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Create a Culture of Learning in the Modern Workplace
The document discusses the necessity of creating a modern learning culture in workplaces, emphasizing the shift from traditional training methods to a more dynamic, learner-centric approach. It highlights the importance of microlearning, accessibility, and the integration of external resources to enhance employee learning experiences. The piece also outlines strategies for fostering a learning culture, including making learning a habit, celebrating failure, and ensuring consistent communication and support from management.
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Introduction to fostering a culture of learning within modern workplaces.
Introduction of Libby Mullen and Katie Miller from BizLibrary.
Information on accessing BizLibrary's demo.
U.S. businesses spend $160B annually; 90% of learning forgotten in 30 days; need for microlearning.
Engagement through a poll question regarding training results ratings.
Insights from Deloitte about the ongoing transformation of learning in organizations.
Importance of shifting from traditional corporate training to engaging learning experiences.
Highlighting the need for adaptability in today's workplace.
Gallup: Workers spend up to 5x more time learning independently than through employers.
Explains learning culture as organizational values that enhance knowledge and performance.
Comparison of training culture as corporate-focused vs. learning culture as experience-based.
Difference between managed corporate learning systems vs. consumer-like learning environments.
Employees pulling learning opportunities versus L&D pushing mandatory training.
Focus on company-sanctioned training vs. the inclusion of external learning resources.
Contrast between generalist and specialist roles in corporate training vs. learning.
Shift from lecture-based training to experiential learning methods for better engagement.
Training teaches specific skills; learning focuses on developing broader learning capabilities.
Organizations define detailed competencies for training vs. broad capabilities for learning.
Hybrid roles of learning organizations in guiding experiences beyond traditional frameworks.
Benefits of a strong learning culture; statistics on market readiness and productivity.
Exploring additional advantages that a strong learning culture provides.
Comparing traditional formal training with modern informal learning approaches.
Poll to gauge the audience's perception of their organization’s learning culture.
Five steps to foster a culture of learning, including making learning a daily habit.
Encouraging the integration of learning into everyday routines.
Advantages of microlearning and reducing cognitive load for efficiency.
Statistics on smartphone usage and the need for mobile-friendly learning options.
Strategies for reinforcing learning retention across the organization.
Connection between time and memory retention emphasizing reinforcement.
The importance of rewarding learning through failure to promote growth.
Measuring learning outcomes in contrast to traditional training metrics.
Microlearning and reinforcement are key techniques that enhance learning.
Offering relatable learning content and experiences to increase engagement.
Group discussion on how to handle change effectively within organizations.
Emphasizing the role of managers in supporting a learning culture.
Importance of maintaining open and regular communication with staff.
The significance of sharing metrics to demonstrate learning program results.
Need for consistent approaches in fostering a learning culture.
Summary of the necessity of adaptive learning cultures and the role of microlearning.
Inviting participants to ask questions regarding the presentation topic.
Introduction to video courses designed to navigate change in organizations.
Leadership course on how to effectively manage organizational change.
Invitation for the audience to request a demo of BizLibrary’s course offerings.
Final invitation for questions regarding the session or additional queries.
Conclusion and reintroduction of the presenters for the audience.
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Create a Culture of Learning in the Modern Workplace
- 1. Creating a Cultureof Learning in the Modern Workplace
- 2. Presenting Today Libby Mullen Learning& Development Manager BizLibrary Katie Miller Moderator BizLibrary
- 3.
- 4. U.S. businesses spendover $160 billion annually on employee learning and training 90% of what we learn is forgotten within 30 days Employees are interrupted – on average - every 3 minutes Classroom-based learning is failing businesses because it covers only about 10-20% of what someone actually needs to do their job Why Microlearning makes a difference in the modern workplace?
- 5. On a Scaleof 1-5, how would my CEO rate our training results? POLL QUESTION
- 7. What is theModern Workplace? “The transformation of learning is a powerful story, and most organizations are still in the first or second act of this multi-act drama.” – Deloitte University Press
- 8. Transition from aseries of corporate programs to an environment and an experience.
- 9. A World ofConstant Change
- 10. Workers spend up to 5xmore time learning on their own each week than from their employers - Gallup, 2016
- 11. What is aLearning Culture? Organizational values, conventions, processes and practices that encourage individuals and organizations to increase knowledge, competence and performance.
