The Democratization of Learning and Development
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The document discusses the importance of democratizing learning and development (L&D) within organizations, emphasizing that engaging employees is essential for productivity and growth. With technology enabling new ways of learning, organizations must adapt their L&D strategies to support informal learning and empower workers, rather than relying solely on traditional methods. The future of L&D will require collaboration between leadership and employees to integrate personalized and flexible learning opportunities that address skills gaps.
The Democratization of Learning and Development
- 2. Degreed is a unified learning platform that helps organizations and people target learning at their skills gaps — however and wherever they build their expertise. INTERNAL LEARNING & TALENT SYSTEMS + EXTERNAL TRAINING CONTENT + INFORMAL LEARNING ECOSYSTEM ABOUT DEGREED LMS Instructor- led classes Videos Webinars Custom Portals Online Courses MOOCs Books Articles Live Events
- 3. HELLO. LET’S TALK ABOUT… Managing human capital in the on-demand economy L&D of the people, for the people, and by the people How to re-wire learning and development for democracy Toward a more perfect union (L&D, workers and managers) Q&A 1 2 3 4
- 5. AUDIENCE POLL: QUESTION #1 WHICH GOAL MOST INFLUENCES HOW YOUR ORGANIZATION INVESTS IN LEARNING AND DEVELOPMENT? (CHECK ONLY ONE) 1. Employee engagement 2. Customer satisfaction 3. Revenue growth 4. Cost efficiency and profits 5. Something else (use the chat box)
- 6. This is not noble. This is about how to drive businesses... Engagement drives productivity. ORACLE CEO, MARK HURD “ Source: Forbes, The Compelling Business Case For Driving Employee Engagement, 4/2016
- 7. CEOS INVEST IN EFFICIENCY …NOT IN ENGAGEMENT Source: CEB, The Career Path is Dead!, 7/2015; SAP, Research Shows Companies Unprepared For Future of Work, 9/2014; McKinsey & Company, How Many of Your Daily Tasks Could Be Automated?, 12/2015 From careers... to gigs... and robots Employees now stay at the same career levels for 30% longer than they did in 2010. 83% of executives plan to increase use of contingent and temporary workers. 45% of work activities (and 5% of jobs) could be automated using current technology.
- 8. GETTING EMPLOYEES ENGAGED IN WORK IS STILL A PRETTY NOVEL IDEA FOR CEOS Source: Forbes, Why The World's Dumbest Idea Is (Finally) Dying, 6/2014; SHRM, Employee Engagement at 25, 5/2016 1973: PETER DRUCKER The only valid purpose of a firm is to create customers. 1970: MILTON FRIEDMAN The purpose of a firm is to maximize profits and value for shareholders. 1990: WILLIAM KAHN To engage employees, approach them as true partners in their work.
- 9. LEARNING AND DEVELOPMENT MAKE EMPLOYEE ENGAGEMENT HAPPEN Source: Aon Hewitt, 2015 Trends in Global Employee Engagement: Making Engagement Happen, 6/2015 TOP 3 WAYS TO DRIVE EMPLOYEE ENGAGEMENT Learning & development Build inspiring leadership Create a compelling value proposition Grow performance and careers { #1 #2 #3
- 10. CLOS INVEST IN EFFICIENCY …NOT IN ENGAGEMENT Source: IMD / KPMG, Corporate Digital Learning: How to Get It “Right”, 9/2015 32% 23% 16% 12% 7% 5% WHY DO CHIEF LEARNING OFFICERS USE DIGITAL? Meet the needs of Gen.XYZ Quality Convenience Consistency Cost Reach
- 11. TRADITIONAL L&D IS NOT OBSOLETE; BUT IT ISN’T COMPLETE Source: Degreed, How the Workforce Learns in 2016, 1/2016 On average, workers give their employers’ learning and development opportunities a Net Promoter Score of… DETRACTORS (-100) PROMOTERS (+100) -31
- 12. THE TAKE- AWAY Getting employees engaged in their work is more vital than ever. And L&D is essential to making that happen. But new ways of working require new ways to learn and develop. Right now.
- 13. L&D OF THE PEOPLE, FOR THE PEOPLE, AND BY THE PEOPLE
- 14. AUDIENCE POLL: QUESTION #2 WHO DRIVES MOST OF THE LEARNING AND DEVELOPMENT HAPPENING IN YOUR ORGANIZATION? (CHECK ONLY ONE) 1. L&D leaders 2. Business leaders 3. Line managers 4. Workers 5. Someone else (use the chat box)
- 15. BAIN & COMPANY PARTNERS, ERIC GARTON AND MICHAEL MANKINS Satisfied employees have the tools, training and resources to do their jobs well. Engaged employees learn and grow every day. “ Source: Harvard Business Review, Engaging Your Employees Is Good, but Don’t Stop There, 12/2015
- 16. TODAY’S WORKFORCE LEARNS SOMETIMES AND ALL THE TIME Source: Degreed, How the Workforce Learns in 2016, 1/2016 EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR INDIVIDUALORGANIZATIONAL Coaching & mentoring E-learning courses Instructor-led classes Conferences & trade shows Web search Peer/team interaction Articles & blogs Videos Books Apps Online networks Webinars Live networking Online courses Podcasts & audio books Live classes (external)
- 17. TODAY’S WORKFORCE LEARNS SOMEPLACE AND ALL OVER THE PLACE. Source: Degreed, How the Workforce Learns in 2016, 1/2016 85% AT WORK 67% PERSONAL TIME 18%DURING TRAVEL
- 18. TODAY’S WORKFORCE DEMANDS TRAINING AND TRANSFORMING 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 Workers spend 3.3 hours learning on their own each week — but just 37 minutes on their employer’s training. 61% of people say they would put in even more time learning on their own if they got credit for it at work. 75% invested their own money (an average of $339) in career-related learning / professional development last year.
