leadership pipeline as a part of elearning implementation
DESCRIPTION
Build a strong leadership pipeline within your organization with eLearning.TRANSCRIPT
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LEADERSHIP PIPELINE AS A
PART OF ELEARNING
IMPLEMENTATION
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[email protected] Nidhi Khanna
L&D Consultant
Presented by
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How technology-based learning improves leadership development
How technology-based learning can be used at every level
Learn how Talent Management strategy creates a higher-performing Workforce
Learn how to manage the change associated with introducing technology into learning strategy
Our Agenda
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12+ years in eLearning
200+ Customers
35 countries
2.5 Million Learners
24x7 Learning is India’s premier eLearning solutions company, with offerings that align with the talent
development needs of large and fast growth organizations
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Our Approach
Consulting
Technology Expertise
• Learning Culture Assesment • Skill Gap & Training Need Assesment • Competency Mapping
• LMS - 24x7 LearnTrakTM • Customized eLearning Content
• Generic IT & Soft Skills Content • Domain Specific Content
Implementation
Services
• Installation of 24x7 LearnTrakTM • Integration with ERP & HRMS • Post Implementation Support Services
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Why Is Leadership Development Important?
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Financial
return
Strategic
advantage
Positive
reputation
Continuous
innovation
Employee
satisfaction
& retention
Organizational
agility
Ease of recruiting
desirable
employees
Productivity and
faster resolution
of problems
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Some Alarming Statistics
Only 4% US employees report a reliable leadership pipeline
76 million baby boomers plan to retire in the next 10 years
17% increase in the number of management jobs
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The Effects of Poor Leadership
Morale drop
Physical effects
Resources mismanagement
Lack of motivation
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80% of
organizational
problems
Are
People-related
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Developing Your Leadership Pipeline
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Focus on development
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Developing Your Leadership Pipeline
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Identify linchpin
positions
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Developing Your Leadership Pipeline
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Make it
transparent
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Developing Your Leadership Pipeline
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Measure progress regularly
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Developing Your Leadership Pipeline
11% U.S. organizations
routinely look externally
before filling critical
roles
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How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more efficient
Technology can be used to extend the benefits of training over time
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www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited.
How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more efficient
Technology can be used to extend the benefits of training over time
14
www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited.
How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more efficient
Technology can be used to extend the benefits of training over time
15
www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited.
How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more efficient
Technology can be used to extend the benefits of training over time
16
www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited.
How technology-enabled learning improves leadership
development
Increasing the reach of leadership training
Making leadership ‘systemic’
Making leadership training faster and more efficient
Technology can be used to extend the benefits of training over time
17
www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited.
How Technology-based learning can be used at every
level
• Entry-level employees— 86.9%
• First-line managers— 90.5%
• Middle-level executives— 81.0%
• Senior-level executives— 70.8%
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Middle Manager
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Benefits
Investment in middle managers ensures a
steady stream of talent flowing into the executive ranks
Middle managers form a critical link between high
level strategy and implementation by front
line managers
Improving middle managers’ skills is likely to increase retention of front line managers and
their performance
Downsides
Time spent at seminars or in training classes
takes managers
away from their jobs
Outside seminars and/or “boutique” trainers can
be costly
What’s learned in the classroom does not always translate into
better on-the-job performance
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Front-line manager education
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Benefits
Retention of managers and their
employees
Morale of individual contributors
More consistent execution of
projects and faster problem solving
Better communication in
both directions
Downsides
Cost of training
Time away from work
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Technology can be used to support front-line manager education
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Technology-enabled learning
can reduce training costs by 17%
• Business skills courses
• SkillSims™, Challenge Series and Business Impact Series
• Books24x7® BusinessPro™ Collection
• Leadership Development Channel™
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Individual contributors/professionals
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Benefits
Employee engagement and
retention
Improved project management
More cohesive teams and higher
morale
Faster problem solving and more agile response to
change
Downsides
Employee turn-over reduces return on
investment
Costs and time away from work
must be balanced with benefits
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How Technology Can Be Used To Train Individual Contributors/Professionals
88% of learners want to be able to learn at their own pace
71% considered how to use mobile devices for learning in 2013 (compared to 45%
in 2012)
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Technology enabled learning
reduces staff turnover by 9%
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Change Management From A Different Perspective
Organization
Human Resource/
L&D
Manager
End Users
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Examine each of
these
stakeholders
groups when
managing change
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Change management from an organizational
perspective
1. Making business
sense: Analyze ‘hard facts’
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2. Technology capability
and ownership
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3. Culture and climate
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Change management from an organizational perspective
Technology
34% of users reported resistance by
classroom training staff to adopt new technology
in 2013.
(Dropping from 47% in 2012)
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Training function
Top Companies are:
a. Twice as likely to agree that staff put what they
learn into practice
b. Twice as likely to agree that they have noticed
positive changes in behavior
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Learning self-management
53% organizations reported lack of skills
amongst staff to manage their own learning
(Dropped from 63% in 2012)
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Functional Perspective to Managing Change in
Learning strategy
Readiness to design, develop and manage
technology
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LMS and the ‘One stop shop’
systems integration Preparing managers and learners
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A Manager Perspective to Managing Change in
Learning
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Roles and responsibilities
Refining the implementation
Introducing the technology
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Graphs Showing The Growth Of eLearning Since
1980
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