10 Hidden Secrets of Top
Performing L&D Teams
@LauraOverton
Las Vegas, NV | September 30 2015

Today’s L&D
professionals
want more.

INCREASING
PERFORMANCE GAP
87% wanted change
74% wanted change
51% reported benefits
31% reported benefits
What is stopping us from
achieving our goals?
2014
2010

87% wanted change 2014
31% reported benefits
How do we
stay ahead of
the game?
2014

87% wanted change 2014
31% reported benefits
Learn from those who are
ahead of us!
How do we
stay ahead of
the game?
2014

An evidence-
based approach
to modernising
learning
12 years of research
4,400 L&D leaders
55+ countries
18,000 learners
1.5 million data points
every year

10 Hidden Secrets of Top
Performing L&D Teams
@LauraOverton
(Those scoring in the top 10% of
the Towards Maturity Benchmark)

1. DATA-DRIVEN DECISIONS

Top Performers
3x
more likely to use
benchmarking as a
performance
improvement tool
1. DATA-DRIVEN DECISIONS

Who is reporting
the best L&D
outcomes?
What are they
doing differently?
T O W A R D S M A T U R I T Y I N D E X
TOP
DECK
TOP LEARNING ORGANISATIONS
THE TOP DECK (10%)
Introduced in 2014
THE ART OF BENCHMARKING

2x
revenue
improvements
50%
improvement
on attrition
25%
increase in staff
engagement
Improved application
of learning in the
workplace
Faster response
to changing
business conditions
Increased
productivity
on the job
TOP DECK Average
TOP
DECK
BENCHMARKING IS
ABOUT PERFORMANCE

1. Our organisation encourages and makes time for reflection
2. We identify key business metrics that we want to improve in
partnership with senior managers
3. We blend different technologies in design including social
media for collaboration
4. We help staff define their own personal learning strategies
5. We publicise the successes of individuals
Review
Try this out – where do you stand?

Top Performers
3x
as likely to
make time for
reflection
(58% vs 20%)
2. MAKE TIME TO REFLECT

82%
Identify
business KPI’s
that they want
to improve in
partnership
with snr
management
(32% average)
3. FOCUS ON SPECIFIC
RESULTS

Gaining Market Share
17% rise in customer satisfaction
10% improvement in revenue
Talent
9% reduction in attrition
17% improvement in engagement
14% improvement in productivity
12% reduction in time to competency
Delivering New Products & Services
Change new products & services 23% faster
Roll out new IT applications 26% faster
& improve efficiency!
17% Cost reduction
+21% Volume
- 22% Delivery time
- 20% Study time
What can
learning
innovation
bring to the
table?

Top Deck L&D
teams are
3x
as likely to be
proactive in
understanding
what staff need
to do their job
4. CONSUMER-DRIVEN

LauraOverton
TowardsMaturity
TOP 10 LEARNER PRIORITIES
Rated as essential or highly useful methods
for learning what they need for their job:
1. 91% team collaboration
2. 81% manager support
3. 73% web search
4. 83% conversations / meetings
5. 67% support from mentor / coach /
buddy
6. 64% formal education course
7. 55% internal company documents
8. 52% internal networks /
communities
9. 50% mobile
10. 49% live online learning /
47% self-paced e-learning
Statistics taken from the whole sample of 5,700 learners
© Towards Maturity 2015, Learner Voice Part 2: www.towardsmaturity.org/learnervoice2
How do staff
learn what
they need to
do their job?

The sample shows few significant generational differences, with older and younger both showing similar rankings when rating
the usefulness of online, face to face and collaborative practices for learning – however, these findings caught our eye…
“The online learning available at
my company isn't very easy to
locate. I also find that having
only been in my role for a year,
there isn't much information
made available advising on
where to start, support
available, or who to approach
with questions.” (under 30)
“The majority of the online training that I have been required to take is ‘one size fits
most’ - it’s not appropriate for a member of staff with over 30 years’ experience.
Completing is simply a box ticking exercise, and I gain nothing from it.” (over 50)
“I’ve worked for this firm for 15
years. In that time, IT and learning
has improved significantly; both in
design and the ability to find what
you are looking for.” (over 50)
“I strongly think encouragement from your own
management to learn and develop (discuss about objectives)
is crucial. Otherwise people won't be able to find relevant
learning tools useful and practical.” (under 30)
64%
UNDER 30’S ARE LOOKING
FOR PROFESSIONAL
RECOGNITION FROM
LEARNING
Few Generational Differences
42%58%
Motivated by
technology that
helps me share
70%84%
Willing to share
what I know
with my peers
Willingness to collaborate
29%16%
Poor use of
technology
29%45%
Cant find
what I need
Barriers to Learning
35%
On the way
to/from work
62% 50% 37%
Evenings &
weekends
When are they learning? 61% 27%
Just for me;
I like to learn
64% 22%
To obtain
certification
26% 42%
To increase
productivity
15% 3%
To compete
with colleagues
Motivation for learning
21-30
Over 50
© Towards Maturity 2015, Learner Voice Part 2: www.towardsmaturity.org/learnervoice2
1/3 are not willing to
use their own mobiles
for learning as they
want to keep work and
personal life separate
(regardless of age)

