Are You Ready to Embrace Informal Learning?
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Whether you’re ready for it or not, it’s happening. Your employees are generating self-driven development experiences from any multitude of resources. They’re taking to Google, YouTube, blogs, books, podcasts, and industry experts to get the answers they need. Information is ubiquitous and informal learning is the name of the game. In fact, research shows that at least 80% of all workplace learning is informal.* So let down your hair, loosen your tie and join Saba as we discuss how to assess whether or not your organization is ready to embrace informal learning and what it means to nurture informal learning in a way that works for everyone. *Bersin by Deloitte
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Are You Ready to Embrace Informal Learning?
- 1. ARE YOU READY TO EMBRACE INFORMAL LEARNING?
- 2. Caitlin Bigsby Senior Product Marketing Manager YOUR SPEAKERS Anita Bowness Global Practice Leader, Consulting © 2017 Saba Software, Inc. 2
- 3. AGENDA © 2017 Saba Software, Inc. 3 What we’ll cover in today’s webinar: • What is informal learning? • What does it mean to fully embrace informal learning? • How do I know if I’m ready to take it all on?
- 5. 5 INFORMAL LEARNING refers to all the “non-formal” ways people learn: coaching, access to experts, developmental assignments, reading, performance support, mentorship, apprenticeship, and more. Source: Bersin by Deloitte
- 6. THE WORLD OF WORK IS CHANGING © 2017 Saba Software, Inc. 6 OLD Hierarchy Data/process-centric Top-down control Homogenous Managed change Integrated silos Permission Incremental improvement NEW Wirearchy People-centric Bottom-up collaboration Diverse Organic innovation Borderless unification Enablement Agile transformation
- 7. BUSINESS CHALLENGES UNTETHERED • 20% are temps, freelancers, contractors • 30% work somewhere other than the office Source: Bersin by Deloitte 7 ON-DEMAND • 70% more likely to seek information via search engine (vs 50- 60% in course) • Increase in smart phone use COLLABORATIVE • 80% of learning happens in on-the- job interactions • Learners are learning from each other EMPOWERED • Professional skills have a half life of 2 ½ - 5 years • Only 32% of workers report growth opportunities at work? HOW DO YOUR REACH THEM? HOW DO YOU SUPPORT THIS? HOW DO YOU LEVERAGE THIS? HOW DO YOU EMPOWER USERS?
- 8. TRADITIONAL LEARNING IS A FRACTION © 2017 Saba Software, Inc. EXPERIENCE Video, Mobile, Personalized, Just-in-Time MENTORS Peer-to-peer, Coaching, Collaborative COURSES Compliance, Certifications
- 9. OUTSIDE OF THE COURSE AND THE CLASS, HOW ARE PEOPLE LEARNING? SEARCH PEERS/COLLEAGUES MENTORS ON THE JOB TRIAL AND ERROR 9 They are doing this whether or not you have the mechanisms in place! No control over the tools OR over the content Not reusable and no way to measure
- 10. WHAT HAPPENS WHEN YOU EMBRACE INFORMAL LEARNING?
- 11. BENEFITS OF INFORMAL LEARNING Everywhere Internal or external Self-discovered Social Discussions Recommendations Shared Flexible Everyday Ad hoc Small Short videos Quick updates Mobile Down time Moment of need © 2017 Saba Software, Inc.
- 12. PERSONALIZED LEARNING of High Performers use personalized learning as part of their learning strategy of Low Performers use personalized learning as part of their learning strategy Source: Brandon Hall Group, Personalized Learning 2016 The process of providing learning experiences based on the employee’s professional and personal needs/interests, and being able to access that learning in a venue and time frame that is best for the employee. 35%62% © 2017 Saba Software, Inc.
- 13. PERSONALIZED LEARNING of High Performers agree that personalized learning has helped to improve their organization's strategies, mission, or vision. 95% © 2017 Saba Software, Inc.
- 14. BUT HOW DO I KNOW GOOD THINGS ARE HAPPENING?
