Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, New York City
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Are you ready for today's learners? According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century. Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
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Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, New York City
- 4. Corporate Learning in 2016 Seven trends shaping the future Josh Bersin Principal, Bersin by Deloitte March, 2016
- 5. Corporate Learning in 2016 Seven trends shaping learning for 2016 The New World of Work: Learning at the Center 1. Economics: The Learning Curve is the Earning Curve 2. Brand: Learning as Employment Brand 3. Growth of Corporate L&D: Faster than Ever 4. Shift in the Learning Mix: Content and Curation as King 5. Managing Content: Today’s New Challenge 6. 21st Century Career Management: A New Opportunity 7. Modernizing L&D: Transformation of the Function
- 6. Percent rating trend important Importance of Human Capital trends to business Organizational design Leadership Culture Engagement 92% 89% 86% 85% Learning Design thinking Skills of HR organization People analytics Digital HR Workforce management 77% 74% 71% 84% 79% 78% % very important 2016 56% 57% 54% 48% 44% 39% 36% 36% 32% 28% % very important 2015 … 50% 50% 39% … 39% 29% … …
- 7. Shared values and culture Transparent goals and projects Free flow of information and feedback People rewarded for their skills and abilities, not position Organizational design A network of teams B A DCF A C D E B G How things were How things “are” How things work E
- 8. The overwhelmed employee The “average” US worker now spends 25% of their day reading or answering emails More than 80% of all companies rate their business “highly complex” or “complex” for employees. The average mobile phone user checks their device 150 times a day. The “average” US worker works 47 hours and 49% work 50 hours or more per week, with 20% at 60+ hours per week 40% of the US population believes it is impossible to succeed at work and have a balanced family life. Sources: Deloitte Human Capital Trends 2014 and 2015 Fewer than 16% of companies have a program to “simplify work” or help employees deal with stress.
- 9. Productivity is suffering — is technology helping? US productivity last ten years 1 billion smartphones i-Phone launched 100 million Twitter users
- 10. Trend 1: Economics The learning curve is the earning curve
- 11. Why skills matter so much Shift to a service and IP-based economy
- 12. “Over 300 years of economic history, the principal and most enduring mechanism for distribution of wealth and reduction in inequality is the diffusion of skills and knowledge.” Why learning is so important to employees The learning curve is the earning curve
- 13. Trend 2: Learning as Brand Learning has become your employment brand
- 14. Culture, value, leadership, and career (The Big Four) What matters to employees 0.00 0.12 0.13 0.22 0.28 0.30 0.00 0.05 0.10 0.15 0.20 0.25 0.30 0.35 Year founded (age) Compensation & benefits Work life balance Career opportunities Senior leadership Culture and values Correlation of employment factors to Glassdoor recommendations as place to work Culture and leadership are 3X more important than salary in your employment brand. Career development and learning are almost 2X more important than comp, benefits, and work environment.
