Towards Maturity & PA Consulting presentation

Towards Maturity & PA Consulting presentation
Getting ready for the future of learning @lauraoverton www.towardsmaturity.org/benchmark PA Consulting @shackletonjones paconsulting.com
WHAT DOES YOUR FUTURE HOLD?
Copyright PA Consulting Ltd. 2017
What does the future of learning look like for you? All conent © 2017 Towards Maturity CIC Ltd. Not to be distributed or copied.
The Future?
PROCESS EFFICIENCY PERFORMANCE AGILITY CULTUREPROGRAMMEORGANISATIONCULTURE Reduce time away from the job 95% Speed up implementation of new processes 91% Improve organisational performance* 96% Facilitate new ways of working* 100% Provide a faster response to changing conditions * 96% Speed up the application of learning at work 96% Integrate learning into the workflow *96% Increase self directed learning *100% Deliver greater value for money* 96% Increase volume 92% The future of learning for the health profession (* = health higher than average)
To what extent is health harnessing technology? 18% % budget allocated to learning tech 15% public sector 28% Top Deck 62% % content developed in house 54% public sector 61% Top Deck
To what extent is health harnessing technology? 90% custom made in house elearning 72% public sector 70% Video 69% public sector 95% Live online learning 84% public sector 85% LMS 79% public sector 35% Learning Communities 62% public sector 70% Job aids/ check lists 70% public sector 85% Mobile 82% public sector 30% Competency management systems 30% public sector 15% Game based elements 16% public sector 40% Information repositories/ portals 51% public sector
PROCESSES EFFICIENCY PERFORMANCE AGILITY CULTUREPROGRAMMEORGANISATIONCULTURE Achieved by 25% Vs 24% Achieved by 26% in health (34% public sector)) Achieved by 13% in health Vs 21% Achieved by 7% in health Vs 15% Achieved by 8% Vs 11% The Future is here, it’s just not evenly distributed yet
25% 18% 12% 10% 8% 37% 28% 20% 13% 10% 50% 39% 32% 20% 18% 65% 54% 47% 40% 35% 77% 64% 62% 54% 46% Improving Efficiency Fine-tuning Process Boosting Performance Cultivating Agility Influencing Culture x3 x5 x6 Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Q4 Q3 Q2 Q1 TD Some are realising their vision faster than others – what are they doing differently? x3 x5 % Reporting achievement of goals in each outcome
1: ESTABLISH CLEAR GOALS
Top Deck organisations are DELIVERING what matters to business Compared to rest of sample of 600 L&D leaders Growth Transformation Productivity Sustainability 3x 4x 3x 3x
92%of the Top Deck Analyse the problem before recommending a solution 40% health 58% public sector
77%of the Top Deck Have a plan for how they will meet agreed measures 24% health 35% public sector
2: INDULGE IN FRESH THINKING
90%oftheTopDeck consider the course as only one option for building performance (41%health 46%publicsector) Different Perspective
85%Topdeck looking at models that integrate learning and work 25% health 36% public sector 102070Workflow Social Formal
Managing competency 70:20:10 style Monitor daily Supervise at the point of need Helse Vest, Norway State owned regional health authority: Health trusts Operating 9 hospitals 31,000 employees
3: UNDERSTAND THE TERRAIN (KNOW YOUR LEARNERS!)
82%of the Top Deck are proactive in understanding how their staff learn 33% health 29% public sector
77%of the Top Deck involve users in design (19% health 48% public sector) LISTEN
The danger of boxing staff in CONSTRAINS OUR THINKING & ACTIONS
4: USE THE RIGHT KIT
E-enable 43% of formal learning (23% health, 21% public sector) 87% Enjoy good relationships with IT (71% health, 53% public sector) TOP DECK THINK DIGITALLY
The Top Deck… Use tech to make life easier 5xas likely to have Curation strategies in place 4x as likely to use Micro Learning 3x as likely to provide Job aids via mobile 3x as likely to use Use Tags and Metatags
5: IT’S A TEAM EFFORT
90% Expect Line managers to take responsibility for staff development (71% health, 67% public sector) 59% Equip managers with the resources they need to support their teams (14% health, 19% public sector) 90% expect line managers to take responsibility for their staffs’ development (vs 61% of the rest)
The Top Deck HELP STAFF LEARN HOW TO LEARN 74% offer study skills training (62%health, 58% public sector) 64% encourage learners to organise own Personal learning strategies (25% heath, 30% public sector)
What did staff like best about working at HC-One?
6: TRAIN HARD!
