towards Maturity’s Ambassadors:
Leading learning organisations who share our passion that independent research should be freely available to all .
To join or find out more go to:
www.towardsmaturity.org/ambassadors
About Us Towards Maturity is a benchmarking practice that provides authoritative
research and expert consultancy services to help assess and improve the effectiveness and consistency of
L&D performance within organisations. It leverages the data gathered from the largest learning technology benchmark in Europe.
Download our case studies to support your business case for change at
www.towardsmaturity.org
Find out your own Towards Maturity Index to see if you are amongst the
top learning companies at http://mybenchmark.towardsmaturity.org/
LauraovertonTowardsmaturityNew Learning Benchmarksn
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