- 15. Training is key to Millennial engagement Millennials rate development the #1 job benefit 6% 6% 8% 14% 19% 22% 0% 5% 10% 15% 20% 25% Greater vacation allowance Retirement funding Free private healthcare Cash bonuses Flexible working hours Training and development Millennials in the workforce For Millennials, “Training and development” is the most coveted job benefit Source: KPCB Percent indicating job benefit in first place
- 16. The Simply Irresistible Organization® Meaningful Work Hands-On Management Fantastic Environment Growth Opportunity Trust in Leadership Autonomy Clear transparent goals Flexible, humane work environment Facilitated talent mobility Mission and purpose Selection to Fit Coaching & feedback Recognition rich culture Career growth in many paths Investment in people, trust Small Teams Leadership Development Open flexible workspace Self and formal development Transparency and communication Time for Slack Modern Performance Management Inclusive, diverse culture High impact learning culture Inspiration A Focus on Simplicity
- 17. Trend 3: Growth of L&D Faster than ever
- 18. • L&D spending has grown in double digits for four years in a row • Leadership development spending grew by 14% YTY in 2014, highest growth in decade, to over $15 billion • Learning technology (LMS) spending grew by 21% in 2014, representing a major “technology replacement” cycle beginning • More than $6.4 billion of financing invested in education and training companies in 2015 (up from 3.2 Billion in 2011) The corporate learning market A hot growth marketplace
- 19. Expert and user authored video is taking over Explosive growth in video content • Video is now >55% of all internet traffic and mobile is now over 60% (KP Internet Trends 12/2015) • 35 Million people have enrolled in MOOCs in the last four years, with 2015 enrollments doubling 2014 (Class Central) • Over 50% of learners use mobile for more than 1/3 of their learning (Degreed) • India is estimated to be a $3-4 billion market for corporate learning and MOOCs
- 20. Consumerization of education has arrived MOOCs are explosive • 400+ universities. 2,400+ courses. • 16-18 million students. • Harvard has an in-house course production studio with over 50 staff, including specialists in instructional design, production, research, technical operations, and program support
- 21. 12% 6% 26% 13% Using MOOCs Advanced media (video, gaming, mobile) 2015 2016 110% Growth 130% Growth Companies rapidly maturing their approaches (% of companies rating their practices “excellent”) Source: Deloitte Global Human Capital Trends 2016, n=7,000 Digital content everywhere Companies are adopting MOOCs and video
- 22. Trend 4: Shift in the mix Content and curation as king
- 23. 77% 53% 32% 4% 6% 13% 10% 15% 26% 4% 14% 15% 5% 10% 13% 2009 2012 2015 ILT Virtual ILT Online self-study On the Job Collaboration ILT shrinking in volume, growing in importance Online and collaborative learning Is finally working OTJ and apprenticeship is growing rapidly Today only 16% of L&D spending is allocated to instructor delivery, vs. 21% in 2011 and 33% in 2006” Bersin Corporate Learning Factbook® 2015 Shifting resources away from ILT, toward online and on the job Huge shift in content strategy
- 24. The training industry tries to respond • Average employee spends 6.5 hours a week learning or trying to learn • 2/3 of L&D leaders believe learners should use learning every week or more. • CLOs say L&D is “wildly out of sync” with how people learn…. • Employees rate L&D -31% net promoter score L&D is Not Keeping Up • (49% would not recommend and only 18% would recommend their training dept.)
- 25. 12% 15% 26% 24% Collaboration with educational institutions Apprenticeship programs 2015 2016 60% growth 120% growth Rapid rise in programs to build new career skills (Nursing, Technology, IT) Need for new career management Apprenticeship programs Deloitte Human Capital Trends
- 26. Trend 5: Managing Content DeClutter L&D
- 27. 80% of utilization use 1% of the learning programs The “Long Tail” of content usage in training People cannot absorb all we give them Typical learning portfolio: Lots of waste
- 28. Dell-EMC A modern learning architecture
- 29. Design thinking comes to HR
- 30. Learning and engagement merge Telstra, Nike, Bank of America, Deckers Brands
- 31. Trend 6: 21st Century career management A new opportunity
- 32. Career development means upward progression Career development means growth through new experiences New positions are offered to me I seek out and find new opportunities Development $ focuses on senior leaders Development $ is applied to all roles and functions My manager decides when I am ready for a new position I decide when I’m ready to change roles My manager helps me plan my career My manager, mentor, and others help me find job opportunities Taking a new assignment can be risky Moving to a new position is respected and considered key to growth Career management today Building the new career Traditional Today
