Too Busy for Learning - Mind Tools

Too Busy for Learning
Too Busy For
Learning?
Breaking the “Busy Barrier”
1Too Busy for Learning

Introducing the Speakers

Too Busy For
Learning?
Breaking the “Busy Barrier”
3Too Busy for Learning

Are people
really too busy
to learn?
Understanding
busy people
What does this
mean for L&D?
Today’s Webinar

94%
work above
contracted
hours
Bad News – People are Very Busy
13%
of workers have
a good work /
life balance
Institute of Leadership and Management,
July 2014
UK HSE Labour Force Survey, Oct 2015
440k
cases a year of
workplace
stress
9.9m
days lost in
2014/2015
Work
overload
a main cause

70%
experience
stress from
work
MindTools.com, January 2016 (Sample size = 2,303)
Bad News – People are Very Busy
22%
of people
“under extreme
stress”
American Psychological Association,
January 2012
62%
“often defer learning
to focus on delivery
issues”
66%
of people too busy
to do more
learning at work
MindTools.com, January 2016

Good News – People Want to Learn
97%
Managers &
Professionals
“Responsible for my
own development”
(61.17% (1238) “Strongly Agree”,
36.17% (718) “Agree”, n=2024.)
97%
Self-Directed
Learning
improves my
business
performance
(51.63% (1044) “Strongly Agree”,
45.05% (911) “Agree”, n=2022.)
83%
prefer Self-
Directed Learning
to Prescribed
learning
(83.11% (1722) Self-Directed,
16.89% (350) Prescribed, n=2022.)
46%
use Self-Directed
Learning during
working hours at
their desks
(45.83% (967), n=2110.)

MindTools.com, January 2016 (Q7, sample size = 2,069)
Good News – People Want to Learn

Good News – They Spend a Lot of Time Learning

MindTools.com, January 2016 (Sample size = 2,141
Good News – This Learning Benefits the Organization

This session is about how to do this
There’s a massive opportunity if
L&D can help them – in a way that
suits their hyper-busy lives
People want to learn

Understanding Busy People

Obvious: Always On, Global Business

Obvious: Life Outside Work
(We all Have Personal Lives…)

Busy people (managers and professionals particularly)
are often conscientious, putting customer needs ahead
of their own…
“60% admitted the pressure to work
extra hours was in part self-inflicted.”
ILM, July 2014.
Self-development quite important, but rarely urgent.
Compare this with customer demands!
More Subtle

Degreed, How the Workforce Learns in 2016, 1/2016;
The Way People Learn is Changing
Today’s Workforce Learns Sometimes AND All The Time
Conference &
trade shows
Instructor-led classes
E-learning courses
Coaching & Mentoring
Live classes (external)
Podcasts & audio books
Online
courses
Live networking
Webinars
Online networks
Apps
Videos
Books
Articles & blogsWeb search
Peer/team
interaction
EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR
L&D-LEDSELF-DIRECTED

What Does This Mean?
When Busy People’s Learning Happens…
Number of Responses

Learning Needs To…
Be Front
of Mind…
Fit Needs of
Busy People…
Reflect the
Way People Are
Now Learning…
Meet Corporate
Needs as Well…

What Does This Mean for L&D?

1. CEB 2014
2. Degreed, How the Workforce Learns in 2016, 1/2016
The Way People Learn is Changing
Our teams are
learning differently
While L&D may have
previously provided most
employee learning, other
sources now provide
employees with more
learning opportunities.
Expectations are
changing
We need to acknowledge
how people’s expectations
have changed in how they
should learn – their
preference is social &
search. 2
79%
of learning comes from sources outside the
learning and development function1

Stop Wasting Your Learning Investments – CEB
What Are We Trying To Avoid?
We will all benefit from a cultural shift from
learning participation to learning productivity.
$5m
Per 1,000
Employees
11%
Scrap
Learning

“We define a learning culture as
learning that happens anytime,
anywhere, and anyhow. Learning is
a mindset and a lifestyle, and for
SAP, it is a key differentiator.”
Manette Chadwick, VP & COO,
Learning Center of Excellence and Execution, SAP.

Source: CEB, More Learning Through Less Learning: Reframing
Learning Culture, 7/2014
The best organizations build a culture of productive learning
More Learning Doesn’t Always Mean Better L&D
Opportunity
Personalize learning
opportunities – don’t just
increase available
content.
Capability
Teach employees how to
learn – don't just provide
learning content.
Environment
Share ownership of learning
environment– don't just
mandate learning.

Only 31% of organizations
report having a culture
of learning.
‘Building a culture of learning’ - ATD 2016

Source: Bersin by Deloitte, 2013
Learning
Culture
Encourage
Reflection
Build
Trust
Demonstrate
Learning’s
Value
Enable
Knowledge-
Sharing
Formalize
Learning as a
Process
Empower
Employees
6 Essential Components of Learning Culture

Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
(-20%)
Less training
via ILT, vILT and
e-learning
+30%
More learning
via on-the-job
experiences
+13%
More learning
via collaboration
and coaching
+90%
More learning
via on-demand
resources
Higher Impact Learning Organizations Deliver . .

Finding the Right Information at the Right Time and
in the Right Format.
We can’t do that for our employees – we have to
enable them to do that for themselves
Curation & Marketing

• A Global Broadcaster Wanted to Develop a
Culture of Productive Learning.
• Prescribed Training Interventions Had Delivered
Limited Impact.
• They Shifted Dramatically to a Shared
Ownership of a Learning Mindset.
• Individuals Felt More Empowered, Enabled With
The Right Knowledge and Engagement
Increased Significantly.
An Example – Shared Ownership of a Learning
Mindset
58 Minutes of Learning

• Empower Individuals to Take Ownership of Their
Development.
• Right Size Resources and Weave Into Their Daily
Workflow & Personalized Development
Interventions.
• We Have Seen at Least a 2x Increase to
Individual Engagement.
• Increased Value from Learning Investments.
An Example – Empower Individuals in L&D's New
Role
Learning as an Individual Role

1. People are motivated to learn. They’re just hyper-busy.
2. Traditional approaches don’t work well for busy people. They need
a much faster and more flexible way of learning.
3. Busy people want to be in control. Share control and trust them.
4. Understand where they are, online and offline. Market vigorously to
them, so that learning is at the front of their minds.
5. Make content easy to find, easy to access, and enjoyable, in small
chunks of time.
Key Take Aways

Sign up for a demo today and discover
how Mind Tools can help you engage
and inspire your busy learners.
US - +1 866-610-1106
UK - 0800 464 0892
https://www.mindtools.com/corporate/
Find Out More

Too Busy for Learning - Mind Tools

Recommandé

Recommandé

Contenu connexe

Similaire à Too Busy for Learning - Mind Tools

Similaire à Too Busy for Learning - Mind Tools (20)

Dernier

Dernier (20)

Too Busy for Learning - Mind Tools