- 12. Training Culture vs.Learning Culture Training is a series of corporate programs built around L&D-designed content and L&D-approved experts. TRAINING Learning is an “environment and an “experience,” leveraging experts, content, and materials sourced and recommended by external communities as well as by other employees and internal experts (not just L&D). LEARNING vs
- 13. The learning environmentis managed by a corporate learning management system. TRAINING The learning environment feels like a consumer website that provides videos, courses, content, and access to experts – as well as recommendation engines that help people find precisely what they need. LEARNING vs Training Culture vs. Learning Culture
- 14. Training Culture vs.Learning Culture L&D, business, and compliance experts push out training, identifying required courses to be completed by employees based on roles. TRAINING Employees pull learning, navigating and accessing opportunities from inside and outside of the company. LEARNING vs
- 15. Training Culture vs.Learning Culture The focus is on the internal training sanctioned by the company. TRAINING External training is available from any digital content source. LEARNING vs
- 16. Training Culture vs.Learning Culture Learning professionals are generalists who do everything from design to development, logistics, and measurement. TRAINING Learning professionals are specialists who are excellent at the component they own. LEARNING vs
- 17. Training Culture vs.Learning Culture Training follows lecture- based model guided by an expert. TRAINING Training is experiential relying on simulations, case studies, and flipped classrooms. LEARNING vs
- 18. Training Culture vs.Learning Culture Employees learn specific skills through expert-guided instruction. TRAINING Employees learn how to learn through facilitation and coaching. LEARNING vs
- 19. Training Culture vs.Learning Culture Organizations create detailed, exhaustive, skill- based competencies that drive the learning agenda. TRAINING Organizations create high- level frameworks that outline broad capabilities. LEARNING vs
- 20. Training Culture vs.Learning Culture The learning organizations plays a lead role in what person learns and focuses on delivering work experiences, interactions with others, and formal training in the traditional 70-20-10 ratio. TRAINING The learning organization plays a supporting role in what person learns, expanding the 10 to include “inside” and “outside” learning; shifting the 20 to include internal and external networks; and redefining the 70 to include corporate, community, and social experiences. LEARNING vs
- 21. Why Does aLearning Culture Matter? 32% 37% 34% 26% More likely to be first to market Greater employee productivity Better response to customer needs Greater ability to deliver quality products
- 22. Other Advantages ofa Learning Culture
- 23. Competitive Advantage Traditional Organizations– Formal Training Modern/Learning Organizations – Informal Learning
- 24. How Do WeCreate a Learning Culture? Would you consider your Organization to have a: A: Modern Learning Culture B: Traditional Training Culture POLL QUESTION
- 25. 5 Steps toCreating a Modern Learning Culture LEARNING CULTURE Make Learning a Daily Habit Reinforce Learning Celebrate Failure Measuring Learning vs. Training Provide Modern Learning Content & Experiences that are Familiar
- 26. Make Learning aDaily Habit
- 27. “Microlearning – learningbursts – lower the cognitive load.” Make it Short
- 28. Why does mobilematter? For the first time ever, the number of smartphones exceeds the number of people on the planet. Over 75% of employees in the U.S. are active online. More video content is being consumed via smartphone and other mobile devices than ever before. Short, video-based training is needed to cater to how the modern learner best receives information. Make Learning Accessible
- 29.
- 30.
- 32.
- 33. Measuring Learning vs.Training
- 34. What Works? Learning Bursts microlearning LearningBoosts reinforcement
- 35. Provide Modern LearningContent and Experiences that are Familiar
- 36. …How Will IManage All This Change? GROUP CHAT QUESTION
- 37. Have all managerson board
- 38. Communicate Regularly WithEmployees
- 39. Deliver Metrics andResults
- 40.
- 41. Key Takeaways • TheModern Workplace AND the Modern Worker have changed and a new type of Learning Culture has become necessary. • Burst and Boost (Microlearning and Post-Training Reinforcement) are cornerstones on which to build your Modern Learning Culture. • Creating a learning culture won’t happen overnight, and it does represent change…but change is manageable.
- 42.
- 43. Make Change WorkVideo Course Make Change Work This ten-part video course presents real ideas for thriving in a world of constant change. It is a guide to help you design and implement a strategy for leading change and delivering meaningful business results. Primary learning objectives include understanding the new realities of change; what change leaders do; how to achieve buy-in for change; how to use resistance for positive results; what to do when change isn't a choice; and how to build and sustain a nimble culture.
