+

THE TOOLS YOU NEED

TO BUILD THE LEARNING
CULTURE YOU WANT
September 12, 2016
TODD TAUBER | Degreed
VP of Product Marketing
todd@degreed.com

OLLIE CRADDOCK | Mind Tools

SVP Commercial Development
ollie.craddock@mindtools.com

Citrix Tech Support (800) 263-6317

Citrix Tech Support (800) 263-6317

HELLO.
Were Degreed.
And Mind Tools

AGENDA

1
2
3
4
5

Learning Culture Today

Evolving Role of L&D

Role of Content
Role of Technology
Q&A

POLL: HOW
WOULD YOU
DESCRIBE
YOUR
LEARNING
CULTURE?

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.

6 ESSENTIAL
COMPONENTS
OF LEARNING
CULTURE

Build
Trust
Formalize
Learning as a
Process

Encourage
Reflection

Learning
Culture
Demonstrate
Learnings
Value

Empower
Employees

Enable
KnowledgeSharing

Source: Bersin by Deloitte, 2013

Only 31% of organizations

report having a culture
of learning
Building a culture of learning - ATD 2016

MOST DONT
HAVE ONE

Because historically L&D has

focused on meeting organizations
requirements, not employees.
While L&D may have previously
provided most employee learning,
other sources now provide
employees with more learning
opportunities.
This is why today, 79% of
learning comes from non-L&D
sources.
CEB 2014

+
How Many Hours a Month Do You Spend On

GOOD NEWS
PEOPLE WANT
TO LEARN

900
800
700
600

500
400
300
200
100
0

Up to 1

Up to 2

Prescribed Training

Up to 4

Up to 8 8 or more

Self-directed learning

MindTools.com, January 2016 (Q6, sample size = 2,156)

IMPROVE
PRODUCTIVITY

Every day, employees waste

approximately 11% of their time
on unproductive or scrap
learning.
This misuse costs the average
organization $5 million per 1,000
employees in lost productivity each
year.
We will all benefit from a shift in
learning participation to learning
productivity.
Stop Wasting Your Learning Investments PDF - CEB

THIS IS
REINFORCED
BY MIND
TOOLS'
RESEARCH

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.)

MindTools.com, January 2016 (Sample size = 2,303)

THERES A

MASSIVE
OPPORTUNITY IF
WE CAN HELP
THEM IN A WAY
THAT SUITS
THEIR HYPERBUSY LIVES.

You are not giving up

control. You are sharing
control with the learner.
Ann Schulte, Global Leader - Learning and Leadership Development,
Procter & Gamble
Source: Bersin by Deloitte, IMPACT 2016 Conference, 5/2016

LEARNING IS SOMEONES AND EVERYONES

JOB

Degreed, How the Workforce Learns in 2016, 2/2016

EMBRACE
L&DS NEW
ROLE:
SUPPLY AND
EMPOWER

Workers typically start their learning

experiences with social and search
not with L&D or HR

Source: Degreed, How the Workforce Learns in 2016, 1/2016;

Question: Where do you go for guidance and/or recommendations
when you need to learn something new?

TRADITIONAL
L&D IS NOT
OBSOLETE.
BUT IT ISNT
COMPLETE.

On average, workers give their

employers learning and development
opportunities a Net Promoter Score of

-31

Detractors
(-100)

Promoters
(+100)

Source: Degreed, How the Workforce Learns in 2016, 1/2016

MORE
LEARNING
DOESNT
ALWAYS MEAN
BETTER L&D

The best organizations build a culture

of productive learning

Opportunity: Personalize learning

opportunities dont just increase
available content
Capability: Teach employees how to
learn dont just provide learning
content
Environment: Share ownership of
learning environment dont just
mandate learning
Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014

Evolving your
content strategy

Finding the Right Information at the Right

Time and in the Right Format.
We cant do that for our employees we have
to enable them to do that for themselves
Curation & Marketing

CRITICAL IS
TO BUILD
CONTENT
INTO THE
WORKFLOW

People know that a lot of learning content is

available, but dont feel they can take time away from
their jobs for learning.

Enabling employees to take time during the workday

to learn, without having that learning compete with
the performance goals for which they are being held
accountable.

People make time for the things they deem

important.

We need to position learning as critical to employees

growth and success, and then help them find
solutions within the context of their workday.

Manette Chadwick, VP & COO, Learning

Center of Excellence and Execution,, SAP

AN EXAMPLE
SHARED
OWNERSHIP OF
A LEARNING
MINDSET
58 minutes
of learning

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
EMPOWER
INDIVIDUALS
IN L&DS NEW
ROLE
Learning as
an individual
process

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.

Evolving your
infrastructure to
deliver it

SHAPE THE
LEARNING
CULTURE.
INSIDE AND
OUTSIDE THE
LMS.

Expertise
OBSTACLE 1

OBSTACLE 2

OBSTACLE 3

Not enough
time for L&D
offerings

Not enough
guidance or
direction

Not enough
recognition
or reward

-47 NPS

-62 NPS

-71 NPS

Worker

Source: Degreed, How the Workforce Learns in 2016, 1/2016

INVEST IN
MORE DIVERSE
PORTFOLIO OF
LEARNING
SOLUTIONS.

Higher-Impact L&D
Organizations Deliver...

(-20%) +30% +13% +90%

Less training
via ILT, vILT
and
e-learning

More learning
via on-the-job
experiences

More learning
via
collaboration
and coaching

More learning
via ondemand
resources

Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015

SMOOTH THE
PATHWAYS
TO LEARNING
INSIDE AND
OUTSIDE
THE LMS.
Source: Degreed, 2015

+
150+

TRACK, VALUE
AND SHARE ALL
KINDS OF
LEARNING

~2

Adopters

Million
Profiles

Million
OpenBadges

10

Million
Projects

Million
Repositories

Billion
Endorsements

Source: TinCanApi.com, Whos using the Tin Can API?, 6/2015; Degreed internal
data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions
Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn:
Please Fix Endorsements, 2/2014

THE LEARNING CULTURE YOU WANT

Degreed customer case study

MORE PEOPLE

LEARNING SMARTER

MORE FREQUENTLY.

THE RESULTS YOUR CEO WANTS

Degreed customer case study

MORE AGILE + PRODUCTIVE WAYS TO LEARN...

MORE ENGAGED EMPLOYEES...

MORE EFFECIENT L&D INVESTMENTS.

MORE
PRODUCTIVE
LEARNING
CULTURE
MEANS BETTER
BUSINESS
RESULTS

Employees perform
better

12%

1.4%

Companies see
higher revenues

Companies see
higher profits

3.2%

Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014

KEY
TAKE-AWAYS

People are motivated to learn. But theyre

just hyper-busy.
Traditional approaches dont work well for
busy people. They need a much faster and
more flexible way of learning.
Busy people want to be in control.
Share that control with them.
Understand where they are, online and
offline - they are your customer. Market
vigorously to them, so learning is at the
front of their minds.
Make content easy to find, easy to access,
and enjoyable, in small chunks of time as
part of their normal workflow.

QUESTIONS?
VISIT
get.degreed.com
mindtools.com

EMAIL
todd@degreed.com
ollie.craddock@mindtools.com
FOLLOW
@degreed
@toddtauber
@mind_tools
@thisisocraddock

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