Best Practices to Ensure Maximum ROI in L&D
Research studies show that companies that develop their employees, and do it well, reap big rewards in terms of product innovation, market share, and greater efficiency. On August 7th 2014 Elearning Solutions Provider Docebo hosted a HRCI credit approved, educational webinar on ‘Best Practices to Ensure Maximum ROI in L&D’ with content partner Vado Inc.
To view the live webinar recording on-demand, contact Docebo at: marketing@docebo.com
In the webinar, participants discover development best practices that lead to the maximum ROI for the organization’s development dollar. Specifically, participants will realize:
-Why most learning is scrap learning
-How to avoid scrap learning in your development programs
-How to leverage the natural way leaders develop
-What is ‘chunked learning’
-Why chunked learning is so important to learning retention
-How to implement development best practices to increase the ROI and learning retention
8. Here’s What We’ll Cover
S Why is Development Important
S Difference Between Training & Development
S Here’s What the Research Shows
S Development Best Practices
S How Vado’s Courses are Delivered
12. Development is a BIG Deal
S Leadership and Development budgets are up 15%
S 15.3 hours of training
S Average $1,169/Learner
S $60B in 2012
S Big $ is being spent on developing employees
13. BIG Returns if Done Well
S Engagement
S Leadership
Pipeline
S Quality S Market Share
S InnovationS Efficiency
S AgilityS Employee
Retention
14. Skills Gap?
46% of executives are
concerned their workforce
does not have the skills
needed in the next 1 to 2
years
15. Big Consequences
Not Fixing the Skill Gap
S 64% face a loss of revenue
S 53% will face a delay in product development
S 59% face eroding customer satisfaction
S 66% anticipate a loss of business to competitors
16. Jack Welch
Former Chairman & CEO, GE
“An organization’s ability to
learn and translate that
learning into action rapidly is
the ultimate competitive
advantage.”
18. Training vs. Development
Training Development
Who Manager Employee
What Manager Employee
When Manager Employee
Where Manager Employee
19. Push vs. Pull
• Companies PUSH Training
!
• Employees PULL Development
20. Aligned
• Alignment needs to be
shown or communicated to
the learner.
• Learner sees how
developing will lead to
increase personal
performance.
21. ➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
Coaching & Mentoring
22. Self-paced,
Learner
Focused
• Learners need to be able to
access the information
when they need it and
complete it at their own
pace.
• Learners take more
ownership of their learning
and are more engaged in
the process.
23. Adoption of
eLearning
With the adoption of eLearning,
companies experience…
• 21% Cost Savings
• 27% Savings in Study Time
• 32% Faster Training
Implementation Time
24. Modularization
• Organizing an offer into
distinct components to
create greater flexibility
• Business leaders are
demanding modularization
so development is focused
and effective
25. ➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
Coaching & Mentoring
26. 80/20 Rule
• 80% of the effects come from
20% of the causes
!
• 80% of the business results
and value comes from 20%
of the experience or content
28. Scrap
Learning
• Training and development
successfully delivered, but
not applied on the job
• 50% to 80% of all learning
development is scrap
learning
29. Scrap Learning
S 2012 Total Learning Investment = $60,000,000,000
0,2
0,8
Scrap $48,000,000,000
Retained $12,000,000,000
38. Chunked
Learning
• Breaking down information
into bite sized pieces
• Too much information
presented at one time
leads to information
overload
39. In Learning, Size Matters
S “Microlearning satisfies immediate knowledge needs
to enable performance.”
S “Too much consumption at one time can be painful
and stressful, and the value can be lost.”
S “It is often wasteful. Investments of time and
expense may not satisfy the true need.”
40. In Learning, Size Matters
S “Facilitates knowledge acquisition.
S “It is just enough.”
S “Enable employees to learn where they are and to
have learning be integrated tightly into their work.”
42. Miniaturization
S Previously, 1 or 2 day programs
were acceptable
S Shorter and short experiences with
immediate practical application
S 90% agreed they will look to
miniaturize their learning
experiences
45. You want to train employees on the area of:
Communication
Communication Components
S Listening
S Non verbal communication
S Delivering clear messages
S Writing effective emails
S Keeping others informed
S Adjusting your message to different audiences
S Team communication
Break these topics
into bite sized
learning modules
47. OpenSesame 20,000+ courses
IT Training
S Total # of courses: 2,946
S 4.6% are bite sized
Business Soft Skills
S Total # of courses: 5,314
S 11.0% are bite sized
48. Development Best Practices
1. Aligned to organizational objectives
2. Self-paced and learner focused
3. Embed learning into workflow
4. Granular, bite sized, chunked learning
5. Multi-media approach (video, graphics, audio, text)
59. Bill Techau
Frasca International
“We really liked Vado’s approach to training: provide brief instruction
in video format along with written materials that can be applied
during real-life situations, not made up, mock events. The action part
of the training, then, occurs concurrently with actual work.
This has a dual benefit: Training occurs and actual profit-making work
gets done at the same time.”
60. How Vado Courses are Used
S More effective alternative to traditional e-learning
S Mobile Learners
S Blended learning (tools to take action after a workshop)
S Tools to take action on an employee survey or 360 assessment
S “Homework” between coaching sessions
61. “To learn a new skill, the learner needs
to apply it on the job. Vado’s learning
content contains the tools to apply it.
The power of Vado’s approach is that it
activates formal learning.
If you only have budget for formal
training OR Vado’s courses, choose Vado,
as the courseware provides a guide to
immediate application; resulting in
performance change and productivity
improvement directly embedded in the
workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning
Past President, ASTD-TCC
62. “To learn a new skill, the learner needs
to apply it on the job. Vado’s learning
content contains the tools to apply it.
The power of Vado’s approach is that it
activates formal learning.
If you only have budget for formal
training OR Vado’s courses, choose Vado,
as the courseware provides a guide to
immediate application; resulting in
performance change and productivity
improvement directly embedded in the
workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning
Past President, ASTD-TCC
63. “To learn a new skill, the learner needs
to apply it on the job. Vado’s learning
content contains the tools to apply it.
The power of Vado’s approach is that it
activates formal learning.
If you only have budget for formal
training OR Vado’s courses, choose Vado,
as the courseware provides a guide to
immediate application; resulting in
performance change and productivity
improvement directly embedded in the
workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning
Past President, ASTD-TCC
65. Research Sources
S CEOs Top List: iCP4
S Development is a BIG Deal: Bersin & Associates recent report: The Corporate Learning Factbook:
2011 and The Corporate Learning Factbook: 2012 and The Corporate Learning Factbook: 2013
S Big Returns if Done Well: Bersin & Associates “Building a Borderless Workplace: Predictions for 2011
S Scrap Learning: Dr. Robert Brinkenhoff
S Development Happens on the Job: Department of Labor
S Importance of Video: Yankee Group’s Anywhere Enterprise: 2010 US Unified Communications FastView
Survey,
S Chunked Learning: Dr. George A. Miller, the author of “The Magical Number Seven, Plus or Minus Two”
S In Learning, Size Matters: Malcolm Poulin—in the Feb 19 edition of the CLO magazine
S Learning is Delivered: Bersin by Deloitte in an article titled: The Corporate Training Market is
Exploding, January 30, 2013.
S Is the Future of Learning Bite-Sized: May 1, 2013, by Sebastian Bailey, published by CLO Magazine
S Bridging the Gap – Integrating Learning & Work” 2012 Benchmark study conducted by Towards
Maturity
66. Research Sources
S Skills Gap?: Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training
S Aligned: The Aberdeen Group study titled: Newbies to New Leaders: Closing the Critical Skill Gaps