effective learning systems mike kunkle - general
DESCRIPTION
I've been asked to present my effective learning system content to a general group of business professionals without a sales-specific focus. This is the deck I'll be using. My work has almost always centered around sales performance improvement, but these principles are universal.TRANSCRIPT
effective learning systems
:: mike kunkle ::
october 2014
improve human performance and deliver business impact
through training and more
Mike Kunkle Transform Sales Results with Effective Learning Systems 2
training is not
delivering results
Mike Kunkle Transform Sales Results with Effective Learning Systems 3
training can have
a massive impact
Mike Kunkle Transform Sales Results with Effective Learning Systems 4
goal: arm you to
think differently
about training to make a difference
current state of training
Hope
Reality
agenda – current state
5 :: mike kunkle :: transforming business results ::
agenda – solution
content
design
managers
transfer
coaching
measures
perf. mgt.
integration alignment
change
the big three top-producer practices engaging line managers managing change.
framework
6 :: mike kunkle :: transforming business results ::
current state: training spend
55.4
training expenditures 2008-2013 in $ billions
39.9
5.7
source: http://www.trainingmag.com/sites/default/files//2013_Training_Industry_Report.pdf
8 :: mike kunkle :: transforming business results ::
current state: training spend
source: http://www.trainingmag.com/sites/default/files//2013_Training_Industry_Report.pdf
average training budgets
by company size:
large - $17.6mm midsize - $1.2mm small - $301k
9 :: mike kunkle :: transforming business results ::
current state: results training
ATD (formerly ASTD): in 2012, half the respondents felt that 50% or less of training was relevant to their job
McKinsey: 75% of training programs fail to contribute to the success of the business
CEB: 50% of frontline managers believe shutting down the training department would have no impact on employee performance
coaching Nightingale-Conant: 67% of managers aren’t coaching & 52% are “too busy”
Objective Management Group: only 15% of managers spend 25% of their time coaching
Sales Management Association: frontline sales managers spend only 26% of their time managing performance (setting expectations, monitoring, coaching and development)
10 :: mike kunkle :: transforming business results ::
solution overview
framework effective learning systems integration, alignment, change
the big three
solution: framework or the big three
content
design
managers
transfer
coaching
measures
perf. mgt.
integration alignment
change
12 :: mike kunkle :: transforming business results ::
framework most common training focus
solution: framework or the big three
content
design
managers
transfer
coaching
measures
perf. mgt.
integration alignment
change
13 :: mike kunkle :: transforming business results ::
solution: framework
content
design
managers
transfer
coaching
measures
perf. mgt.
integration alignment
change
framework the difference
14 :: mike kunkle :: transforming business results ::
solution: framework
content
design
managers
transfer
coaching
measures
perf. mgt.
integration alignment
change
framework combined – very powerful it’s rare competitive differentiation
“our people are our greatest asset!”
15 :: mike kunkle :: transforming business results ::
solution: framework
but mike… (you ask)…
“what if we don’t have the… time resources budget support?”
16 :: mike kunkle :: transforming business results ::
the big three content managers change
solution: framework or the big three
content
design
managers
transfer
coaching
measures
perf. mgt.
integration alignment
change
17 :: mike kunkle :: transforming business results ::
remember the current state? the ugly facts…
this looks hard – why bother?
18 :: mike kunkle :: transforming business results ::
this works better some real results…
$398MM YOY, $9.96MM profit increase, 400% roi increased sales results 600% over previous year while decreasing net operating expenses by 21%
increased sales per rep by 47% in 9 months improved average profitability per rep by 11% in 4 months
new-hire 4-month reps outperform 5-year employees increased sales per rep in the 90-day period post-training by 2.3 per month (revenue increase of $36.6mm in 12 months).
this looks hard – why bother?
19 :: mike kunkle :: transforming business results ::
it impacts us all because… :: we all attend training
:: some of us will send employees
:: we have a fiscal responsibility (business sense)
:: it’s ethical
:: we believe that:
- people are important assets…
- and a competitive differentiation
and why should we care?
20 :: mike kunkle :: transforming business results ::
solution: framework
content: top producer practices task analysis – what do they do? sequence? – why? – how do they do it? when? (where?)
business process methods and practices performance levers* compare top & middle – differentiators continue | start | stop lists build content around replicable skills.
