The L&D challenge for 2014: Balancing business priorities and individual needs
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Transcript of The L&D challenge for 2014: Balancing business priorities and individual needs
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The L&D challenge for 2014:
Balancing business priorities and individual needs
28th March 2014
Laura Overton
Laura@towardsmaturity org
lauraoverton
28th March 2014 In association with
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The balancing actbusiness alignment is increasing priority, so is staff engagement with
learning
The needs of business leaders:
• Business priority• Managing Change/Agility• Talent• Results
The needs of Staff:
• Relevance• Flexibility
• Recognition• Support
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Responses from webinar delegates:
Where do you focus your attention right now?
Meeting the needs of business
11%Meeting the needs of in-
dividuals17%
Both – but it is hard to get the balance right
63%
Neither- we are mainly focussed on course deliv-
ery17%
None of the delegates felt that they were currently able to focus on business and individual needs successfully
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Get the balance wrong
When we focus purely on:
• Efficiency• Bottom line
results
Staff maybe reluctant to engage
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Get the balance wrong
The business maybe reluctant to pay!
Focus purely on Experience
ChoiceFlexibility
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Getting the balance right
Business priority
Managing Change
Talent
Results
Relevance
Flexibility
Recognition
Support
Alignment
Speed
Customer driven
Performance
Focus for L&D:
The Towards Maturity New Learning Agenda highlights 4 areas of focus that allows us to create the right balance – download at www.towardsmaturity.org/2013Benchmark
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Limited under-standing of
stakeholder, 31%
Resources (Budget/Time),
50%,
Credibility of L&D, 19%
Other, 13%
What is the biggest challenge in getting the balance right?
What practical tips can we learn from top performing organisations to help us achieve this?
Responses from webinar delegates:
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Find out what the problem is!
Alignment – Tip 1
Only 55% agree that they
analyse the problem before
recommending a solution
Recommended Resources:www.performanceconsultingbook.co.uk/products-page/ www.amazon.com/Seeing-Eye-professionals-alignment-business/dp/1477246746
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Listen – to everyone!
• All stakeholders• Advice on needs
• Guiding development at
all stages • Influencing• Support• Review
Alignment- Tip 2
Set up a steering group
‘training is training, but what we actually do in the workplace is different’How to overcome the culture shift?
The steering group was fundamental to award winning success of Touch Programme at HC-OneHC-One case study can be found in Feb 2014 Edition of eLearning Age magazine
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Keep it simple
Our recommendation is to be brave, challenge and take risks but keep
your focus.Do one thing, do it well
then move on!
Reducing call handling times at
• Addressing top 4 issues only• Short & sharp• Shared via a simple portal• Clearly communicated
Jason Pitfield, L&D Manager LV=Winner of LPI Social & Collaborative Learning Award
Speed- Tip 3
See page 45 New Learning Agenda for more information www.towardsmaturity.org/2013benchmark
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Respond fast
• The Help desk challenge• The quick response –
Youtube Style• Relationship - tracking
impact• Reduction in help desk
calls by 50%
Speed – Tip 4
See full case study for more inspirationwww.towardsmaturity.org/article/2012/03/18/barnardos-delivers-e-learning-excellence/
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Create clear paths for progress
Driving leadership and innovation for competitive advantage
What does a good lawyer look like?
Customer driven – Tip 5 22% of L&D teams support career aspirations
(or personal job goals) yet 66% of learners sayrecognition is important to them
Resulting Skills Compass helps maps roles, defines content strategy
See full case study for more inspirationwww.towardsmaturity.org/article/2011/11/22/leadership-learning-innovation-eversheds/
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How do you know what is important to your learners?
Responses from webinar delegates:
We ask them – systematically
gathering feedback, 31%
We ask them – annecdotes
and conversa-tion, 25%
We guess, 19%,
We don’t , 38%,
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90,000 staffConverting compliance training meant
challenging L&D assumptions about learners:
Only 30% training staff owned smartphones compared to
80% of soldiersThe result?
7 basic modules converted to apps
Take the time to understand your learners
‘Less about me, more about you
Customer driven- tip 6
See full case study for more inspirationwww.towardsmaturity.org/article/2013/09/13/british-army-compliance-training-goes-mobile/
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Design to connect
Customer driven- Tip 7
• Connecting with reality- The Bystander issue
• Gritty , immersive• Powerful storylines• Real life accounts• As close to real world
as you can get
Resuscitation Council & Unit 9 breathes new life into e-learning – lessons from a multiple award winner
Lifesaver Project
See full case study for more inspirationwww.towardsmaturity.org/article/2014/02/28/resuscitation-council-breathes-new-life-e-learning/
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Don’t neglect managers
Less than half of L&D agree that their staff understand how their work is linked to the organisation's performance
Performance- Tip 8
• Care home managers vital role
• Able to localise messages • Local dashboards/Grids• Alerts• Local Learning Ambassadors
HC-One case study can be found in Feb 2014 Edition of eLearning Age magazine
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Communicate successes
Performance- Tip 9
Reduced Call Handling times by 20%Communicated successes
Stimulated demand
• Tracking what is important to business
• Reporting against business priorities
• Capturing what is important to individuals
• Sharing individual stories of success
• Reviewing to keep learning aligned
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What do you think will be the biggest benefit in getting the balance right in your
organisation?
Responses from webinar delegates:
Learner engagement
More resources allocated
Deliver more bottom line value
More credible L&D
0% 10% 20% 30% 40% 50% 60% 70%
69%
13%
63%
38%
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These tips work!
Learners put what they learn into practice quickly
Learners recommend to colleagues to improve job performance
Significant contribution to increasing our revenue
Postive contribution to improvements in productivity
Positive changes in staff behaviour
Managers agree additional business benefit achieved
0% 10% 20% 30% 40% 50% 60% 70%
Top Q average Q4
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#CLCwebseries
10 years of insights
An evidence based approach to learning that balances the needs of individuals and businesseswww.towardsmaturity.org/2013benchmark
The New Learning Agenda:
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Do something!
1. Find out what the problem2. Listen (to everyone)3. Keep it simple4. Respond quickly5. Create clear paths for progress6. Understand your learners7. Design to connect8. Don’t neglect managers9. Communicate successes
Tip 10
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What will you do differently as a result of today?
Find out more:
Image credits:The Noun Project , thanks to Nate Eui, Fission Strategy and Lorena Salagre
and Freedigitalphotos.net thanks to Stuart Miles, Salvatore Vuono and digital Art
www.theclc.info
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Download theNew Learning
AgendaToday
Or ask us for your future proof L&D information pack
www.towardsmaturity.org/2013benchmark
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Leading learning organisations who share our passion that independent research should be freely available to all .
To join or find out more go to:
www.towardsmaturity.org/ambassadors
Download the New LearningAgenda for free today
thanks to Towards Maturity Ambassadors
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About Us Towards Maturity is a benchmarking practice that provides authoritative
research and expert consultancy services to help assess and improve the effectiveness and consistency of
L&D performance within organisations. It leverages the data gathered from the largest learning technology benchmark in Europe.
Download our case studies to support your business case for change at
www.towardsmaturity.org
Find out your own Towards Maturity Index to see if you are amongst the
top learning companies at http://mybenchmark.towardsmaturity.org/
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