5 Barriers to Effective Employee Training Programs and How to Crush Them

BARRIERS TO

EFFECTIVE TRAINING

PROGRAMS AND

HOW TO CRUSH THEM.

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POLL QUESTION

What are the biggest

barriers YOU have

faced related to

learning and

development on the

job?

A. Lack of resources

and times.

B. Lack of motivation to

change or improve.

C. Training doesn’t

make an impact.

D. Performance isn’t

improved.

E. Lack of support from

senior leaders.

WHAT WE HOPE YOU’LL LEARN:

The strategic framework for effective learning and development programs.

The 5 barriers organizations face.

Best practices about how you can overcome the barriers.

Everyday we create

bytes of data… So much that 90% of the data in the world has been created in the last two years alone.

SOURCE: IBM Understanding Big Data: Analytics for Enterprise Class Hadoop and Streaming Data

2.5 QUINTILLION

Over 6 billion hours of ….video are watched each month on YouTube…

that's almost an hour for every person on Earth.

9 out of 10 Americans already use their smartphones for work. Cisco BYOD Insights Report 2013

THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB

1986 1997 2006

Source: Robert Kelly, Carnegie-Mellon University

Executives Want to See More Impact and Value

Ranked Importance to Exec’s

Measure Learning Evaluation Level

Example Currently Measured

1 Impact 4 “The Accel project contributed 20% to our reduction in error rates this fiscal.”

8%

2 Value 5 “Within one year, the East program will achieve a 2:1 benefit-cost ratio.”

4%

3 Awards 0 “Our learning program won an award from Chief Learning Officer magazine.”

40%

4 Application 3 “78% are applying their new skills to their jobs”

11%

5 Learning 2 “92% of participants increased their skills”

32%

6 Activity 0 “Last year 7,800 employees participated in our learning programs”

94%

7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%

8 Reaction 1 “Employees rated our training very high with an average of 4.5 on a 5 point scale”

53%

Source: How Executives View Learning Metrics by Patti and

Jack Phillips, CLO Magazine, Dec 2010

If we just put a great employee

training program together, the

employees will love it….

In a world of learning and development where complexity is the enemy, [organizations need a] simple and nimble approach to delivering high quality learning, anywhere, anytime.

MICHAEL ROCHELLE Chief Strategy Officer

Brandon-Hall Group

complexity is the enemy.

EFFECTIVE TRAINING

PROGRAMS

COMMON BARRIERS

X

X X

EFFICIENCY

STATUS QUO MANAGER SUPPORT

X CONVENIENCE X TRAINING MINDSET

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EFFICIENCY

• Focus on outputs rather

than inputs

• Effectively using

technology

• Build, buy and borrow

• Complex systems and

structures

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Top 4 Learning Solutions for 2014

• Off-the-shelf content

• Video training

• Learning management

systems

• Mobile learning

Cox eLearning Consultants,

Learning Solutions Forecast:

2014 Edition

WHY VIDEO AND ELEARNING? COST

Reduce training budget without

sacrificing effectiveness

REACH More employees, at lower

cost

TRAVEL Reduce or eliminate travel costs

PRODUCTIVITY Ensure productivity and

minimize away from work

FEATURE BENEFIT

EFFICIENT Capable of teaching the same material in less time and reducing the

duration of class time

ADAPTABLE Addresses both formal and informal learning needs

AVAILABLE No need to schedule learning with a 24x7x365 solution

SCALABLE Reaches more employees faster and with greater consistency

EFFECTIVE Found to be as effective as face-to-face learning*

ECONOMICAL Cost -effective for any size audience

*U.S. Department of Education, Office of Planning, Evaluation, and Policy Development, Evaluation of

Evidence-Based Practices in Online Learning: A Meta-Analysis and Review of Online Learning Studies,

Washington, D.C., 2009, revised 2010.

ONLINE LEARNING MAKES SENSE

COLLABORATIVE

Network-based and driven

Content curators and creators

Smaller and decentralized

FLAT – fewer managers more SPECIALISTS

TECHNOLOGY dependent

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4 Tips for Harnessing Informal Learning

• Accountability

• Work smarter

• Model behavior

• Get the right people

and tools in place

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STATUS QUO

• Inertia and risk

aversion

• Processes and systems

are hard to change

• Training and

development

laggards

ASTD COMPETENCIES 2013

BUSINESS SKILLS GLOBAL MINDSET INDUSTRY

KNOWLEDGE

INTERPERSONAL

SKILLS PERSONAL SKILLS

TECHNOLOGY

LITERACY

ALTERNATE COMPETENCIES

NETWORKING COLLABORATION

PRESENTATION SKILLS DIGITAL LITERACY

LEADERSHIP SKILLS

It takes all the running you can do, to keep in the same place. If you want to get somewhere else, you must run at least twice as fast as that.