56% of leaders agree they
learn travelling to and from work
27% of L&D agree that
technology is used to support the
way that they develop leaders
96% of new starters agree
that team collaboration is
essential for them to learn what
they need
20% of L&D agree that staff
know how to productively connect
and share knowledge
49% of staff agree their line
managers expect them to apply
learning after they have
completed a course
18% of L&D agree they equip
line managers with resources to
help their teams get the most
from learning
75% of staff turn to online
learning to help them do their job
better and faster
47%of L&D agree that their
initiatives are delivered in TIME to
meet the needs of business
LEARNERPERSPECTIVE
L&DPERSPECTIVE
600 L&D leaders, Modernising Learning: Delivering Results: www.towardsmaturity.org/2014benchmark
© Towards Maturity 2015
5,700 learners, Learner Voice Part 2: www.towardsmaturity.org/learnervoice2
To what extent are we consumer-driven?

2x
as likely to
encourage staff
to define their
own personal
learning
strategies
(73% vs 35%av)
5. HELP STAFF LEARN
HOW TO LEARN

72%
provide
ongoing CPD
opportunities
for L&D staff
6. TRAIN HARD

Investing in tomorrow’s skills, today
87%
89%
89%
91%
91%
93%
96%
96%
96%
47%
34%
49%
42%
31%
15%
47%
36%
41%
79%
56%
68%
70%
44%
50%
81%
71%
70%
Business planning
Delivery via virtual classroom
Instructional design
Marketing and stakeholder engagement
Digital content development
Using social media effectively
Online or blended learning delivery
Supporting learners online
Programme evaluation
Current skills in house (top Deck) Current skills in house (avg) Considered a priority

2x
User generated
External video
Blogs
Curation
Content in the cloud
Badges
4x
As likely to
Blend use of technologies
including social for
collaboration
(85% vs 21%)
7. THINK DIGITALLY LATERALLY

97%
of top performers
agree learning
initiatives support
the skills the
business needs
(60% on average)
“HAVE NOTHING IN THEIR HOMES THAT
THEY DO NOT KNOW TO BE USEFUL OR
BELIEVE TO BE BEAUTIFUL.”
~ WILLIAM MORRIS

88%
consider the
course as only
one of the
options for
building
performance
8. UNCONSTRAINED CREATIVITY

2x
more likely to
communicate
successes to
managers
4x
more likely to
share individual
success stories
(58% vs 15%)
9. PUT ON A SHOW

100%
of top
performers
walk the walk
vs. talking the
talk
10. GET STUCK IN

We know
what to do,
but we don’t
always do it
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1 2 3 4 5 6 7 8
The course is not
the only option
2010 15 14 15

10 Hidden Secrets of Top
Performing L&D Teams:
1. Data-driven decisions
2. Make time to reflect
3. Focus on specific results
4. Consumer driven
5. Help staff learn how to learn
6. Train Hard
7. Think digitally Laterally
8. Unconstrained Creativity
9. Put on a show
10. Get stuck in!

What are
you going to
do differently
as a result of
today?
Next Steps

www.towardsmaturity.org/devlearn15
laura@towardsmaturity.org
Las Vegas, NV | September 30 – October 2, 2015
Unlock 10 Hidden Secrets of Top
Performing L&D Teams

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ABOUT US
Towards Maturity is a benchmarking practice that provides authoritative research
and expert consultancy services to help assess and improve the effectiveness and
consistency of L&D performance within organisations. It leverages the data gathered
from the largest learning and development benchmark in Europe.
Download our case studies to support your business case for change at:
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