Beware the latest fads! Using more technologies but reporting fewer benefits
82%of the Top Deck L&D are confident using new media in learning design (29% health, 25% public sector)
82%of the Top Deck provide ongoing CPD opportunities for L&D staff (57% health 61% public sector.) 1 in 5 (19% health. 7% PS) don’t know how their L&D staff build skills
7: USE A COMMON SENSE FRAMEWORK
Common sense but not common practice Defining Need Understanding Learners Work Context Building Capability Ensuring Engagement Demonstrating Value THE TOP 10% 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
© Towards Maturity 2015 Prioritise outputs not inputs Be consumer driven Work within wider context Prepare for change Bring others on board Use evidence to review & adapt
8: KEEP ON TRACK
62% Top Deck Use learning analytics to improve the service they deliver 13% health, 19% public sector EVIDENCE BASED LEARNING DECISIONS
9: #MAKEITHAPPEN
© PA Knowledge Limited 2017 44 Distance from point of need Trainingtimerequired The Learning Elimination Curve
© PA Knowledge Limited 2017 45
© PA Knowledge Limited 2017 47 HOW WOULD YOU? Find your way in a strange city? Help your daughter with her homework on ‘the Ancient Egyptians’? Find a restaurant in a new area? Learn how to play ‘stairway to heaven’ on a guitar? Learn about a person you will be meeting? Choose a good movie to watch? Learn how to use your new phone? Keep up with innovations in your profession? Choose a hotel for a holiday? Overcome a difficult level on your computer game? Fix a fault with your chainsaw?
© PA Knowledge Limited 2017 48 Disliked Ineffective Cheap Training isn’t working.The world is changing.The way we learn everyday no longer resembles educational conventions. The Problem CLASSROOM E-LEARNING Liked Ineffective Expensive
© PA Knowledge Limited 2017 49 EXPERIENCES RESOURCES We design experiences that simulate real challenges. We offer resources that help people get the job done. The Solution Turning educational programmes into simulations of real work Allowing people to earn badges, develop a portfolio & transferrable skills Designing digital resources around everyday tasks & challenges Enabling people to perform, by accessing support at the point of need
Be convinced Support and guidance Feel inspired or engaged Simple practical stuff THE ORGANISATION WANTS METO… IWANT… Understand why To understand how Care less Story ResourceGuideAnimation PUSH PULL Experience Care more Experiences or Resource?
Example: Graduates
© PA Knowledge Limited 2017 53 Example: Global Bank 26
© PA Knowledge Limited 2017 54 Example: High Speed 2 High Speed 2 is the largest infrastructure programme in the UK. With construction work about to begin, HS2 saw that strong leadership would be essential to getting their 2,000-strong workforce performing effectively. PA worked with HS2 to design and launch an online learning portal with checklists, video shorts and ‘how to’ guides that people can use to get practical support whenever they need it. Topics covered everything from conducting an interview to running a performance review. 26
WHAT IS HOLDING US BACK?
82% ofL&Dprofessionals in healththink L&D lack knowledge about implementing learning tech 76% Staff lack skills to manage their own learning
Getting ready for the future of learning What are we going to do about it? All content © 2017 Towards Maturity CIC Ltd. Not to be distributed or copie
A starting point Defining Need Understanding Learners Work Context Building Capability Ensuring Engagement Demonstrating Value THE TOP 10% 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
Health Sector Where are we now? Strenghts
Managing learning Personal Understanding the business problem Design and delivery (technical) Supporting Performance Design and delivery Evaluating impact Skills in place (Rest)Priority skills (All) Skills in place (Top Deck) W W W W = W= W W W S W W W S S W W W S
Preparing for the future
Experiences Experience formats which can be applied to change mindsets, build capability and improve performance. Use these formats to build a ‘flight simulator’ for tasks or roles of any kind.
Resources Resources – such as short videos, animations, checklists, infographics and one-page guides – help people at the point of need. Resources can be far more effective than courses at improving performance. Animation: the psychology of differences Video: for the business case Infographics: for context Peer stories
Be convinced Support and guidance Feel inspired or engaged Simple practical stuff THE ORGANISATION WANTS METO… IWANT… Understand why To understand how Care less Story ResourceGuideAnimation PUSH PULL Experience Care more Experiences or Resource?
DEFINE the outcome in terms of results not learning objectives DISCOVER the concerns and tasks that underpin performance DESIGN think of helpful stuff: resources and experiences DEVELOP in a user-centred way: designers partnering with practitioners DEPLOY an MVP rapidly, and market ITERATE Continue to improve 6 1 2 3 4 5 The audience always comes first. Talk to people – find out how you can help. Process
Technology 1) Talk to people, build helpful stuff. 2) Use the technology people are already using. • Whatsapp • Slack • Facebook • Instagram 3) Use smartphones – but get a microphone! 4) Use powerpoint for printables 5) Curate wherever you can
EXAMPLE CROWDSOURCING QUESTIONS VOTE FOR 4! A VISION FOR DIGITAL LEARNING 6) What specific questions can we ask business leaders to build buy in? 2) What do you do to help line managers ensure learning is supported in the workplace? 3) What are the priority skills required by L&D to secure the opportunities of a digital future? 4) How can we improve the culture of learning in NHS Wales? 1) In what ways can we use technology to support learning that we are not doing at the moment? 7) How can we involve learners more in the design of learning? 5) What evidence should we capture to demonstrate impact? When should we capture it? 8) How can we deliver more impact with less resources?
Turning insight into action All content © 2017 Towards Maturity CIC Ltd. Not to be distributed or copie
HOW DO WE RESPOND TO CHANGE!
HIDE?
OR HARNESS THE OPPORTUNITY?
9 tips for getting ready for the future of learning

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