The Red Queen Through the Looking Glass by Lewis

Carroll

ORGANIZATIONS WITH A STRONG LEARNING CULTURE SIGNIFICANTLY OUTPERFORM THEIR PEERS…

46% 37%

33% 26%

58% 17%

INNOVATION: more likely to be

first to market

PRODUCTIVITY: greater productivity

CUSTOMER SERVICE: Better response to

customer needs

QUALITY: Greater ability to deliver “quality

products”

SKILLS: More prepared to

meet future demand

PROFITABILITY: More likely to be market share leaders

SOURCE: BERSIN BY DELOITTE

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Change Management

• L&D must take leadership role

• 70% of change initiatives fail (John Kotter – Harvard School of Business)

• Holistic view and commitment to follow-through

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CONVENIENCE

• A “conspiracy of

convenience”

• Throwing training at a

challenge or problem

• Alignment with the

organizations strategic

goals

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Root Cause Analysis

• Systematic approach

• Relentless and

objective pursuit of

objective truth

• Ask “why?”

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“TRAINING” MINDSET

• Change focus from input

to performance

• Are the right things being

measured? Activity or

performance

• Kirkpatrick levels

Executives Want to See More Impact and Value

Ranked Importance to Exec’s

Measure Learning Evaluation Level

Example Currently Measured

1 Impact 4 “The Accel project contributed 20% to our reduction in error rates this fiscal.”

8%

2 Value 5 “Within one year, the East program will achieve a 2:1 benefit-cost ratio.”

4%

3 Awards 0 “Our learning program won an award from Chief Learning Officer magazine.”

40%

4 Application 3 “78% are applying their new skills to their jobs”

11%

5 Learning 2 “92% of participants increased their skills”

32%

6 Activity 0 “Last year 7,800 employees participated in our learning programs”

94%

7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%

8 Reaction 1 “Employees rated our training very high with an average of 4.5 on a 5 point scale”

53%

Source: How Executives View Learning Metrics by Patti and

Jack Phillips, CLO Magazine, Dec 2010

BIZLIBRARY.COM

TRAINING NEEDED TO: TRAINING ACTIVITIES

Increase revenue Sales training

Improve quality Attention to detail courses

Reduce turnover Manager communication skills

Improve morale Open access to online courses

Satisfy customers Customer service courses

BIZLIBRARY.COM

BUSINESS NEED QUANTIFYING

QUESTIONS

Increased revenue Buy how much? In which areas?

Improved quality Improved how?

Reduction in turnover What percentage reduction?

Improved morale Improved how?

More satisfied customers In what way?

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MANAGER SUPPORT

• No other relationship has

more impact

• Manager support and

involvement at every

stage is crucial

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Make the Employees Stakeholders (Psst . . . They are already learning on their own anyway!)

• Organizational mission

• Engagement

• Tools and resources

• Continuous feedback

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WHAT IS LEARNING AGILITY?

• Set of behaviors

• Prepares people to

perform well in novel or

unfamiliar situations

• Can be developed and

learned to an extent

KEY TAKE-AWAYS

We need a different approach to learning and development. Focus on performance.

What are the barriers my organization faces? Start with manager support – it’s the single most important factor.

Sometimes it’s a change in culture. Change isn’t always easy.

LEADERSHIP LESSON VIDEOS

Targeted videos that are 2-5

minutes long.

CEOs, business authors and

experts share an action-

oriented key takeaway on very

specific topics.

Global business leaders share

lessons learned through

reflective story telling -

engaging and memorable.

SOFT SKILLS VIDEOS

Targeted to the development of

skills in key competencies,

including:

- communication

- time management

- sales

- customer service

Variety of formats, including:

- scenario-based

- action-oriented

- Inspirational

- motivational

INTERACTIVE ELEARNING COURSES

Most courses include video to

increase engagement and

context.

Tools and templates are

designed to be used on the job

to help apply knowledge and

use of new skills.

Blended Learning Resources

help present, engage and

reinforce the learning

objectives.

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Chris Osborn

Vice President of Marketing

[email protected]

@chrisosbornstl

Jessica Petry

Marketing Specialist

[email protected]

@JessLPetry

@BizLibrary