Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

World of Learning 2014 Closing Keynote: Linking Learning to Business

•Download as PPTX, PDF•
•
Laura Overton
Laura Overton

Laura Overton provided the closing keynote at World of Learning 2014 (Birmingham, UK), sharing why it's important to prioritise the alignment of learning to business needs instead of focusing on the latest fads and technologies.

1 of 25
Business Transformation Through Learning Innovation Linking Learning to Business Turning talk into action! 1st October 2014 LauraOverton www.towardsmaturity.org/BenchmarkToday
Why did you come to WOL 2014? 1) New ideas for delivering learning 2) New ideas for building talent 3) New ideas for making budget go further 4) New technology ideas 5) Benchmarks with peers 22 9 2 4% 5 11% 17% 8 48% 20% 1 2 3 4 5
Have you achieved your objectives? 1)Yes 2)No 42 7 1 2 86% 14%
What do your business leaders want you to take away from this conference? 1) Add more value 2) Help manage change 3) They don’t know I am here 4) To make us more efficient 67% 33 4 10 2 1 2 3 4 8% 20% 4%
Business leaders are hungry for what you can bring them…they just don’t know it yet.
What is on our leaders’ minds? Technology is the biggest external force shaping business today Talent 93% of CEOs recognise the need to change strategy for attracting talent Change Three factors underpin strong business performance in any business: 1. An engaged workforce 2. The ability to continually implement change 3. Finding and nurturing the next generation of leaders
Does modernised learning make a difference?
YesYesYes Learning innovation, done well, delivers bottom-line results: 9% reduction in attrition 14% increase in productivity 12% improvement in time to competency 17% cost reduction www.towardsmaturity.org/2014benchmark
How do we know? 10 years of research 3,500 L&D leaders 44+ Countries 1.5 million data points every year = An evidence-based approach to modernising learning Freely available with thanks to Industry Ambassadors
Distilling the Wisdom of the Crowds: The New Learning Agenda 10 years of research into L&D good practice has shown us that in order to create firm foundations for success, top performing organisations show us that we need a New Learning Agenda; one that is shared by business and learning stakeholders. This New Learning Agenda outlines nine action areas to help businesses build talent, drive performance, support change and improve agility. for more details, visit: www.towardsmaturity.org/2013benchmark
Remodelling Learning Integrate Learning & Talent Transform Training Develop Learning Culture Distilling the Wisdom of the Crowds: The New Learning Agenda
Remodelling Learning Distilling the Wisdom of the Crowds: Integrate Learning & Talent Transform Training Develop Learning Culture The New Learning Agenda Respond Faster Simplify Flexible Learning Boosting Agility
Remodelling Learning Distilling the Wisdom of the Crowds: Integrate Learning & Talent Transform Training Develop Learning Culture Respond Faster Simplify Flexible Learning Boosting Agility Equip L&D as Agents of Change Link, not barrier Building L&D Skills The New Learning Agenda
What have you learned that will make the biggest difference back in your workplace?
Distilling the Wisdom of the Crowds: What is the biggest difference between mediocre and successful learning strategies? 2 Way Business Alignment Customer Activated Learning the Business Case Making Listening to Learners vs. Assumption Alignment to need (organisational and individual) The New Learning Agenda
Definition of Alignment: Arrange in a straight line or in correct relative position Create a position of agreement or alliance Alignment is not a one-way street. It’s not just about making sure that you have all your ducks in a row; it’s also about making sure your business and customers recognise this fact and recognise that you have real value to offer; it’s about seeing eye to eye.’
Aligned organisations enjoy 5x As many business benefits Download the details of these 7 habits here: www.towardsmaturity.org/in-focus2014/alignment
What Progress Are We Making? 61% 2013 (avg) 60% 2014 (avg) 97% Top learning companies in 2014 63% 46% 2012 2011 (avg) (avg) What % of L&D leaders are confident that their learning provision support the skills their business needs?
Aligning To Individual Need 88%of learners like to learn at their own pace 62%agree that their manager makes time for them to learn at work 65%agree that they are motivated by using technologies that allow them to network and learn with others www.towardsmaturity.org/learnervoice1 Our recommendation is to be brave, challenge and take risks but keep your focus. Do one thing, do it well then move on! Jason Pitfield, L&D Manager LV= Yet only 1/3 of L&D leaders know how their staff actually learn at work… www.towardsmaturity.org/2014benchmark
How? Business Learning By starting a two-way conversation…
How? To business leaders, we say: To learning leaders, we say: • Look beyond the course • Be open to doing things Business differently Learning • Demand that your L&D focuses on outcomes • Embrace L&D as a partner in change • Build relationships at the heart of the business • Reflect business priorities in everything you do • Dare to be different • Demonstrate value • Future proof yourself
“Continually swapping recipes doesn’t guarantee that we can cook!” Time for action. Head of L&D, British Council
Are You Walking Away Today With A Proactive Plan Of Action? 1) Yes 2) No 3) Not yet 26 3 14 1 2 3 60% 7% 33%
If you do nothing else this year… LINK LEARNING TO BUSINESS (not to fads and technologies!) Do this!
It’s time for action. Over to you… Visit towardsmaturity.org for free resources and insights to stimulate conversation in your organisation