- 15. HOW DO YOU MEASURE TRAINING EFFECTIVENESS TODAY? WHAT IS MEASURED Attendance Grades WHAT DOES THIS TELL YOU? X number of people completed the course People retained X amount of information upon completion of the course. HOW EFFECTIVE WAS YOUR TRAINING? More text here
- 16. WHAT SHOULD YOU MEASURE? Whether learning is informal or formal, how you measure its impact should be the same. WHAT BEHAVIOR IMPACT DO WE NEED TO SEE? Why are you promoting learning of any kind? Where are you now and where do you want to be? HOW CAN WE MEASURE THIS CHANGE? What’s your current baseline Are you prepared to measure again in 6 months, 12 months? WAS THE LEARNING EFFECTIVE? Was there a positive change in behavior or performance? Was it sustained?
- 17. STUMBLING BLOCKS
- 18. LEADERSHIP COMMITMENT • Maximize adoption with top-down support, participation, and rewards • Recognize that participating (that is contributing resources, consuming them, and commenting on them) is a change in behavior • Reward this change • Show that participation is noted and valued • Early adopter groups can definitely demonstrate the value of the tool but don’t rely on them alone to push adoption through the organization © 2017 Saba Software, Inc. 18
- 19. MANAGERIAL SUPPORT WHAT ARE THE GAPS IN FORMAL TRAINING? • What is needed after formal training to reinforce learning? • What information isn’t being covered in formal learning? • Do managers have niche training needs that fall outside of the organization’s offerings? WHAT TOOLS DO PEOPLE USE NOW? • Find out what tools are used now to educate people outside of formal training? • What works well? • What doesn’t work at all? RELAY BACK HOW INFORMAL CAN HELP When People: • Feel heard • Understand “What’s In It For Me” • Can see how participation will help them They’re more likely to buy-in and participate © 2017 Saba Software, Inc. 19
- 20. SO, ARE YOU READY?
- 21. CORPORATE CULTURE Willingness to embrace CHANGE Emphasis on a COLLABORATIVE work environment Push and PULL learning environment 21 THE SINGLE MOST IMPORTANT FACTOR WHEN EVALUATING AN ORGANIZATION’S WILLINGNESS TO ADOPT INFORMAL LEARNING STRATEGIES
- 22. DEMOCRATIZATION OF LEARNING © 2017 Saba Software, Inc. 22
- 24. WHAT COMES NEXT?
- 26. Informal learning needs a STRATEGY for it to be successful Define your metrics for SUCCESS Participation Satisfaction Assessments Business Outcomes DEFINE
- 27. Create a learning & development INVENTORY MAP how & where people are currently accessing content Identify what’s WORKING and what’s not AUDIT
- 28. Apply some STRUCTURE to your informal learning program ✘ Instructional design ✓ Experiential design ✘ Creating content ✓ Curating content BUILD
- 29. Convey the unique BENEFITS of informal learning to your organization Build a BUSINESS CASE to take to your leadership team Get managerial buy-in & COMMITMENT COMMUNICATE
- 30. Identify EARLY CONTRIBUTORS Encourage SOCIAL SHARING to amplify impact Start offering informal learning EXPERIENCES ENABLE
- 31. SUMMARY
- 32. WHAT ABOUT FORMAL LEARNING? Are heavily regulated or COMPLIANCE based Reason number TWO And reason number THREE 32 Formal learning still plays a major role in organizations who….
- 33. 33 62% lower turnover rate among high performers. LOWER TURNOVER 64% of employees would like more focus on development EMPLOYEE SATISFACTION 2X the median revenue HIGHER REVENUE 2x 64% Source: Bersin by Deloitte FORMAL & INFORMAL LEARNING, BETTER TOGETHER
- 34. © 2017 Saba Software, Inc. 34 THE SABA ECOSYSTEM
- 35. THE ECOSYSTEM ADVANTAGE © 2017 Saba Software, Inc. 35 TAKE A COURSE READ AN ARTICLE APPLY SKILL SHARE WITH TEAM DISCUSS WITH PEERS LEARNER
- 36. ORGANIZATION THE ECOSYSTEM ADVANTAGE INITIATE LEARNING WITH OFFERED COURSE CONNECT THE TEAMS INCREASE STICKINESS OF MESSAGE © 2017 Saba Software, Inc. 36
- 37. USERS BECOME CREATORS © 2017 Saba Software, Inc. 37
- 38. ADMINS BECOME CURATORS • Enable development that fits into the way employees are learning and working • Partner with managers and other functions to ensure learning is happening • Open communication across the organization • Easily identify in-house expertise © 2017 Saba Software, Inc.