* my performance lever methodology for later reading: http://slidesha.re/PerfLevers082011
content
solution: the right content
priority focus
22 :: mike kunkle :: transforming business results ::
sound instructional design
process, not events
chunk, sequence, layer
separate knowledge and skill
elearning, virtual, classroom blends
focus on honing skills
performance support
build in feedback and accountability.
design
solution: learning design
23 :: mike kunkle :: transforming business results ::
basic instructional design for later reading: http://bit.ly/BasicISD
involve managers; improve skills
get buy-in for employee training
assess top manager performers
day in the life studies & best practices
gap analysis | differentiators
continue | start | stop lists
build content around replicable skills.
managers
solution: frontline manager engagement
24 :: mike kunkle :: transforming business results ::
get the training used on the job
design transfer plans into learning process
assess at various stages
use performance support
build social/community reinforcement
consider mobile & gamification
provide manager toolkits
connect reps & managers before, during and after training.
transfer
solution: planned transfer
25 :: mike kunkle :: transforming business results ::
get managers coaching train mgrs. 1st on emp. programs & coaching
mgrs. monitor progress through learning
mgrs. attend class w/ emp. as an in-class coach
mgrs. reinforce, train and coach, as taught
develop very-specific coaching programs – diagnose: form hypothesis
– dialogue + observe: confirm performance gaps
– develop: solutions based on gap type
– do: implement solutions to improve performance.
coaching
solution: coaching excellence
26 :: mike kunkle :: transforming business results ::
what gets measured gets done
agree on lead and lag indicators and verifiable outcomes for both learning & performance
report progress throughout training
develop post-learning reporting
establish regular cadence with manager/coaches
do testing over time (retention checks) and skill usage surveys
communicate success stories.
measures
solution: metrics & measures
27 :: mike kunkle :: transforming business results ::
set expectations & manage performance
beyond manager support for learning, training & coaching
establish a cadence of check-ins – review of activity plans, results, and dialogue /
observation / coaching
managers counsel and manage performance as needed, holding employees accountable
senior leaders hold managers accountable.
perf. mgt.
solution: performance management
28 :: mike kunkle :: transforming business results ::
this is all really change management
link training to business strategy
ask for top-down support
establish clear roles & responsibilities
communicate change plans, rationales, goals, risks, metrics, and impact
establish regular and open communication with leadership teams – share success stories
find and address issues quickly.
solution: integration, alignment, change
integration alignment
change
29 :: mike kunkle :: transforming business results ::
solution: the big three
the big three
this is the minimalist approach
not as impactful as the full framework
much better than the current state
if unable to implement a full-fledged learning system, start here
31 :: mike kunkle :: transforming business results ::
1. build content based on differentiating top-producer practices
2. engage managers in content, training, coaching and performance management
3. execute an aligned change plan with discipline
the big three
1. build content based on differentiating top-producer practices
2. engage managers in content, training, coaching and performance management
3. execute an aligned change plan with discipline
the big three
1. build content based on differentiating top-producer practices
2. engage managers in content, training, coaching and performance management
3. execute an aligned change plan with discipline
the big three
what’s on your mind?
?
questions thoughts
concerns ideas
? ? ?
? ? ?
?
appendix
effective learning systems
:: mike kunkle ::
:: transforming business results ::
about mike
mike is a training and organization effectiveness leader with special expertise in sales force transformation.
after his initial years on the frontline in sales and sales management, he spent the next 21 years as a corporate manager or consultant, leading departments and projects with one purpose – improve sales results.
today, in his role as commercial training & development leader for GE Capital, mike uses his in expertise in best-in-class learning strategies, methods, processes, and change leadership to develop the capabilities of sales representatives and sales managers to drive business results.
mike freely shares his own sales transformation methodology, speaking at conferences and writing online (see http://slidesha.re/PerfLevers082011 and http://bit.ly/EffectiveSalesLearningSystems as examples) and can be reached at <mike at mikekunkle dotcom>, through his blog at http://www.mikekunkle.com, or on various social media sites. – linkedin – twitter – google+ – slideshare
let’s get connected!
http://www.mikekunkle.com/about-me
the thoughts and opinions expressed here are my own
37 :: mike kunkle :: transforming business results ::
performance lever presentation
http://slidesha.re/PerfLevers082011
training industry stats
http://www.trainingmag.com/sites/default/files//2013_Training_Industry_Report.pdf
more on effective learning systems
http://www.mikekunkle.com/2014/07/30/stop-wasting-money-on-sales-training/
http://www.slideshare.net/MikeKunkle/sales-training-mission-impossible-or-mission-accomplished-09062013-slide-share
http://blogs.richardson.com/2013/07/03/using-tailored-post-program-sales-coaching-to-get-results-from-sales-training/
http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm
http://humanresources.about.com/od/trainingtransfer/fl/9-more-tips-for-training-transfer.htm (see “more tips” links at bottom of article)
http://www.trainingindustry.com/media/16392137/training_s_role_in_implementation_of_strategic_sales_initiatives_v5.pdf
appendix: resources to explore
38 :: mike kunkle :: transforming business results ::