Courtesy of Intrepid by Vital Source

1. Digital Disruption
Helpful information to start the disruption conversation

2. Let’s talk about the digital
disruption in learning.
You’ll have plenty of information to use in your digital transformation discussions at the end of this program but,
to get your started, here are some informative data and talking points. Feel free to use this deck as is, make
adjustments, or copy slides into your own presentations.

3. Digital
disruption
is here
90% of organizations anticipate
their industries will be totally
disrupted by digital trends
But only 40% of organizations are
adequately preparing for the
disruptions to come
Source: “Aligning the Organization for its Digital Future,” MIT Sloan Management Review & Deloitte University Press, 2016

4. Human adaptability
Technology
We are here
Learning faster and
governing smarter
Rateofchange
Time
Accelerating human adaptability is 90% about “optimizing for learning”
Applying features that drive technological innovation to our culture and social structures
Source: Eric “Astro” Teller’s idea explained in Thomas Friedman’s Thank You For Being Late, 2016.

5. EMPLOYEES AND BUSINESS LEADERS
VALUE LEARNING AND DEVELOPMENT
Training & Development is the most
preferred job benefit among
Millennials
Executives rated learning as
important to the success of their
organization
2X
Career development and learning
opportunities are 2x more important
in job consideration than comp,
benefits, and work environment
84%#1
Sources: KPCB; Bersin by Deloitte: 2016 Global Human Capital Trends Report

6. BUT CORPORATE LEARNING
ISN’T MEETING EXPECTATIONS
Percentage of employees who say they have
workplace opportunities for learning
and growth
37%
Percentage of companies
that believe their learning
programs are effective
38%
Sources: Bersin by Deloitte: Rethinking L&D: Enterprise Learning Trends for 2015
Deloitte Human Capital Report, 2016

7. THINK
LEARNERS DON’T HAVE TIME TO
58% of knowledge workers say they have only 15-30 minutes
per day for thinking & reflection
40% say they have no time for reflection at all
Source: Bersin by Deloitte “Meet the Modern Learner”

8. LEARNER EXPECTATIONS ARE
changing
I need to find information easily
Whenever, wherever I need it
On any device I have
With technology that’s intuitive

9. LEARNER
ARE CHANGING TOO
Professional skills have a
half-life of 2.5-5 years
They will have held an average
of 10 jobs before age 40
38% of jobs are at risk of being
lost to AI in the next 15 years
motivations
Sources:
Bersin by Deloitte, “Meet the Modern Learner”
Bureau of Labor Statistics
Vanity Fair

10. New SolutionsCompanies are seeking new solutions for the Modern Learner
are changing the
mix of learning
and delivery
methods
increased the
use of anytime /
anywhere
training delivery
have added a
social component
to their learning
have increase
their use of
micro content
87%
74%
45%
40%
Source: Fresh Learning: Modern Learning Trends & Strategies.
Intrepid Learning & Human Capital Media (2014)

11. Low SatisfactionBecause they struggle to implement learner first solutions
companies
consider social
learning features
essential
companies very
satisfied with
social features
of their current
learning tech.
companies
switching their
LMS for improved
user experience
average
satisfaction
grade for
current LMS
54%
5%
88%
C
Source: 2016 Learning Technology Study, Brandon Hall

12. Typical Enterprise LandscapeCompanies try to connect multiple systems that weren’t designed for todays learning needs

13. Assessment, Development, Delivery Tools Content Libraries
LMS Platforms Learning Record Stores
Learning Experience (Aggregator) Platforms Program Experience (Delivery) Platforms Micro Learning Platforms
Modern Learning LandscapeThere are plenty of ways to connect the learner experience now
Learning Experience Layer
Source: Bersin by Deloitte

14. Accelerate Developmentby making the learning agenda the company’s agenda
Business Leaders Learning Professionals
Set an expectation that learning must be a source
of competitive advantage
Make learning core to the employer brand
Model learning as a leadership behavior and an
expectation in others
Provide learning budget, dedicated functions,
and experienced leadership
Make digital learning core to our digital strategy
Build a learning strategy that truly differentiates us
Build and foster a culture of learning, not just
content and programs
Embrace the modern learner and prioritize their
experience
Expand the team’s skills to become “full stack”
learning professionals
Make digital core to our learning strategy

15. ONE
LAST
THING
Things We Have
Learned About the
Digital Disruption
The Disruption of Digital Learning