- 39. THANK YOU
Notes de l'éditeur
- Anita
- Anita
- Anita
- Caitlin What do we mean when we say “informal learning?”
- Caitlin Here is one definition that is pretty simple... but when we scratch the surface it means a heck of a lot of THINGS:
- Caitlin
- Caitlin
- Caitlin Traditional learning delivered with pushed courses, and compliance training represents only a fraction of how we learn and how we want to learn Show 3 buckets in the 70-20-10 in this circle diagram… one more circle!
- Caitlin It’s tempting to just let this learning happen untracked and unmonitored, but that means that organizations lack the insight into what’s happening so they can’t a) reinforce good learning and b) get out in front of bad learning. Knowing that this learning is happening, why should you care Make sure ppl are getting the right access and support that they need Anita: I think it may be specific to call “on the job” out directly - ALOT of it happens on the job and not by a formal, schedule activity, whether they recognize it and self-direct our BYOL or not!
- Anita
- Anita What is Saba’s definition of informal learning? Reframe as benefits of informal via LMS (Anita’s Notes:): We can tie our talk track back to the "How do we learn" conversation and the 70/20/10... with the 70/20 evolving to this... Some folks may say that SMALL learning and MOBILE learning could also be part of the formal learning equation if they are part of an intential instructional design. To counter any resistance - we may want to be upfront on this and say this is also part of the informal equation when people curate or self-select their own mobile and bite size earning chunks
- Anita
- Anita
- Caitlin
- Caitlin
- Caitlin Link to " the real outcome we are trying to measure is performance or impact on individual or organizational performance. we want to look for impact on the job - at an indivdiual, team or organizational level
- Anita
- Anita [explanation of challenge, impact of not having everyone on-board, two-way adoption between employees and managers, building informal learning into performance management…] Learner readiness and other pieces from Anita’s email*
- Anita it's about getting Leadership support and then supporting our end users. Creating a learning culture at your org, enable employee learning, northwestern presentation
- Anita
- Anita Creating a learning culture
- Anita
- Anita Gallup statements, engagement and performance outcomes, highlight impacts
- Anita No matter where your organization sits on the spectrum of informal learning willing and readiness, there steps you can take to get you to where you need to be.
- Anita
- Anita
- Caitlin
- Caitlin Don’t get stuck in instructional design… think about experience design, sharing versus creating content, embrace new paradigms “potluck analogy for talking points”
- Anita
- Anita
- Anita
- Anita
- Anita other stats as well**
- Caitlin
- Caitlin When all development activity happens in a single place the benefits are exponential. For the learner, the opportunity to build on what they learn is huge
- Caitlin When all development activity happens in a single place the benefits are exponential. For the learner, the opportunity to build on what they learn is huge
- Caitlin
- Caitlin no longer enough to consider yourself a “trainer” or “instructional designer” by career. While instructional design continues to play a role, we now need L&D to focus on “experience design,” “design thinking,” the development of “employee journey maps,” and much more experimental, data-driven, solutions in the flow of work. While I know many of you find these shifts disruptive, they are happening much faster than you think. I find almost all the companies I talk with are now teaching themselves design thinking, they are using MVP (minimal viable product) approaches to new solutions, and they are focusing on understanding and addressing the “employee experience,” rather than just injecting new training programs into the company. While the shift in skills seems profound, in many ways I think its a natural evolution of what we do in L&D and HR. Our job is to understand what employees jobs are, learn about the latest tools and techniques to drive learning and performance, and then apply them to work in a modern, relevant, and cost-effective way. We’ve been doing this for decades, and now we just have to learn to do it again – albeit with a vastly new set of technologies and experiences.