Engaging line managers with new learning approaches
•
0 likes•561 views
www.towardsmaturity.org Laura Overton, Managing Director of Towards Maturity first gave this presentation to the Learning and Skills group online conference , looking at 6 tips from successful organisations to help engage line managers with new learning approaches (eLearning, Mobile learning and Social learning). The session draws on the international Towards Maturity Benchmark Study with over 2000 organisations that has been running since 2003. Find out more and benchmark your implementation approaches with the very best for free at www.towardsmaturity.orb/benchmark.
Recommended
More Related Content
Viewers also liked
More from Laura Overton
More from Laura Overton (20)
Recently uploaded
Recently uploaded (20)
Engaging line managers with new learning approaches
- 1. Engaging Line Managers with new ways of learning 28th June 2012 L&S Group Online Conference UK Laura Overton Laura@towardsmaturity org Drawing on benchmark research with over 1800 organisations lauraoverton Since 2003.
- 2. Line Managers influence in connecting staff with new learning approaches* *including elearning, mobile, social and blended learning Lauraoverton
- 3. Proactively Involved supporting in design Too Busy Not Interested To what extent are your line managers engaged with learning? Answers in chat room please Don’t Active allocate Coaches time Lauraoverton
- 4. Top performers Report more benefits from technology enabled learning – More responsive to changing business needs – Engage more learners – Save more money Lauraoverton www.towardsmaturity.org/2012benchmark 4
- 5. Top Performers Report fewer barriers and more engagement 70% 60% 50% 40% 30% Sporadic users (n=143) 20% Average (n=764) Top performers(n=122) 10% 0% Barrier - Barrier- Barrier - Managers L&D User Line agree we reluctance reluctance manager are adding reluctance value Lauraoverton
- 6. 6 tips from top performers E •Engage before Executing N • iNtegrate with existing team practices G •Get real: Get relevant A •Apply learning G •Gather feedback, share Good news E •Equip managers through innovative Experiences Lauraoverton
- 7. Sales Academy Find out more at http://tinyurl.com/TMThomsonReuters2012
- 8. What questions would you ask line managers at the design phase? Visit TowardsMaturity.org for delegate feedback Lauraoverton www.towardsmaturity.org/2012benchmark 8
- 9. E •Engage before Executing • Top performers are 3x as likely to involve managers in design process Sales managers steering group: Input Feedback Advocacy Lauraoverton www.towardsmaturity.org/2012benchmark
- 10. N • iNtegrate with existing team practices • Make it easy for managers with clear links between – Talent – Appraisal – Career progression – Recruitment – The day job!! Lauraoverton www.towardsmaturity.org/2012benchmark
- 11. G •Get real: Get relevant Top performers are 2x as likely to be supporting the skills the business needs Speaking the same language! Don’t ask for business input and Communicate with learning Vocabulary Lauraoverton www.towardsmaturity.org/2012benchmark
- 12. What can you do for managers to help them help their staff apply new knowledge back at work? Lauraoverton www.towardsmaturity.org/2012benchmark 12
- 13. A •Apply learning • Top performers are 3x more likely to equip their managers to help their teams get the most from learning Power Hours! Find out more at http://tinyurl.com/TMThomsonReuters2012 Lauraoverton www.towardsmaturity.org/2012benchmark
- 14. G •Gather feedback, share Good news • Good news travels fast • Top performers are 2x as likely to gather – Learner feedback on learning application – Manager feedback on learning application – 2x as likely to communicate success back to management. Lauraoverton www.towardsmaturity.org/2012benchmark
- 15. E •Equip managers through innovative Experiences • Increased use of technology for leadership and management skills • Modelling great online experiences works! • When directors ‘elearn’ we see an overall: – 37% increase in the proportion of staff ‘elearning’ – 19% improvement in cost reduction across all programmes Lauraoverton www.towardsmaturity.org/2012benchmark
- 16. 6 tips from top performers E •Engage before Executing N • iNtegrate with existing team practices G •Get real: Get relevant A •Apply learning G •Gather feedback, share Good news E •Equip managers through innovative Experiences Lauraoverton
- 17. Our crucial role in learning E N G A G E Lauraoverton
- 18. How do you compare with top performers? • Opportunity to benchmark against the best Personalised report Take part in the TM Benchmark and find out Lauraoverton www.towardsmaturity.org/2012benchmark 18
- 19. Thank you for my 2012 personalised report, I am kicking myself hard for not using this when I first stepped into my role. I've contributed to the Towards Maturity benchmark before but with my head down, focused on transforming the learning organisation, I missed a great opportunity to make my life easier and the team even more effective. I won't make that mistake again! Kelly Thomas, Global Head of Sales & Service Learning , Thomson Reuters Benchmark for free during June and July thanks to our Ambassadors: Lauraoverton www.towardsmaturity.org/2012benchmark www.towardsmaturity.org/ambassadors 19
- 20. E N G A G E Over to you ! Resources and Recommendations – Benchmark today - http://svy.mk/TMBm12 (open until July 27 2012) – Be inspired –case studies and resources • http://www.towardsmaturity.org/tag/involving-managers/ – Modelling good practice • Reinventing Leadership Development – www.towardsmaturity.org/leadership • New In-Focus report 4th July – Modelling Innovation in Leadership Development (email me!) – Keep in contact • Laura@towardsmaturity.org Lauraoverton www.towardsmaturity.org/2012benchmark
Editor's Notes
- Engaging Line Managers – The Holy Grail!Laura Overton, Managing Director, Towards MaturityNo matter how good your learning programme and your materials, it may seem that your learners aren't engaged. Why? Because, as 8 years of research from Towards Maturity (TM) shows, the learning is not what engages them (or doesn't). They key player in learners' engagement is their manager. Consistently, TM research shows that 55% of learners say their manager is the most important influencer on using learning technologies - over twice as important as the next most important factor, their peers. Join TM's managing director Laura Overton as she explores practical ideas drawn from 1800 participants in the TM benchmark research to help you bring your line managers on board: • The role of line managers in learning (its not what you think it is)• Capturing line manager’s attention• Talking their language• The one crucial thing that managers will expect from you• Top hints on engagement from 1,800 practitionersTitle of session - Boosting Business Agility - why we need to think againabout technology and learningThis interactive session will draw on leading international research withover 1800 organisations over the past 9 years to help you identify practicallessons that you can apply to use learning technologies to boost businessagility in your organisation. It will consider:5 trends that we can't afford to ignoreDelivering business impact with learning technologies - what is possible in2012?6 stepping stones to success- Improving performance through benchmarking © Copyright Towards Maturity 2010All rights reserved. No part of this material protected by this copyright may be reproduced or utilised in any form, or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system without prior authorisation.