Congratulations! You’ve developed the greatest training program ever. The content is ideally suited to your business problems, the technology works, and the employees seem to like it. There’s only one problem… nobody knows what to do with it when they return to their jobs. If that’s not a nightmare scenario for a training professional, we don’t know what is! Ultimately, we need our employees to learn, retain, and then apply what they learn to improve their knowledge and skills and reach higher levels of performance. That’s the goal. But how many times do we fail to see the ROI we expect? How many times do we see well-executed content NOT applied on the job? How many times do we have to go back to the CFO and explain why the ROI we expected never materialized. Kristi McNabb, Revenue Operations Manager at BizLibrary, will help you discover how and when employees apply learning to improve their job performance, explain the role managers play in helping employees retain training and drive ROI, and help you understand how microlearning can be a great tool to help employees in their moment of need. During this webinar, Kristi will provide easy-to-understand insights on: - How to help employees apply their learning and improve job performance - A manager’s role in employee retention and training ROI - How microlearning is a great tool for helping employees acquire skills just when they need them - ... and much more! Watch the full webinar here: http://webinar.workforce.com/boost-employee-performance-with-microlearning-and-manager-training

2. Presenting Today
Kristi McNabb
Revenue Operations Manager
BizLibrary
Katie Miller
Marketing Specialist
BizLibrary

3. www.bizlibrary.com/demo

4. We need a learning revolution: in the
schools, at home, and in the workplace.
Although the science of learning has
made enormous advances over the past
decade, its discoveries have remained
restricted to academic journals and
conferences. It’s time to liberate this
knowledge for the good of learners
everywhere.”
SOURCE: Annie Murphy Paul,
The Science of How We Learn,
Time Magazine (online)
“

6. Learn
Moment of need
Apply
Improve job performance
Retain
The 3 Functional Components of
Effective Employee Training

7. Human Learning Process
Encoding
Short-term memory,
observations, memory
traces and what we’ve
seen (limited capacity)
Retrieval
Forced retrieval is
most effective after
time intervals and
some forgetting has
occurred
Consolidation
Time scientists believe
the brain replays or
rehearses the learning,
new knowledge next
to neural markers

8. The three elements cannot be separated… though
we try.

9. LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Kirkpatrick – Phillips
Model

10. Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Reaction
Participant satisfaction

11. Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Learning
Knowledge, skills and attitudes

12. Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Behavior
Application and on-the-job learning

13. Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Results
Business impact

14. Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
ROI
Return on investment

15. ROI + Business Benefit Require Application
That’s why the Kirkpatrick-Phillips Model still
matters…
Employees must learn . . .
Employees must retain what they’ve learned
Employees must apply what they’ve learned to improve performance
Simple, right? Should be, but too many organizations struggle with it.

16. No matter how much you invest into
training and development, nearly
everything you teach to your employees
will be forgotten.
Indeed, although corporations spend 60
billion dollars a year on training, this
investment is like pumping gas into a car
that has a hole in the tank. All of your hard
work simply drains away.”
SOURCE: Art Kohn, PHD,
Professor, Author and
Consultant

17. Hermann Ebbinghaus: The Forgetting Curve

18. Overcoming the Curve
SOURCE: Mentormegate.com

19. 10 MIN. 2 DAYS 2 WEEKS
2
MONTHS
Overcoming the Curve
2 + 2 + 2

20. Retention Ecosystem
Content
+
Technology
Systems and Processes
Stakeholders

21. 0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
POST
EVENT
PRE
Impact for Training Transfer
Most
Impact/Usage
Least
Impact/UsageSource: Barbara Carnes,MakingTrainingStick

22. 0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
PRE
Impact for Training Transfer
Most Powerful Least Powerful
Source: Barbara Carnes,MakingTrainingStick

23. 0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
EVENT
Impact for Training Transfer
Most Powerful Least Powerful
Source: Barbara Carnes,MakingTrainingStick

24. 0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
POST
Impact for Training Transfer
Most Powerful Least Powerful
Source: Barbara Carnes,MakingTrainingStick

25. 0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Use /
Frequency
Power /
Impact
POST
EVENT
PRE
Impact for Training Transfer
Most Powerful Least Powerful
Biggest disconnect is our perception of the impact
during the event and the reality.
Source: Barbara Carnes,MakingTrainingStick

26. 0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
U
s
e
POST
EVENT
PRE
Impact for Training Transfer
Most Powerful Least Powerful
Manager pre-training has the biggest impact.
Trainer pre-training has the second biggest impact.
Manager post training has the third biggest impact.
Source: Barbara Carnes,MakingTrainingStick

