development trifecta -...

How to Build an Effective Leadership Development Program with Micro-Learning

PresenterPresentation Noteswww.prositions.com

Ellen Frank

PresenterPresentation Noteshttp://prositions.com/about-us/executive-team/

• Over 30 Years in Human Resources and Talent Development Experience

• CLO, Massey Ferguson

• State Training Administrator, State of Iowa

• Serial Entrepreneur• CEO Prositions, Inc. (2011-present)• CEO GeoLearning, Inc. (1997-2011)• CEO Excellence in Training Corporation (1986-

1997)

• President of Training Media Association and the Digital Learning Association

• SABIC, ExxonMobil, GE, ABB, Dell, Google, Nike, US OPM, NOAA, and Others

Frank Russell

PresenterPresentation Noteshttp://prositions.com/about-us/executive-team/

LEADERSHIP DEVELOPMENT PROGRAMS

• U.S. organizations will spend from $16B to $20B on leadership development

• Fastest growth is in small to medium organizations (less than 1,000 employees)

• Most money (per person) spent on Executives, then High Potentials, Mid-level and and finally Supervisors1

INVESTMENT

PresenterPresentation Notes1. Brandon Hall’s 2016 Training Benchmarking Study https://trainingmag.com/top-spending-trends-training-2016-2017

Team Member Manager

“Most students of management agree that the transition from employee to manager is one of the most challenging

in business.” Victor Lipman, Harvard Business Review 1

PresenterPresentation Noteshttps://hbr.org/2016/06/why-do-we-spend-so-much-developing-senior-leaders-and-so-little-training-new-managersHigh Velocity employees rather than High Potentials (You don’t have strive to be a leader to have high potential!)

RESEARCH ONMIDDLE MANAGERS1

40% of managers said their newly promoted leaders were unprepared to assume this new role

98% believe key aspects of their organization would improve if managers were trained to be effective leaders, more quickly

PresenterPresentation Notes1. Wakefield Research- Grovo Whitepaper 2017 (N=500)

RESEARCH ONMIDDLE MANAGERS1

98% of these managers also felt they could use more training

87% wish they had received more training before they were promoted into their role


92% said it would have been more effective if it was more engaging or interesting

70% felt there was too much information to digest, retain and practice

80% of management trainees who changed their behavior because of training, went back to their old habits after 6 months1

My Leadership

Training Program


TRAINING EFFECTIVENESS/RETENTION

Time After Training Program

Trai

ning

Effe

ctive

ness

PresenterPresentation NotesThe Forgetting Curvehttps://www.trainingindustry.com/wiki/entries/forgetting-curve.aspx

WHY EFFECTIVENESS DROPS

Return to the “Real World” Busy workloads, priorities, and time pressure Insufficient opportunity to practice new skills Competing messages and motivators Disconnect with supervision or peers No chance to reflect, ask questions, evaluate Lack of reinforcement for positive behaviors The “Organizational Antibody Effect”

PresenterPresentation NotesFrank Russell

WHY TRADITIONAL ISN’T WORKING?

• Non-Traditional Workforce• Needs of Modern Learners

• Limited Resources• Leadership Skills Gaps

PROFILE OF AMODERN LEARNER1

• Crave Instant Access to Information

• Seek Social Validation

• Search Online for Help at Work

• Have Shorter Attention Spans

• Comfortable with Technology

PresenterPresentation Notes1. https://www.bersin.com/Practice/Detail.aspx?id=18071 https://mrmck.wordpress.com/2015/06/19/meet-the-modern-learner-infographic/

Seek Social Validation- MLs crave collaboration and trust peers as a source of truth more than senior authority figures. Coaching and mentoring is welcome, but changing and becoming democratized.

o American workers check their mobile phones approximately 8 billion times a day

o The average worker is 150 times per day

o In other words, that is where employees spend their time

LEARNERS ARE MOBILE

For Generation Z…the only phone they’ve ever known is a smart one!

Left to Their Own Devices! Over 70% of employees now use their personal mobile devices to access job related information and training.

PresenterPresentation Noteshttp://info.shiftelearning.com/blog/bid/331987/mobile-learning-stats-that-will-make-you-rethink-your-training-strategy

OMG… not another

2-hour course!

HOW DO WE MAKE LEARNING… More engaging

More impactful

More memorable

More practical

More useful

More convenient

More cost effective

Newest Trends in Learning Chunked

Social

Mobile

Virtual

Gamified

Adaptive

Experiential

Blended

Convenient

ANOTHER TOOL FOR OUR BELT

PresenterPresentation Notes

Micro-learning is not a thing that is going to take over your LMS. This is another tool to use alongside existing programs and technology.

Best Micro-Learning• Small but complete

learning experience• Bite-sized chunks• Step-by-step structure• Convenient access• Intuitive search and use• Platform independent• Engaging and useful

LEARNERS LIKE MICRO-VIDEO

4:20:00

PresenterPresentation NotesAccording to Nielson Survey, video is the most popular way to consume content globally http://www.nielsen.com/us/en/press-room/2016/keep-calm-and-watch-video-a-global-study-of-traditional-tv-and-streaming.htmlYouTube has over 1.3 billion users https://fortunelords.com/youtube-statistics/YouTube over 1 billion views per day from mobile devicesThe average YouTube video is 4 minutes 20 seconds. But only 60% of viewers complete these, while 75% will complete a 1 to 2 minute video.