- 33. Back office, operational, contingent employees Top Management Senior management First line management SMES (Consultants) Senior specialists Functional specialists/front-line employees Middle management Career management The traditional view
- 34. Back office, operational, contingent employees Top Management Senior management First line management SMES (Consultants) Senior specialists Functional specialists/front-line employees Middle management Career management The reality Contract hire Job intern Developmental assignment Lateral promotion Stretch assignment External assignment Upward promotion Lateral assignment New assignment Part time loan New candidate New leader Exec succession
- 35. Desired competencies (knowledge, behavior, skills) Open positions & opportunities Individual needs/desires Vision Strategic initiatives Desired business outcomes Values Mission Organization needs Mobility Strengths Development needs Career aspirations Annual goals Succession management Career development Individual Development Plan (IDP) Strategic competencies Workforce planning Performance management Development planning A method for bringing the talent system together The talent mobility formula
- 36. Innovative approach to development New expectations for employees
- 37. Trend 7: Modernizing L&D Transformation of the function
- 38. The “full stack” L&D professionalLMS Design Thinking X-API Employee Engagement Analytics Learning experience design Video Social systems MOOCs Performance SupportContent tools Product Management Professional Development Coaching Content Management GamificationMetadata Taxonomies UI Design Instructional design Mobile app design Career management Adaptive Learning Spaced learning Culture Neuroscience Digital HR hits L&D The new skills and roles for L&D
- 39. The Chief Learning Officer is now… The Chief Capability Officer The Chief Culture Officer The Chief Change Officer The Chief Engagement Officer The Chief Career Officer You: The bold CLO
- 40. Be bold
- 41. @MasterCard
- 42. 250+ MICRO TOPICS THOUSANDS OF TECHNOLOGISTS 60+ COUNTRIES INTRO TO EXPERT in covering from
- 43. COMPLEMENTINGLEARNING WITH DIGITAL SOLUTIONS building a world-class learning infrastructure diversifying learning modalities growing skills ● ● ● ● ● ●
- 46. Xerox Services – The New Learning Ecosystem
- 47. Xerox Services Learning Eco-System Learning has shifted to also include mindset of the employee as a highly effective creative contributor to the success of the organization.
- 48. Moving to a Connected Learning Culture Blurring the lines between learning and work – learning is continuous… learning is work and work is learning!
- 49. The mindset…driving the employee experience Learning is shifting from one-to-many ….. to many-to-many Learning is shifting from mandated, generic….to anytime, personalized
- 50. Learning is critical to business performance…it makes up the sustainable and innovative nature of your business. Learning IS the competitive edge for the organization. With learning, we expand, grow, thrive, and win. Without learning, we stagnate, shrink, and lose. Moving Toward the 2020 Learning Culture
- 51. 75% of the workforce In less than 4 years the Millennial’s and Gen Z’s will make up...
- 52. Pathway Learning • Competency driven – offers a guided path around specific competency • It’s about learning; NOT completions • True micro-learning of 4 – 7 minutes bursts of information • Keeps the flow of work and learning continuous • Easy to track • Celebrates daily, weekly, monthly, annual, and lifetime success • Follows you anywhere with a portable transcript of your learning experiences.
- 53. XSU Ecosystem is Driving a Connected Learning Culture XSU Learner Community Structured Learning XSU Pathways On-demand Learning A sequence of learning activities that drives employees to reach proficiency in their job in the shortest possible time. Through a true micro-learning design of short 4 – 7 minute bursts of information and always assessable, XSU Pathways keep the flow of work and learning at the same time. XSU The Commons Social, Advisor Learning A peer-driven collaborative learning environment where people can connect and collaborate on best practices Gold winner of the Brandon Hall Award for “Most Unique and Innovative Learning Development Program”. A more structured learning environment that offers an LMS., LCMS for course development, gamification, and evaluations/assessments. Reporting, trending, and completions all available through dashboards.
- 54. © 2015 Xerox Corporation. All rights reserved. Xerox®, Xerox and Design® and “Work Can Work Better” are trademarks of Xerox Corporation in the United States and/or other countries.