27. 6 Best Practices for a Manager to
Support Learning
1. Identify performance gaps
2. Identify skill and competency gaps
3. Make the employees stakeholders
4. Get involved and be a good
example
5. Incorporate learning into
day-to-day work
6. Celebrate and recognize
$
$
$
@

28. Manager Curriculum
Performance
Emotional
Intelligence
Delegation Engagement /
Motivation
Listening
Skills
Strategic
Thinking
Coaching Presentation
Skills
Leadership

29. 10 MIN. 2 DAYS 2 WEEKS
2
MONTHS
After training begins:
• Ask questions about content
• Ask reflection questions
• Suggest additional videos

30. Sample Reflection Question
According to the webinar materials so far,
how might you involve your managers in the
planning of your next employee training
effort?

31. 10 MIN. 2 DAYS 2 WEEKS
2
MONTHS
48 hours:
• Coaching on content and learning objectives
• Performance improvement as goal
Overcoming the Curve | Managers as Assets
Systems and Processes: 2+2+2

32. Poll Question
In your organization, how do your
managers support employees in the
application of new things to their jobs?

33. In your organization, how do your managers support employees in the application of
new things to their jobs :
a. Our managers offer little support, mostly because they are not committed to
learning and development themselves.
b. Our managers offer little to no support, mostly because they are not willing to do
so.
c. Our managers offer little to no support because they do not know how to do so.
d. Managers provide some support, but not enough.
e. Managers are well-trained, involved and provide excellent support across the
board.
f. Something else.

34. 10 MIN. 2 DAYS 2 WEEKS
2
MONTHS
2 weeks later:
• Use case: give the employee a new situation to explore
with new visual clues
Overcoming the Curve | Managers as Assets
Systems and Processes: 2+2+2

35. 10 MIN. 2 DAYS 2 WEEKS
2
MONTHS
2 months later:
• Manager / employee review of quiz answers
• Hypothetical questions with visual examples
Overcoming the Curve | Managers as Assets
Systems and Processes: 2+2+2

36. Overcoming the Curve
Manager Key for the 2 Month Mark
Employees should be applying what they’ve learned . . . .
• Compare new levels of performance to performance gap analysis
• Still gaps?
• What part of learning is and is not being applied?
• Managers must explore any barriers to application of learning now!

37. Sample Question for Managers
Provide a detailedinstance where you had a problem applying
the active listeningskills trainingwe’ve been working on over
the last two months?
• What happened?
• What do you think caused the problem?
• What might you have done differently?
• What was the outcome?

38. Stakeholder
• Employees and managers are part of
interconnected system of learning (encoding),
consolidation and retrieval.
• And in the end - application!
• Employees and managers alike must see value
and purpose behind learning.
• Managers must know how to incorporate
learning into work environment.

39. The contextual cues in the
learning and remembering
situations.
The difficulty of the
retention test.
The power of the
learning methods used.
The type of material
being learned.
Connect Stakeholders to Content
The amount of time the
learning has to be
retained.The learners’ prior
knowledge and
motivation to learn.
SOURCE: How Much Do People Forget? Will Thalheimer

40. Content’s Relation to Learner
When content is important to the learner,
relevant to their experience and based upon
things they already know.

41. Content Design and Delivery
• Visual content (video), short bursts both during training
and for retention purposes
• Anchor learning with context – visual cues
• Make recollection of content difficult but not impossible.
Review with correct answers after intervals - allow
some forgetting to occur

42. Key
Take-Aways
Employee application oflearning to improved
job performance begins BEFORE training
programs ever start!
Managers are a crucial part of the
retention/applicationecosystem to drive ROI
and business benefits.
Microlearningcan be a great tool to help
employees in the moment of need as a direct
applicationof newly acquired skills to job
performance.
www.bizlibrary.com

43. Questions?

44. Advanced Train the Trainer Video Series
The series is designed to help
experienced trainers improve the impact
of their work and is divided into four sets
of programs: "Training Management,"
"Research," "Content Development," and
"Delivering Training." This video
introduces the series and describes why
you have to focus on reinforcing and
supporting new behaviors after the
learning event.
Advanced Train the
Trainer: Today’s Training
Challenges

45. Learning Retention Strategies Video Course
Professor Kohn explains the benefits of
boosts, the types of boosts, the
suggested frequency of boosts, and
much, much more.
Learning Retention
Strategies

46. Let us know through the poll if you’d like a free demo of
BizLibrary’s online course collection.
www.bizlibrary.com/demo
Try out these video lessons and
more!

47. Thank you for attending!
Katie Miller
Marketing Specialist
BizLibrary
Kristi McNabb
Revenue Operations Manager
BizLibrary