- 44. Leadership and ChangeVideo Course This video course is meant to teach you how to lead your organization in a way that supports change. It comprises nine video lessons that explain the importance of change as a core competency, the resistance to change, and methods for implementing a change initiative. After viewing this video course, leaders will be able to empower their employees as they foster a culture of agility adept at handling change. Leadership and Change
- 45. Let us knowthrough the poll if you’d like a free demo of BizLibrary’s online course collection. www.bizlibrary.com/demo Try out these video lessons and more!
- 46.
- 47. Presenting Today Libby Mullen Learning& Development Manager BizLibrary Katie Miller Moderator BizLibrary
Editor's Notes
- #3 Thanks Elizabeth! Hi everyone, thank you for joining us for Creating a Culture of Learning in the Modern Workplace. My name’s Katie Miller, I’m Marketing Specialist here at BizLibrary, and presenting with us today is Libby Mullen. Libby is the Learning & Development Manager for BizLibrary; her favorite aspect of her role is developing employees to realize their maximum potential. Libby has over 25 years of experience in Education, Training, and Business Consultation, both in the Higher Education realm and in all verticals of the Business Sector. Building positive partnerships, solving business challenges creatively, and bringing out and developing the strengths in others are what makes Libby “tick.” Libby is a fervent writer, an experienced public speaker and is most passionate about the importance of life-long learning in helping employees to take initiative to become “Smarter Every Day.” At home, Libby has 5 boys (ages 11-20).
- #4 BizLibrary is dedicated to HR and learning professionals, focused on providing the best and most complete online training solutions. Our training content engages employees of all levels, and our learning technology is a dependable and progressive catalyst for achievement. Armed with our expert Client Success and Technical Support teams, clients are empowered to solve business challenges and impact change within their organizations. We make working with us easy and aspire to be your online learning partner. To learn more, visit us at bizlibrary.com! Enough about us, we’d like to go ahead and get things started here. Libby, if you’re ready to go, we’re ready when you are! ___________________________________________________
- #5 Why Microlearning makes a difference in the modern workplace? Microlearning has become a necessary asset in organizations looking to implement a strong learning culture. Learning needs to be continuous and traditional training no longer meets that need.
- #6 On a scale of 1-5 how would my CEO rate our training results? 5 being “Great!” and 1 being “not so good.”
- #7 The way learners work and receive information has fundamentally changed.
- #9 Transition from a series of corporate programs to an environment and an experience.
- #10 New employees have grown up in a world of constant change and innovation. Employees want to learn continuously and expect that their employers value and nurture their potential. The global, mobile, transient nature of this new workforce makes it easy for employees to jump ship to organizations that offer more development opportunities.
- #11 Degreed - Graphic – Workers spent 37 minutes of their average week on employer training, 3.3 hrs of training learning on their own Employees are spending 5x more time learning on their own each week
- #12 A learning culture is a set of organizational values, conventions, processes and practices that encourage individuals and organizations to increase knowledge, competence and performance. BizLibrary has created values with learning culture in mind:
- #22 Why Does Learning Culture Matter? Companies with Learning Cultures Outperform their peers: According to a study by Bersin and Associates, “High-Impact Learning Culture: The 40 Best Practices for Creating an Empowered Enterprise”, High-Impact Learning Organizations that have a strong learning foundation in place tend to significantly outperform their peers in several areas They are 32% more likely to be first to market. They have 37% greater employee productivity. They have 34% better response to customer needs. They have a 26% greater ability to deliver quality products. They generate, on average, three times higher profit growth.
- #23 Other advantages of a learning culture: Increased employee satisfaction and decreased turnover Studies are showing that the modern worker values training and development more than salary increases and other benefits. An improvement in mindset among employees A developed sense of ownership and accountability Ease in succession and transition A culture of knowledge inquiry and sharing An enhanced ability for workers to adapt to change
- #24 In traditional organizations, the learning function is largely reactive. Learning is viewed as a noun rather than a verb and a cost rather than an investment. This kind of thinking will never put you ahead of the competition.
- #25 POLL QUESTION: Would you consider your organization to have a modern learning culture, or a traditional training culture?