More Related Content

World of Learning 2014 Closing Keynote: Linking Learning to Business

  • 1. Business Transformation Through Learning Innovation Linking Learning to Business Turning talk into action! 1st October 2014 LauraOverton www.towardsmaturity.org/BenchmarkToday
  • 2. Why did you come to WOL 2014? 1) New ideas for delivering learning 2) New ideas for building talent 3) New ideas for making budget go further 4) New technology ideas 5) Benchmarks with peers 22 9 2 4% 5 11% 17% 8 48% 20% 1 2 3 4 5
  • 3. Have you achieved your objectives? 1)Yes 2)No 42 7 1 2 86% 14%
  • 4. What do your business leaders want you to take away from this conference? 1) Add more value 2) Help manage change 3) They don’t know I am here 4) To make us more efficient 67% 33 4 10 2 1 2 3 4 8% 20% 4%
  • 5. Business leaders are hungry for what you can bring them…they just don’t know it yet.
  • 6. What is on our leaders’ minds? Technology is the biggest external force shaping business today Talent 93% of CEOs recognise the need to change strategy for attracting talent Change Three factors underpin strong business performance in any business: 1. An engaged workforce 2. The ability to continually implement change 3. Finding and nurturing the next generation of leaders
  • 7. Does modernised learning make a difference?
  • 8. YesYesYes Learning innovation, done well, delivers bottom-line results: 9% reduction in attrition 14% increase in productivity 12% improvement in time to competency 17% cost reduction www.towardsmaturity.org/2014benchmark
  • 9. How do we know? 10 years of research 3,500 L&D leaders 44+ Countries 1.5 million data points every year = An evidence-based approach to modernising learning Freely available with thanks to Industry Ambassadors
  • 10. Distilling the Wisdom of the Crowds: The New Learning Agenda 10 years of research into L&D good practice has shown us that in order to create firm foundations for success, top performing organisations show us that we need a New Learning Agenda; one that is shared by business and learning stakeholders. This New Learning Agenda outlines nine action areas to help businesses build talent, drive performance, support change and improve agility. for more details, visit: www.towardsmaturity.org/2013benchmark
  • 11. Remodelling Learning Integrate Learning & Talent Transform Training Develop Learning Culture Distilling the Wisdom of the Crowds: The New Learning Agenda
  • 12. Remodelling Learning Distilling the Wisdom of the Crowds: Integrate Learning & Talent Transform Training Develop Learning Culture The New Learning Agenda Respond Faster Simplify Flexible Learning Boosting Agility
  • 13. Remodelling Learning Distilling the Wisdom of the Crowds: Integrate Learning & Talent Transform Training Develop Learning Culture Respond Faster Simplify Flexible Learning Boosting Agility Equip L&D as Agents of Change Link, not barrier Building L&D Skills The New Learning Agenda
  • 14. What have you learned that will make the biggest difference back in your workplace?
  • 15. Distilling the Wisdom of the Crowds: What is the biggest difference between mediocre and successful learning strategies? 2 Way Business Alignment Customer Activated Learning the Business Case Making Listening to Learners vs. Assumption Alignment to need (organisational and individual) The New Learning Agenda
  • 16. Definition of Alignment: Arrange in a straight line or in correct relative position Create a position of agreement or alliance Alignment is not a one-way street. It’s not just about making sure that you have all your ducks in a row; it’s also about making sure your business and customers recognise this fact and recognise that you have real value to offer; it’s about seeing eye to eye.’
  • 17. Aligned organisations enjoy 5x As many business benefits Download the details of these 7 habits here: www.towardsmaturity.org/in-focus2014/alignment
  • 18. What Progress Are We Making? 61% 2013 (avg) 60% 2014 (avg) 97% Top learning companies in 2014 63% 46% 2012 2011 (avg) (avg) What % of L&D leaders are confident that their learning provision support the skills their business needs?
  • 19. Aligning To Individual Need 88%of learners like to learn at their own pace 62%agree that their manager makes time for them to learn at work 65%agree that they are motivated by using technologies that allow them to network and learn with others www.towardsmaturity.org/learnervoice1 Our recommendation is to be brave, challenge and take risks but keep your focus. Do one thing, do it well then move on! Jason Pitfield, L&D Manager LV= Yet only 1/3 of L&D leaders know how their staff actually learn at work… www.towardsmaturity.org/2014benchmark
  • 20. How? Business Learning By starting a two-way conversation…
  • 21. How? To business leaders, we say: To learning leaders, we say: • Look beyond the course • Be open to doing things Business differently Learning • Demand that your L&D focuses on outcomes • Embrace L&D as a partner in change • Build relationships at the heart of the business • Reflect business priorities in everything you do • Dare to be different • Demonstrate value • Future proof yourself
  • 22. “Continually swapping recipes doesn’t guarantee that we can cook!” Time for action. Head of L&D, British Council
  • 23. Are You Walking Away Today With A Proactive Plan Of Action? 1) Yes 2) No 3) Not yet 26 3 14 1 2 3 60% 7% 33%
  • 24. If you do nothing else this year… LINK LEARNING TO BUSINESS (not to fads and technologies!) Do this!
  • 25. It’s time for action. Over to you… Visit towardsmaturity.org for free resources and insights to stimulate conversation in your organisation

Editor's Notes

  1. At the end of 2 days – we can be blown away by new ideas,, new networks This last session I want us to think about action – as a result of today
  2. 93% of CEOs in PWC 17th annyal global CEO survey say they recognise need to change their strategy for attracting and reaining talent 61% haven’t taken the first step
  3. Actively involve business leaders in decisions Use strategic objectives to define learning priorities Focus on end results Integrate HR and Talent Demonstrate business value Ensure staff understand contributions Enjoy proactive engagement
  4. Managers are the most likely to find the following very useful: ••Access learning via mobile (48% vs 43%) •Use video clips and podcasts (36% vs 29%) Sales staff are most likely to find the following very useful: •Self paced e-learning (56% vs 51%) •Online Performance support (54% vs 41%) •External networks and communities (45% vs 40%) Those in role less than 6 months are the most likely to find the following very useful: •Job aids (66% vs 55%) •Support from managers (84% vs 70%)