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Development Is A Big Deal With Big Rewards PowerPoint Presentation
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Development Is A Big Deal With Big Rewards

Development Is A Big Deal With Big Rewards

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Development Is A Big Deal With Big Rewards

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  1. Development is a Big Deal with Big Rewards Cindy Pascale Co-Founder/VP Business Development of Vado Kim Egan Co-founder/VP Development of Vado James Rasmussen Area VP Sales, Americas of Upside Learning

  2. 165+ Established in 2004 clients in 13 countries UK US India Middle East Venezuela Australia Nigeria Singapore Kenya S.Africa New Zealand

  3. Our learning solutions Custom/ Bespoke eLearning Custom/Bespoke mLearning

  4. 30+ Awards & recognitions Winner of eLearning Team Of The Year 2013 Winner of 7 Apex Awards of Excellence ('11, '09, '08 & '07) Winner of a Silver award in CLO magazine's 'Learning In Practice Awards 2011' for UpsideLMS Winner of 11 Brandon Hall Excellence Awards (‘12, '11, '10 & '09) UpsideLMS featured in the '2010 Top 20 Learning Portal Companies List' & '2011 & 2012 Watch List‘ by TrainingIndustry.com UpsideLMS listed as one of the 'Five Emerging LMSs to Watch' in CLO Magazine ('10) Winner of Red Herring 100 Asia Award in 2008 & finalist in Red Herring Global 100 ('09) Winner in Deloitte’s Technology Fast 500 Asia Pacific 2008 & 2009 program, and Fast 50 India 2008 program

  5. Presenters Cindy Pascale Co-Founder/VP Business Development of Vado Kim Egan Co-founder/VP Development of Vado James Rasmussen Area VP Sales Americas of Upside Learning

  6. Beliefs Employees want to develop Managers want to: Help their employees develop Engage and retain their employees

  7. Issues Don’t know WHAT to do Don’t know HOW to apply

  8. Here’s What We’ll Cover • Why is Development Important • Difference Between Training & Development • Here’s What the Research Shows • Development Best Practices • How Vado’s Courses are Delivered

  9. Why is Development Important

  10. Top 10 on your CEO’s List Leadership Development Succession Planning Strategy Execution/Alignment Managing/Coping with Change Talent Management Innovation and Creativity Performance Management Knowledge Retention Engagement Coaching

  11. Development is a BIG Deal

  12. Development is a BIG Deal • Leadership and Development budgets are up 15% • 15.3 hours of training • Average $1,169/Learner • Big $ is being spent on developing employees • $60B in 2012

  13. BIG Returns if Done Well • Engagement • Leadership Pipeline • Quality • Market Share • Innovation • Efficiency • Agility • Employee Retention

  14. Skills Gap? 46% of executives are concerned their workforce does not have the skills needed in the next 1 to 2 years

  15. Big ConsequencesNot Fixing the Skill Gap • 64% face a loss of revenue • 53% will face a delay in product development • 59% face eroding customer satisfaction • 66% anticipate a loss of business to competitors

  16. Jack WelchFormer Chairman & CEO, GE “An organization’s ability to learn and translate that learning into action rapidly is the ultimate competitive advantage.”

  17. Difference Between Training and Development

  18. Training vs. Development

  19. Push vs. Pull Companies PUSH Training Employees PULL Development

  20. Aligned Alignment needs to be shown or communicated to the learner. Learner sees how developing will lead to increase personal performance.

  21. Coaching & Mentoring Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self-starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self-starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives…

  22. Self-paced, Learner Focused Learners need to be able to access the information when they need it and complete it at their own pace. Learners take more ownership of their learning and are more engaged in the process.

  23. Adoption of eLearning With the adoption of eLearning, companies experience… 21% Cost Savings 27% Savings in Study Time 32% Faster Training Implementation Time

  24. Modularization Organizing an offer into distinct components to create greater flexibility Business leaders are demanding modularization so development is focused and effective

  25. Coaching & Mentoring Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self-starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner Independent individual who derives significant gratification from being a self-starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives…

  26. 80/20 Rule 80% of the effects come from 20% of the causes 80% of the business results and value comes from 20% of the experience or content

  27. What the Research Shows about Instructional Design

  28. Scrap Learning Training and development successfully delivered, but not applied on the job 50% to 80% of all learning development is scrap learning

  29. Scrap Learning • 2012 Total Learning Investment = $60,000,000,000

  30. Development Happens in the Job 70% of development happens on the job

  31. How People Develop

  32. We learn by doing

  33. Learning Retention

  34. Bridging the Gap 94% seek to speed up the application of learning back into the workplace 23% feel they achieve this

  35. How we take in information has changed July 2012 For the first time ever, more video was watched on the Internet than on TV

  36. Importance of Video • Absorb 40% • Learn 200% • Retain 38% • Persuade 43% • Impact 67%

  37. How to Draw Videos

  38. Chunked Learning Breaking down information into bite sized pieces Too much information presented at one time leads to information overload

  39. In Learning, Size Matters • “Microlearning satisfies immediate knowledge needs to enable performance.” • “Too much consumption at one time can be painful and stressful, and the value can be lost.” • “It is often wasteful. Investments of time and expense may not satisfy the true need.”

  40. In Learning, Size Matters • “Facilitates knowledge acquisition. • “It is just enough.” • “Enable employees to learn where they are and to have learning be integrated tightly into their work.”

  41. Miniaturization The distilling of a learning experience into smaller, more easily consumed packages

  42. Miniaturization • Previously, 1 or 2 day programs were acceptable • Shorter and short experiences with immediate practical application • 90% agreed they will look to miniaturize their learning experiences

  43. Improving Learning Outcomes With a Bite-Sized Strategy Identify pertinent information Break it down into small pieces Deliver to employees “one bite at a time”

  44. Chunking Information Example 19525456698 1(952) 545-6698

  45. You want to train employees on the area of:Communication Communication Components • Listening • Non verbal communication • Delivering clear messages • Writing effective emails • Keeping others informed • Adjusting your message to different audiences • Team communication Break these topics into bite sized learning modules

  46. Learning is Delivered 1/3 Instruction Led Workshops 2/3 On-Line Learning

  47. OpenSesame 20,000+ courses IT Training Business Soft Skills Total # of courses: 5,314 11.0% are bite sized • Total # of courses: 2,946 • 4.6% are bite sized

  48. Development Best Practices • Aligned to organizational objectives • Self-paced and learner focused • Embed learning into workflow • Granular, bite sized, chunked learning • Multi-media approach(video, graphics, audio, text)

  49. Development Best Practice #1 Aligned to organizational goals & share alignment with learners

  50. Development Best Practice #2 Self Paced, Learner Focused