- #26 Make it a daily habit Reinforce Learning Celebrating failure (after-action reviews) Measuring learning vs. training Providing Modern Learning Content and Experiences that are familiar (video/youtube-style training)
- #28 In cognitive psychology, cognitive load refers to the total amount of mental effort being used in the working memory. _______________________________________ Chunk It. In cognitive psychology, cognitive load refers to the total amount of mental effort being used in the working memory. Cognitive load theory states that we have mental “bandwidth” restrictions. In other words, our brain can only process a certain amount of information at a time. And one of the things that can cause overload is too much information. So the #1 thing we need to do with our training content is to chunk it down into bite-sized “bursts” to lower the cognitive load. Microlearning is very popular today and a key component of our online training solution. We offer training videos that are typically 5-10 minutes in length to address the needs of today’s workplace and the realities of learning science.
- #29 Learning Away from Work Why does mobile matter? For the first time ever, the number of smartphones exceeds the number of people on the planet. Over 75% of employees in the U.S. are active online. More video content is being consumed via smartphone and other mobile devices than ever before. Short, video-based training is needed to cater to how the modern learner best receives information. Mobile training helps companies stay competitive in an increasingly complex, global business environment Information is the new currency in today’s competitive global business setting. A mobile learning solution provides an edge, and giving learners access to training in multiple locations via mobile devices eliminates travel expenses and scheduling issues.
- #32 The image here illustrates this concept. This has very important implications for us as learning professionals. We need to space out our programs so employees will get the most from their training time.
- #35 Great stuff. So what can you use to improve your employee training programs… we suggest you incorporate 2 big things… First, we hope you’ll incorporate short training “bursts” into your training programs. Chunk your content into bite-sized pieces. Second, we hope you’ll develop a series of short learning “boosts” following your training to help your employees retain and transfer the information learned to their jobs.
- #37 Group chat question: What is the goal and objective of employee training (Let us know in chat!)
- #38 Manager buy-in and consistent training will ensure everyone is getting the same message and opportunities.
- #39 Employees should know that not only is the shift in culture beneficial for the organization, but extremely beneficial to the employee individually and their career goals.
- #40 Show employees the difference training, learning and an open culture of sharing knowledge is making
- #41 Set your program up for success ahead of time by having leadership buy-in, a marketing plan and a consistent message. Don’t let your program fizzle out after the first few weeks or months.
- #42 The Modern Workplace AND the Modern Worker have changed and a Learning Culture has become necessary. Microlearning and Post-Training Reinforcement are cornerstones on which to build your Learning Culture. Creating a learning culture won’t happen overnight, but it IS possible. Change management is inevitable, but manageable.
- #43 Thanks Libby! Okay everyone, go ahead and keep sending those questions over through group chat or Q&A. While you’re doing that, I’m going to share some of our recommended resources with you from the BizLibrary Collection.
- #44 Our first resource is our ten-part video course on "Make Change Work," written and presented by business performance veteran and award-winning author, Randy Pennington. This ten-part video course presents real ideas for thriving in a world of constant change. It is a guide to help you design and implement a strategy for leading change and delivering meaningful business results. Primary learning objectives include understanding the new realities of change; what change leaders do; how to achieve buy-in for change; how to use resistance for positive results; what to do when change isn't a choice; and how to build and sustain a nimble culture. This is available in the BizLibrary Collection.
- #45 Our second resource is a 9-part video series on Leadership and Change . This video course is meant to teach you how to lead your organization in a way that supports change. It comprises nine video lessons that explain the importance of change as a core competency, the resistance to change, and methods for implementing a change initiative. After viewing this video course, leaders will be able to empower their employees as they foster a culture of agility adept at handling change. Again, these resources are available in the BizLibrary Collection.
- #46 You can try out these video lessons and courses by scheduling a demo with BizLibrary – all you need to do is click the link in the chat. DEMO LINK: https://bit.ly/2Nm3jyr - BizLibrary Demo Alright now, let’s get to some Q&A.
- #47 Looks like we’ve had several questions come in, so Libby, our first question is: __________________________________________________ COPY IN QUESTIONS SEED QUESTIONS: What are some ways that we can get our employees excited about learning? Right now, they just view it as another project that has to get done. When is the appropriate time to use a reinforcement, such as a quiz? Should we allow the employees to give feedback on the courses and quizzes? How can we convince our c-suite and executives to support a more modern culture? Right now, we are having an expert come in every year to do the training and it does not seem as effective. Will it affect the results if the learner gets the content on his/her own or because the manager assigned the task?
- #48 So we want to give a big thank you to Libby for presenting with us today and thanks everyone for attending! I’m going to pass it off to Elizabeth to wrap us up.