1.
THE TOOLS YOU NEED
TO BUILD THE LEARNING
CULTURE YOU WANT
September 12, 2016
OLLIE CRADDOCK | Mind Tools
SVP Commercial Development
ollie.craddock@mindtools.com
TODD TAUBER | Degreed
VP of Product Marketing
todd@degreed.com
+

2.
AGENDA
HELLO.
+
1 Learning Culture Today
Evolving Role of L&D
Role of Content
Role of Technology
Q&A
We’re Degreed.
And Mind Tools 2
3
4
5

3.
+
POLL: HOW
WOULD YOU
DESCRIBE
YOUR
LEARNING
CULTURE?

4.
+
“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.

5.
+
6 ESSENTIAL
COMPONENTS
OF LEARNING
CULTURE
Learning
Culture
Encourage
Reflection
Build
Trust
Demonstrate
Learning’s
Value
Enable
Knowledge-
Sharing
Formalize
Learning as a
Process
Empower
Employees
Source: Bersin by Deloitte, 2013

6.
+
Only 31% of organizations
report having a culture
of learning
‘Building a culture of learning’ - ATD 2016

7.
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MOST DON’T
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

8.
+
GOOD NEWS –
PEOPLE WANT
TO LEARN
MindTools.com, January 2016 (Q6, sample size = 2,156)
0
100
200
300
400
500
600
700
800
900
0 Up to 1 Up to 2 Up to 4 Up to 8 8 or more
How Many Hours a Month Do You Spend On…
Prescribed Training Self-directed learning

9.
+
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

10.
+
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)

11.
+
THERE’S A
MASSIVE
OPPORTUNITY IF
WE CAN HELP
THEM – IN A WAY
THAT SUITS
THEIR HYPER-
BUSY LIVES.

12.
+
Ann Schulte, Global Leader - Learning and Leadership Development,
Procter & Gamble
“You are not giving up
control. You are sharing
control with the learner.”
Source: Bersin by Deloitte, IMPACT 2016 Conference, 5/2016

13.
+
LEARNING IS SOMEONE’S AND EVERYONE’S
JOB
Degreed, How the Workforce Learns in 2016, 2/2016

14.
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EMBRACE
L&D’S NEW
ROLE:
SUPPLY AND
EMPOWER
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?
Workers’ typically start their learning
experiences with social and search –
not with L&D or HR

15.
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TRADITIONAL
L&D IS NOT
OBSOLETE.
BUT IT ISN’T
COMPLETE.
On average, workers give their
employers’ learning and development
opportunities a Net Promoter Score of…
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Detractors
(-100)
Promoters
(+100)
-31

16.
+
MORE
LEARNING
DOESN’T
ALWAYS MEAN
BETTER L&D
• The best organizations build a culture
of productive learning
• Opportunity: Personalize learning
opportunities – don’t just increase
available content
• Capability: Teach employees how to
learn – don’t just provide learning
content
• Environment: Share ownership of
learning environment – don’t just
mandate learning
Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014

17.
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Evolving your
content strategy

18.
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Finding the Right Information at the Right
Time and in the Right Format.
We can’t do that for our employees – we have
to enable them to do that for themselves
Curation & Marketing

19.
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CRITICAL IS
TO BUILD
CONTENT
INTO THE
WORKFLOW
• “People know that a lot of learning content is
available, but don’t 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

20.
+
AN EXAMPLE –
SHARED
OWNERSHIP OF
A LEARNING
MINDSET
• 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.
58 minutes
of learning

21.
+
AN EXAMPLE –
EMPOWER
INDIVIDUALS
IN L&D’S NEW
ROLE
• 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.
Learning as
an individual
process

22.
+
Evolving your
infrastructure to
deliver it

23.
+
SHAPE THE
LEARNING
CULTURE.
INSIDE AND
OUTSIDE THE
LMS.
Source: Degreed, How the Workforce Learns in 2016, 1/2016
Worker
Not enough
time for L&D
offerings
Not enough
guidance or
direction
Not enough
recognition
or reward
OBSTACLE 1 OBSTACLE 2 OBSTACLE 3
Expertise
-47 NPS -62 NPS -71 NPS

24.
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INVEST IN
MORE DIVERSE
PORTFOLIO OF
LEARNING
SOLUTIONS.
Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015
(-20%)
Higher-Impact L&D
Organizations Deliver...
(-20%) +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 on-
demand
resources

25.
+
SMOOTH THE
PATHWAYS
TO LEARNING…
INSIDE AND
OUTSIDE
THE LMS.
Source: Degreed, 2015

26.
+
TRACK, VALUE
AND SHARE 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
150+
Adopters
~2
Million
Profiles
4
Million
OpenBadges
5
Million
Projects
10
Million
Repositories
3
Billion
Endorsements

27.
+
THE LEARNING CULTURE YOU WANT
MORE FREQUENTLY.
MORE PEOPLE…
LEARNING SMARTER…
Degreed customer case study

28.
+
THE RESULTS YOUR CEO WANTS
MORE EFFECIENT L&D INVESTMENTS.
MORE ENGAGED EMPLOYEES...
MORE AGILE + PRODUCTIVE WAYS TO LEARN...
Degreed customer case study

29.
+
MORE
PRODUCTIVE
LEARNING
CULTURE
MEANS BETTER
BUSINESS
RESULTS
• Employees perform 12%
better
• Companies see 1.4%
higher revenues
• Companies see 3.2%
higher profits
Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014

30.
+
KEY
TAKE-AWAYS
• People are motivated to learn. But they’re
just hyper-busy.
• Traditional approaches don’t 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.

31.
+
QUESTIONS?
VISIT
get.degreed.com
mindtools.com
EMAIL
todd@degreed.com
ollie.craddock@mindtools.
com
FOLLOW
@degreed
@toddtauber
@mind_tools
@thisisocraddock