1.
4 EFFECTIVE STRATEGIES
FOR ENGAGING THE NEW
CONSUMER LEARNER
March 16, 2017
Ollie Craddock | Mind Tools
Deputy CEO
ollie.craddock@mindtools.com
Sarah Danzl | Degreed
Content and MarComm
sdanzl@degreed.com
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2.
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WHY LISTEN TO US
More than 28 million
learners around the
world use our
resources every year
Our clients are
some of the biggest
organisations
in the world
Three global surveys
of more than 2000
managers, conducted
in 2016 and 2017
Specialists in
management and
leadership
development

3.
AGENDA
HELLO.
+
1
We’re Degreed.
And Mind Tools 2
3
4
Learning in 2017: Snapshot
4 things you can do
Why it matters
Mastercard Client Study

4.
+
LEARNING IN 2017

5.
+
UK HSE Labour Force Survey, Oct 2015
440k
cases a year
of workplace
stress
9.9m
days lost in
2014/2015
Work
overload
a main cause
70%
experience
stress from
work
22%
of people
“under extreme
stress”
American Psychological Association, Jan 2012
VERY BUSY, AND VERY STRESSED

6.
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LIVING LONGER AND STAYING SHORTER

7.
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MindTools.com, 2016 and 2017 surveys (Sample size = 1,348. and
287)
Self directed
learning
LEARNERS WANT CONTROL
Prescribed
training

8.
+
MindTools.com, 2016 (Sample size = 1,184)
AND
THEY’RE
SPENDING
A LOT OF
TIME
LEARNING

9.
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LEARNING IS HAPPENING…

10.
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EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR
FROM A VARIETY OF SOURCES
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Coaching &
mentoring
e-learning courses
Instructor-led classes Conferences &
trade shows
Web search
Peer/team
interaction
Articles & blogs
Videos
Books
Apps
Online networks
Webinars
Live networking
Online
courses
Podcasts &
audio books
Live classes (external)
SELF-DIRECTEDL&D-LED

11.
+
EVERYWHERE

12.
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SO WHAT CAN YOU DO?

13.
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1. PUT LEARNERS’ PRIORITIES FIRST
LEARNERS WANT… SO L&D SHOULD.
Solve
Find
Access
Value
Create
Manage
Control
Track
Assemble
Empower
Enable
Guide
or
or
or
or

14.
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2. MANAGE LESS, EMPOWER MORE
Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
-20% +29% +13% +90%
Less training
via ILT, vILT or
e-learning
More learning
via on-the-job
experiences
More learning
via collaborating
and coaching
More learning
via on-demand
resources
Higher-Impact L&D Organizations Deliver…

15.
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3. MAKE IT RELEVANT AND PERSONAL
THROUGH CURATION
Source: Degreed, Curation and Personalization Framework, 10/2016
PROFESSIONAL
L&D
Curating
PERSONAL
Individuals
Collecting
PEER-TO-PEER
Teams
Sharing
TECHNOLOGY
Algorithms
Recommending

16.
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4. RECOGNIZE AND VALUE ALL KINDS
OF LEARNING
Source: TinCanApi.com, Who’s 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

17.
+
THE
TAKE-
AWAY
“Employees at all
levels expect
dynamic, self-
directed, continuous
learning
opportunities from
their employers.”
Global Human Capital Trends 2016 (Deloitte University Press)

18.
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WHY IT MATTERS

19.
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TODAY’S WORKFORCE HAS DRIVE
Source: Degreed, Bring Your Own Learning, 2/2015; Degreed, The Importance of Informal Learning,
7/2015; Degreed, How the Workforce Learns in 2016, 1/2016
5X 61% $339.00
Workers spend 3.3
hours learning on their
own each week, 37 min.
from employer training.
61% would put in even
more time on their own
if they got professional
credit for it.
75% invested their own
money (average of $339
each) on career-related
learning last year.

20.
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THE WORKFORCE LACKS SKILLS
FOR THE FUTURE.
PWC 18th Annual CEO Survey
81%
of US CEOs are looking for a much
broader range of skills when hiring
than they did in the past.
Skills

21.
+
MORE
PRODUCTIVE
LEARNING
CULTURE
MEANS BETTER
BUSINESS
RESULTS
Employees perform 12%
better
Companies see 1.4%higher
revenues
Companies see 3.2%higher
profits
Attain and retain employees
Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014

22.
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DON’T TAKE OUR WORD FOR IT:
MASTERCARD’S STORY
MORE FREQUENTLY.MORE PEOPLE… LEARNING SMARTER…

23.
+ People are motivated to learn. But they’re just
hyper-busy.
Busy people are learning, but in a different way.
This presents an opportunity if we share control.
4 key strategies to engage:
1. Understand your learner as a customer
2. Empower, don’t control
3. Relevant and personal
4. Value and recognise all learning
The consumer learner expects a self-directed,
continuous learning opportunity.
A more productive learning culture delivers
impact to your business results.
KEY
TAKE-
AWAYS

24.
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THANK YOU!
Questions?
Ollie
ollie.craddock@mindtools.com
Sarah
sdanzl@degreed.com
@sdanzl