- 19. LEARNING & DEVELOPMENT IS SOMEONE’S JOB AND EVERYONE’S Source: Degreed, How the Workforce Learns in 2016, 1/2016 21% 28% 43% 47% 23% 55% 69% L&D or HR department Employer's LMS Browse specific resources Search the Internet External network Peers at work Boss or mentor WORKERS GET GUIDANCE FROM PEOPLE, TECHNOLOGY AND L&D
- 20. SMARTER CLOS ARE ALREADY INVESTING TO MANAGE LESS AND EMPOWER MORE Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015 -20% +29% +13% +90% Less training via ILT, vILT or e-learning More learning via on-the-job experiences More learning via collaborating and coaching More learning via on-demand resources HIGHER-IMPACT L&D ORGANIZATIONS DELIVER...
- 21. THE TAKE- AWAY Organizations still need L&D teams. But CLOs now have two jobs to do: Supplying classes, courses and programs… And enabling self-serve and peer-to-peer L&D.
- 22. HOW TO RE-WIRE LEARNING AND DEVELOPMENT FOR DEMOCRACY
- 23. AUDIENCE POLL: QUESTION #3 HOW MANY DIFFERENT RESOURCES DO YOU THINK A TYPICAL WORKER IN YOUR ORGANIZATION USED FOR THEIR PROFESSIONAL DEVELOPMENT THIS YEAR? (CHECK ONE) 1. 0 2. 1 to 5 3. 6 to 10 4. 11 to 20 5. 20+
- 24. TODAY’S WORKFORCE DEMANDS FRICTION-FREE L&D Source: Degreed, How the Workforce Learns in 2016, 1/2016 Worker Expertise Not enough time for L&D offerings Not enough guidance or direction Not enough recognition or reward -47 NPS -62 NPS -71 NPS OBSTACLE #1 OBSTACLE #2 OBSTACLE #3
- 25. INTEGRATE EVERYTHING PEOPLE NEED TO LEARN, WHEREVER IT’S FROM Firewall LMS Document management & collaboration Enterprise Social Network Virtual Training System Skillsoft Harvard Manage Mentor Cross Knowledge getAbstract Safari MindTools Udemy Pluralsight …and more User Generated Content YouTube TED Microsoft Virtual Academy Coursera edX Udacity NovoEd IDEO U General Assembly The Economist The Wall Street Journal Pocket Feedly Stack Overflow ...and more (much more) L&D/HR SYSTEMS PAID CONTENT OPEN RESOURCES Source: Degreed, Democratizing Learning and Development, 12/2016 + +
- 26. CHANNEL PEOPLE’S CURIOSITY THROUGH PERSONALIZATION AND GUIDANCE • Targeted experience, personalized for each user • Unified search of internal and external resources • Track formal and informal learning activities
- 27. ENABLE PEOPLE TO FIND MENTORS AND SHARE THEIR OWN EXPERTISE • Search content, people, skills and career paths • Follow, share and collaborate with experts and mentors • Lifelong learning profile
- 28. TARGET DEVELOPMENT AT PEOPLE’S SKILLS GAPS AND PLUG INTO THEIR DAILY HABITS • Data-driven job profiles • Role-based pathways • Mobile apps • Browser extensions • Integrations and APIs
- 29. ATLASSIAN CLO, SAM HAIDER It is the age of APIs... We can now strategically choose the value that we want to bring together and connect it via APIs. “ Source: Degreed, LENS SF: The Digital CLO Conference, 11/2016
- 30. THE TAKE- AWAY Organizations require control and efficiency. Employees demand flexibility and choice. “Either/or” rarely works for workers. New tools and technology can help ease the tension.
- 31. TOWARD A MORE PERFECT UNION… OF L&D, MANAGERS AND WORKERS
- 32. AUDIENCE POLL: QUESTION #4 WHICH ROLES IN YOUR L&D ORGANIZATION DO YOU THINK WILL CHANGE OR EVOLVE MOST OVER THE NEXT FEW YEARS? (CHECK ALL THAT APPLY) 1. CLOs 2. Learning consultants / program managers 3. Designers / developers 4. Trainers / facilitators 5. Technology / LMS managers
- 33. THINKING DIFFERENTLY Purpose and priorities Tesla’s L&D leaders want to create less learning for workers …and to curate more. Source: CLO, The Missing Ingredient in L&D Innovation: You, 11/2015
- 34. LEADING DIFFERENTLY Strategy and operations MasterCard’s global talent development leaders are exploring and experimenting. Source: CLO, The Missing Ingredient in L&D Innovation: You, 11/2015
- 35. WORKING DIFFERENTLY Organization and tools Source: CLO, The Missing Ingredient in L&D Innovation: You, 11/2015 Bank of America’s learning & leadership development team is picking up new skills.
- 36. THINKING, LEADING AND WORKING DIFFERENT REQUIRES NEW CAPABILITIES IN L&D LEADING Managing programs Managing portfolios DESIGNING Creating content Curating experiences FACILITATING Training classes Managing communities CONNECTING Administering LMSs Integrating and managing products AND AND AND AND Source: Degreed, LENS SF: The Digital CLO Conference, 11/2016
- 37. PROCTER & GAMBLE CLO, ANN SCHULTE You are not giving up control to the learners. You are sharing control with the learners. “ Source: Bersin by Deloitte, IMPACT 2016 Conference, 4/2016
- 38. THE TAKE- AWAY Innovation New mindsets + New processes/practices + New tools/technology + New capabilities =