The 70-20-10 Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante...

The 70-20-10 Design Approach to On-Demand Learning Using Agile

W121May 20, 2015

Suzanne SquillanteSenior Principal, HR Talent Development

Lynne IatiDirector, HR Talent Development

2© Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted.

CA is one of the largest, independent system software companies in the world that continues to transform the face of business.Since 1976, we’ve been a culture of innovation—half of our 13,000 person workforce is in development, creating better ways of managing, securing and deploying IT infrastructure.

3 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted.

Agenda

What is Learning on Demand?

Discovery

Strategy

Journey

Lessons Learned

Learning on Demand


Got a question?

Using the index card in front of you, write down a question you would like answered during this session.


What do you do when you need

to learn something

quickly?

#ATD2015LOD


Best Use of Blended Learning

Presented to

CA TechnologiesLearning on Demand

2014

#ATD2015LOD


What is Learning on Demand?

Reduce travel costs Easy access Just-in-time Skill reinforcement Experiential learning Map to competencies#ATD2015LOD


Industry StandardsLearning on

Demand

Instructional DesignDesign and develop informal and formal learning solutions using a variety of methods.

Training DeliveryDeliver informal and formal learning solutions in a manner that is both engaging and effective.

Learning TechnologiesApply a variety of learning technologies to address specific learning needs.

#ATD2015LOD


Industry StandardsLearning on

Demand

On-Demand Learning Capability

#ATD2015LOD


Discovery & AnalysisLearning on

Demand

Content Focus Areas:1. Change Management

2. Leadership

3. Accountability

4. Communication

HRBP SurveyEmployee

Opinion Survey(EOS)

Current Business Needs

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Content Organization

On-Demand

contentDiscussion Workshops

Performance Support

Learning on Demand

#ATD2015LOD


Content Analysis ToolLearning on

Demand

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What top key indicator would you use to determine topics for on-demand learning?

Learning on Demand

Poll:http://bit.ly/poll_one

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What is Agile Scrum?

#ATD2015LOD


Methodology originated in software development Targets most valuable work Iterative & incremental approach Increases value Solutions evolve through collaboration Roadblocks are removed Productivity is maximized

What is Agile Scrum?

A G I L E

#ATD2015LOD

Learning on Demand


Development

One Agile Scrum TeamSelf-directed, collaborative team consisting of Scrum Master, Instructional Designers & Subject Matter Experts.

Sprints: Blocks of time where works gets done

Focus: Always working on what will bring the most value

Bite-sized learning resources: Tools, templates, video snippets, case studies virtual eLearning, tips 2GO

Content Access: Platform for easy access

Sprints Deliverables Solution

Learning on Demand

9 34 14.5 months – velocity rate of average 68.7 hours per sprint – 550 total hours for the entire project

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Analysis & Content Build

Implementation

Analysis & Content Build

Pilot

Measurement Strategy

Marketing & Communications Strategy

Change Management Strategy

Learning on Demand

#ATD2015LOD

What methodology can help you achieve goals at the highest velocity rate?

Learning on Demand

Poll:http://bit.ly/poll_two

#ATD2015LOD


Learning on Demand

#ATD2015LOD


Topic PageLearning on

Demand

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Learning on Demand

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Options:

Live, local workshops:– HRBPs– Local Business Leaders– Managers

Virtual sessions in various time zones

Discussion WorkshopsLearning on

Demand

#ATD2015LOD


Participant FeedbackLearning on

Demand

“The case studies used in the workshop were relevant to local business challenges.”

“Excellent core content! Prepared me for the workshop.”

“The layout of the site was easy to follow and logically organized.”

“There were good interactions during the session. It gave good perspective on the way others are seeing things.”

“The exercises were relevant to our day to day work. That will help us in applying the learning to our work quickly.”

#ATD2015LOD

Would you use a workshop experience as part of your on-demand solution?

Learning on Demand

#ATD2015LOD

Poll:http://bit.ly/poll_three

#ATD2015LOD


Learning in the WorkplaceLearning on

Demand

70%

On-the-Job

20%Mentoring, Coaching

10%Classroom, eLearning,

Reading

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Managing & Leading

FormalLearning

Peer Groups

Participant with

Manager

Interactive Class Sessions

Network | Experiential | Blended

Small, targeted, easy to consume content

Roadmaps

Harvard ManageMentor, Corporate Executive Board, Ted Talks and more

Short videos of other managers and role models

Guest speakers

Guides, documents, templates, checklists, and action plans as takeaways

Social Technology

On the Job Activities

Newly Promoted

Existing Matrix Manager

Scrum Master

Project Manager

Newly Hired

70-20-10 Learning Model

Learning on Demand

#ATD2015LOD


Team responded positively to working on an Agile Scrum methodology. Fostered collaboration, productivity and accountability.

Audience feedback indicated the experiential learning opportunities (discussion workshops) were critical to applying the skills and complemented the on-demand content.

Team adopted a sense of urgency to complete tasks producing results with greater velocity—providing a sense of accomplishment and job satisfaction.

CollaborationProductivity

Accountability

Job SatisfactionTeamwork

Skill Application

Lessons LearnedLearning on

Demand

#ATD2015LOD


Learning on Demand

#ATD2015LOD

1. What you have tried at your company?

2. What do you want to try?3. What other ideas do you have?4. Discuss any resources you have

found that are valuable.


Change Management StrategyLearning on

Demand

#ATD2015LOD


Measurement Level Story Measurement Tool

Level 1Overall Satisfaction

Average overall satisfaction survey score of 3.8 or higher.[Scale 1: Strongly Disagree to 5: Strongly Agree]

Survey

Level 2Knowledge Transfer

The knowledge transfer average score of the post assessment is at least 50% higher than the average score of the pre-assessment.

Pre and Post assessments

Level 3Level of Impact/ Behavior Change

Rate the level of impact the content has had on the learners’ ability to successfully perform their job. [Target is 70% favorable]

Focus groups: 30-60 days post completion Solicit stories of skill application

Level 4Business Impact

An increase in YOY favorable scores of an Employee Opinion Survey (EOS) questions related to corporate competencies.

Examine the results for specified EOS questions

Level 5Return on Expectations

(ROE)

Quantify the reduction of the Talent Development travel costs.

Comparison of YOY actual travel spend

Measurement StrategyLearning on

Demand


Session materialsResource Description

On-Demand Checklist Key items you can follow to create on-demand solutions

On-Demand Analysis Worksheet Used to map ILT content into on-demand learning modalities

The following resources are samples using the content topic of change management:

Discussion Workshop PPT Slides Sample slides used by facilitator of discussion workshop

Discussion Workshop Case Studies and Scenarios

Sample case studies and scenarios for discussion workshop

Two Role Plays Sample role plays for discussion workshop

Discussion Workshop Action Plan Sample action plan participants can use to apply skills on the job after discussion workshop

Manager Toolkit Guide to assist managers as they support learners on the job

#ATD2015LOD

Learning on Demand


What is your key takeaway?Learning on

Demand

#ATD2015LOD


Learning on Demand

Questions?Learning on

Demand

Lynne [email protected]

Suzanne [email protected]

#ATD2015LOD

http://www.atdconference.org/attendees

The 70-20-10 Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante...

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