LEARNER BENEFITS1

• More Convenient and Portable• More Adaptive• Expands Short-term Memory• Increases Retention 50-65%• Faster Speed to Competence 40-50%

PresenterPresentation Noteshttp://a1.grovo.com/asset/whitepapers/Grovo-BiteSize-Microlearning-whitepaper.pdf

Organizational Benefits1• More Affordable - Cuts Development Costs 50-75%• More Agile - Increases Speed to Launch 300%• Increases Completion Rates - Up to 75-95%• Easier to Manage/Update • Decreases Administrative Burden• Wider Utility• Supports Globalization and Localization


1. http://a1.grovo.com/asset/whitepapers/Grovo-BiteSize-Microlearning-whitepaper.pdf

SLIPPERY WHEN WET!

LearnerAssessment

Classroom

Virtual

Self-paced

Micro-Learning

USE A BLENDED APPROACH

Benefits of Blended Learning Can create a richer learning experience Better for long-term behavior change Better for complex skills Better for team problem solving Allows for more personal interaction

• Peers• Instructors• Coaches/Mentors

Supports long-term retention

“There are many reasons to consider a blended curriculum. We can talk about learning styles, budget considerations, content and format

suitability, and even scheduling and travel costs. We’ve learned, however, that perhaps a more compelling reason to consider a

blended curriculum is the learning makeup of today’s new workforce. It’s not possible to offer these dynamic new employees a meaningful learning experience, suiting their core characteristics, without using a

varied blend of delivery modalities.”

PresenterPresentation NotesWhy Blended Learning Works - Imogene Casebourne 2017

file:///Users/owner1/Desktop/Why%20Blended%20Learning%20Works.webarchive

MAKE IT A RICHER EXPERIENCE• Assessments • Pre-class Assignments• Focused Classroom with Interactions• Action/Development Plans• Experiential Assignments• Reinforcers and Follow-up• Coaching/Mentoring Tied to Learning• Performance Support Tools• Additional Video like Behavior Models


FLEXIBLE DELIVERY OPTIONS

PresenterPresentation NotesWhat if “high velocity” employees join the organization after the cohort starts or finishes?

MAKE IT ADAPTIVE Based on My Needs, Level, and Pace• 360 Assessments• Self Assessments• Dimensional Survey

Delivered in Ways I Like and Want • Classroom• Self-paced• Micro-videos• Audios• Books, Print, and Digital

PresenterPresentation NotesOne size does not fit all!

70%

20%

Experiential

MAKE IT EXPERIENTIAL

Social

Formal

PresenterPresentation NotesAdd experiential assignments like “Choose a Tough Problem Your Organization Needs to Address!” Research, analyze, plan, and recommend solutions and options, present to top leadership. Track and measure impact and ROI.

MAKE SURE TO

PresenterPresentation NotesInspect what you expect!

PROFILE (CASE STUDY)• Computer Services• Rapid Growth Trajectory • Family-Owned• Generational Transition• New Young CEO• “Great P lace to Work” (Goal)• No Formal Leadership Training• Budget Constraints• Limited Internal Bench Strength• Eager to Learn and Grow

PROGRAM DESIGN MODEL

PresenterPresentation NotesWhitepaper

•Dimension Survey*•Self Assessment•360 Assessment•Reading Assignments

Pre-work

•Classroom DVD/USB*•Facilitator Notes*•Participant Worksheets*•PP Templates and more*

•Virtual Classroom*•Self-paced e-Learning

Course-work •Development Plans*•Reinforcement*•Micro-Videos•Audios•Experiential Assignments•Coaching and Mentoring

Post-work

BLENDED LEARNING (RICH EXPERIENCE)

1-2 Months 1-5 Days 3-12 Months

* Included in Classroom Version

OFF-THE-SHELF PROGRAM (BUDGET)

John Parker Stewart

Daniel Stewart

PresenterPresentation NotesShow LEAD NOW! Introduction Module

ONLINE ASSESSMENTS (ADAPTIVE)

360 Assessment

Self Assessment

Dimension Survey

PresenterPresentation NotesVarious Experience Levels and Departments

22 MICRO-VIDEOS (ENGAGING STORIES)

Narrated Lesson Gems Power Tips

PresenterPresentation NotesStories were generic for all levels of leadership

CLASSROOM/VIRTUAL (EXPERIENTIAL)

SELF-PACED COURSE (CONVENIENT)

(REINFORCEMENT & SUPPORT)

MASTER LEARNING SERIES (ONGOING)

RESULTS

Freebies!

QUESTIONS

Slide Number 1Slide Number 2Slide Number 3Slide Number 4InvestmentSlide Number 6Slide Number 7Slide Number 8Slide Number 9TRAINING EFFECTIVENESS/RETENTIONWHY effectiveness dropsWhy traditional isn’t working?PROFILE OF A�MODERN LEARNER1Slide Number 14Slide Number 15Slide Number 16Slide Number 17Slide Number 18Newest Trends in LearningAnother tool for our beltBest Micro-LearningLearners like micro-videoSlide Number 23Slide Number 24Slippery when wet!Slide Number 26Benefits of Blended LearningSlide Number 28Make it a richer experienceFLEXIBLE DELIVERY OPTIONSMake it Adaptive Make it ExperientialMAKE SURE TOProfile (Case Study)Program Design ModelBlended Learning (Rich experience)Off-the-shelf program (Budget) Online Assessments (Adaptive)22 Micro-videos (engaging Stories)Classroom/Virtual (Experiential) Self-paced Course (Convenient) Master Learning Series (Ongoing) Results Slide Number 45Questions

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