4 Effective Strategies for Engaging the New Consumer Learner
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Transcript of 4 Effective Strategies for Engaging the New Consumer Learner
4 EFFECTIVE STRATEGIES FOR ENGAGING THE NEW CONSUMER LEARNERMarch 16, 2017
Ollie Craddock | Mind ToolsDeputy [email protected]
Sarah Danzl | DegreedContent and [email protected]
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WHY LISTEN TO US
More than 28 million learners around the world use our resources
every year
Our clients aresome of the
biggest organisations in the world
Three global surveys
of more than 2000 managers,
conducted in 2016 and 2017
Specialists in management
and leadership development
AGENDA
HELLO.
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1We’re Degreed.And Mind Tools 2
34
Learning in 2017: Snapshot
4 things you can do
Why it matters
Mastercard Client Study
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LEARNING IN 2017
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UK HSE Labour Force Survey, Oct 2015
440kcases a year of workplace
stress
9.9mdays lost in 2014/2015
Workoverload
a main cause
70%experience stress from
work
22%of people
“under extreme stress”
American Psychological Association, Jan 2012
VERY BUSY, AND VERY STRESSED
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LIVING LONGER AND STAYING SHORTER
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MindTools.com, 2016 and 2017 surveys (Sample size = 1,348. and 287)
Self directed learning
LEARNERS WANT CONTROL
Prescribed training
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MindTools.com, 2016 (Sample size = 1,184)
AND THEY’RE SPENDING A LOT OF TIME LEARNING
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LEARNING IS HAPPENING…
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EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR
FROM A VARIETY OF SOURCES
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Coaching &mentoring
e-learning courses
Instructor-led classes Conferences &trade shows
Web search
Peer/teaminteraction
Articles & blogs
Videos
Books
Apps
Online networksWebinars
Live networking
Onlinecourses
Podcasts &audio books
Live classes (external)
SELF
-DIR
ECTE
DL&
D-LE
D
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EVERYWHERE
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SO WHAT CAN YOU DO?
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1. PUT LEARNERS’ PRIORITIES FIRST
LEARNERS WANT… SO L&D SHOULD.
Solve
Find
Access
Value
Create
Manage
Control
Track
Assemble
Empower
Enable
Guide
or
or
or
or
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2. MANAGE LESS, EMPOWER MORE
Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
-20% +29% +13% +90%Less training
via ILT, vILT ore-learning
More learningvia on-the-job experiences
More learningvia
collaborating and coaching
More learningvia on-demand
resources
Higher-Impact L&D Organizations Deliver…
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3. MAKE IT RELEVANT AND PERSONAL THROUGH CURATION
Source: Degreed, Curation and Personalization Framework, 10/2016
PROFESSIONAL
L&DCurating
PERSONAL
IndividualsCollecting
PEER-TO-PEER
TeamsSharing
TECHNOLOGY
AlgorithmsRecommendin
g
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4. RECOGNIZE AND VALUE ALL KINDS OF LEARNING
Source: TinCanApi.com, Who’s using the Tin Can API?, 6/2015; Degreed internal data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn: Please Fix Endorsements, 2/2014
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THE TAKE-AWAY
“Employees at all levels expect dynamic, self-
directed, continuous learning
opportunities from their employers.”
Global Human Capital Trends 2016 (Deloitte University Press)
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WHY IT MATTERS
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TODAY’S WORKFORCE HAS DRIVE
Source: Degreed, Bring Your Own Learning, 2/2015; Degreed, The Importance of Informal Learning, 7/2015; Degreed, How the Workforce Learns in 2016, 1/2016
5X 61% $339.00
Workers spend 3.3 hours learning on their own each week, 37 min. from employer training.
61% would put in even more time on their own if they got professional credit for it.
75% invested their own money (average of $339 each) on career-related learning last year.
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THE WORKFORCE LACKS SKILLS FOR THE FUTURE.
PWC 18th Annual CEO Survey
81% of US CEOs are looking for a much broader range of skills when hiring than they did in the past.
Skills
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MORE PRODUCTIVE LEARNING CULTURE MEANS BETTER BUSINESS RESULTS
Employees perform 12% better
Companies see 1.4% higher revenues
Companies see 3.2% higher profits
Attain and retain employees
Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014
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DON’T TAKE OUR WORD FOR IT: MASTERCARD’S STORY
MORE FREQUENTLY.MORE PEOPLE… LEARNING SMARTER…
+ People are motivated to learn. But they’re just hyper-busy.
Busy people are learning, but in a different way.This presents an opportunity if we share control.
4 key strategies to engage: 1. Understand your learner as a customer 2. Empower, don’t control 3. Relevant and personal 4. Value and recognise all learning
The consumer learner expects a self-directed, continuous learning opportunity.
A more productive learning culture delivers impact to your business results.
KEYTAKE-AWAYS