- 56. Embedding learning into everyday life. Reinventing the Learning Experience, March 23nd 2016 Giuseppe Auricchio, Executive Director – Learning Innovation, IESE
- 59. Continuous & Cross-context Learner-led & Social Data-Driven (Output & Input) OMNI-LEARNING
- 60. Home Workspace Work trip Customer premise A program MOOC on “Customer Management” Feedback from your boss on proposal for client IESE Insight article on customer centricity Meeting with client IESE “Advanced Management Program”
- 61. Assess Personal Needs Explicate Learning Moments Enable Learning Assess & Revise
- 62. 1. Assess Personal Needs 2. Explicate Learning Moments 3. Enable the Learning Cycle 4. Assess & Revise
- 64. Thank You
Notes de l'éditeur
- The findings 92 percent of companies believe that redesigning the organization is important, making it No. 1 in ranked importance among this year’s respondents. Companies are decentralizing authority, moving toward product- and customer-centric organizations, and forming dynamic networks of highly empowered teams that communicate and coordinate activities in unique and powerful ways. Three in four respondents report that they are either currently restructuring their organization or have recently completed the process. Why is this? A new mode of organization—a “network of teams” with a high degree of empowerment, strong communication, and rapid information flow—is now sweeping business and governments around the world. The growth of the Millennial demographic, the diversity of global teams, and the need to innovate and work more closely with customers are driving a new organizational flexibility among high-performing companies. They are operating as a network of teams alongside traditional structures, with people moving from team to team rather than remaining in static formal configurations. Two major factors are driving change. Small teams can deliver results faster, engage people better, and stay closer to their mission. Second, the digital revolution helps teams stay aligned. Today, teams use web or mobile apps to share goals, keep up to date on customer interactions, communicate product quality or brand issues, and build a common culture. What’s needed? The days of the top-down hierarchical organization are slowly coming to an end, but changing the organization chart is only a small part of the transition to the network of teams. Now, more than ever, is the time to challenge traditional organizational structures, empower teams, hold people accountable, and focus on building a culture of shared information, shared vision, and shared direction.
- The full Human Capital Trends 2016 report goes much deeper. You’ll find stories of how leading companies are leveraging these trends for competitive advantage. And if this all seems overwhelming, we’ve incorporated practical advice for companies and HR leaders on where to start. Our advice is straightforward: [Josh, I need your help here, too.]
- Welcome your guests to the call. Explain the reason of the call today is to look at: How learning and continued professional growth is how we can make work, work better for us and our clients Who is our learning audience of the future? What will Learning in 2020 look like? Will we be prepared? Our platforms that will make it happen
- When we move to learning that is continuous and everyday, the lines between learning and work are blurred. We learn as we work. Through collaboration at the moment of need, we move from individual learning to a community of learners.
- In less than 4 years the Millennial’s and Gen Z’s will make up 75% of the workforce. Is this you? Even if you are not part of this group, you cannot help but notice that information is everywhere, and we are all getting to use to having information when we need it, short and to the point, and be able to apply that information to our jobs immediately. Our workforce is more technology savy, than ever. We are more social and prosper in an electronic social environment. Conversations are now in groups, not just with one person at a time.
- Now, let’s take a deeper look at each one of the platforms in the XSU Ecosystem: XSU Pathways offers career development through pathways of learning around sound competencies and categories of interest, offering both formal and informal learning opportunities. XSU Pathways: Competency driven – offers a guided path around specific competency, as well as categorized topics It’s about learning; NOT completions True micro-learning of 4 – 7 minutes bursts of information Keeps the flow of work and learning continuous Trackable – shows your experience points, trends, and categories daily, weekly, and monthly Celebrates daily, weekly, monthly, annual, and lifetime success – Follows you anywhere with a portable transcript of your learning experiences. **At this point you can begin a “live” tour of the three platforms or use the following screenshots, if connectivity is not available:
- The new Xerox Learning Eco-system is driving a connected learning culture. Through our three platforms, learners can drive their own learning through bite-sized learning at the time of need. No longer are we looking at 8 hour to 40 hour learning events, rather formal and informal learning experiences that lasts 4 to 7 minutes. Anything longer, retention is blurred and most of the information is never used. By embracing the growth mindset, learners can begin to think differently with limitless possibilities, growing their curiosity. Now, let’s take a look at three platforms that offer both guided and unguided progression.