We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byMartha Rooks
Modified about 1 year ago
Strictly Confidential © 2014 “Making it Stick”: A How-to Guide on Transforming Corporate Learning December 2014 Monika Weber-Fahr Chief Knowledge Officer Independent Evaluation Group The World Bank Group Monika Weber-Fahr Chief Knowledge Officer Independent Evaluation Group The World Bank Group
Strictly Confidential © Transformation: What does it take?
Strictly Confidential © 2014 The World Bank Group … An organization at the cusp of a major organizational change 3 … & keeping our eyes on the prize With a strong and consistent conceptual underpinning for “Sticky Knowledge” to transform our corporate learning. … an opportunity that opened up … … in the form of genuine staf funhappiness about “the way we do learning” What does it take?
Strictly Confidential © 2014 The World Bank Group … An organization at the cusp of a major organizational change 4 … & keeping our eyes on the prize With a strong and consistent conceptual underpinning for “Sticky Knowledge” to transform our corporate learning. … an opportunity that opened up … … in the form of genuine staf funhappiness about “the way we do learning” What does it take?
Strictly Confidential © 2014 The World Bank Group … An organization at the cusp of a major organizational change 5 … & keeping our eyes on the prize With a strong and consistent conceptual underpinning for “Sticky Knowledge” to transform our corporate learning.. … an opportunity that opened up … … in the form of genuine staf funhappiness about “the way we do learning” What does it take?
Strictly Confidential © 2014 Typically this would include: One way lectures & panels Death by PowerPoint Talk, talk, talk Managers unloading One-off knowledge moment “Forum2014” was a week- long learning & knowledge- sharing event for staff working on agriculture, energy and extractives, environment, ICT, transport, urban, social, rural, disaster risk mgt and water. The opportunity: Organizing a major week-long learning event
Strictly Confidential © 2014 What we “sold”: Let’s address the “forgetting curve”! 100% 50% First 20 minutes 58% First 60 minutes 44% First 24 hours 34% One Month 20% Source: Donald Clark, Plan B, Our memory is limited What: People forget – and they forget fast. Why: Knowledge goes into short memory only during “regular” event-based learning. So? Successful learning has to push knowledge from short to long-term memory to be successful. How: License to “package”, bite-size, practice, reinforce. “The Forgetting Curve”
Strictly Confidential © 2014 Concepts we used: Contextualization & Personalization 8 Data Contextualization Simplification Individual Relational Information Knowledge Wisdom Change Can I relate to those who did this …? What does it mean for me …? We work on Data, Information and Knowledge But what we are after is change …
Strictly Confidential © 2014 “Sticky Knowledge” was born… Collaborative Bite-Sized Practical Small Groups Bottom-up Long-term Getting serious about Peer to Peer learning …
Strictly Confidential © Things that allowed us to transform “Knowledge Transfer” to become “Sticky”
Strictly Confidential © 2014 Relational knowledge Contextualization of Knowledge Celebration Wikithon Up Close & Personal Meet the Managers Project Expo Master Classes TTL Trade Secrets Project Clinics Experts on Call Genius Bar Hard Talks 11 All 11 formats built around “Relational” and “Contextual” Knowledge 10
Strictly Confidential © 2014 KLI WBI KLI WBI ITS HR ITS HR OTHER NET- WORK S IFC SDN 9 All formats across organizational silos: With whom, where and how we worked
Strictly Confidential © All communications was appealing: consistent, colorful, mindful, focused, …
Strictly Confidential © All content was solicited “bottom-up”: Topics sourced, priorities set...
Strictly Confidential © All “performers” trained: Organizers, facilitators, speakers
Strictly Confidential © All formats seriously interactive: Voting, “live” comments, topic shaping
Strictly Confidential © 2014 Country Office Sector Expertise Years at the Bank Diversity 4 Participants purposefully picked: Creating cohorts and common background
Strictly Confidential © Individual activities mostly small: Space for meaningful dialogues
Strictly Confidential © Knowledge came “bite-sized”: Some activities 10 minutes or less
Strictly Confidential © 2014 Bringing joy into the equation: In creating, in collaborating, in connecting 1
Strictly Confidential © Days Topical ‘Streams’ Learning Formats Facilitators Volunteers Events Speakers Participants ( 40% CO Staff “seats” ) Evaluations Forum2014 in Numbers
Strictly Confidential © Did it “Stick” ? based on: on-site surveys (n=2200) immediate post-event online survey (n=646) 4 month follow-up online survey (n=259)
Strictly Confidential © 2014 …enjoyed the overall Forum experience… …so much "sticky" knowledge shared… …so many memorable events… … can you make this a more permanent thing?… …I like the various formats used… …variety and relevance of topics made it very exciting… …opportunity to "cross" our little boundaries… …they have never had such good interaction… …team came back super charged up… …a very upbeat atmosphere… Written comments from on-site surveys (n=2200): Overwhelmingly positive, across all levels … first time I was in a room with just the right people to learn from… (73 % would recommend Forum 2014 or similar events to colleagues)
Strictly Confidential © 2014 Post-event ratings (post-event survey; n= 646): Confirms “contextualization” and “personalization”
Strictly Confidential © 2014 Online/IT platform enabled: Where personalized, high on the “sticky” end
Strictly Confidential © 2014 Did we beat the “forgetting curve”! 100% 50% First 20 minutes 58% First 60 minutes 44% First 24 hours 34% One Month 20% Source: Donald Clark, Plan B, Although our memory is limited… (% of what we remember) Survey results: How “sticky” was the knowledge in the end …
Strictly Confidential © 2014 After-event ratings (follow-up survey; n=259): 4 months later: Knowledge has “stuck” What % of new knowledge/skills gained do you estimate you will directly apply in your work? Have you used or applied what you learned at Forum 2014?
Strictly Confidential © Did the Transformation “Stick”?
Strictly Confidential © 2014 Transforming Corporate Learning: Did it stick? & Replication – “sticky knowledge” learning: Inside the World Bank: Hard Talks, TTL Trade Secrets, Up Close & Personal (at Legal Justice Week, Global Practice Water, Water Sanitation Program, MENA Region). PollEverywhere used at ## events. Library reconfiguration. Outside the World Bank: The UK based TEAR fund. SevenTrent. Wiki Tools: Wait and See Integrated into new Intranet Tools Requires Champions and ongoing engagement Last word not spoken yet
Strictly Confidential ©
The. of and a to in is you that it he for.
The Project Cycle Management Course presented by Simon Pluess World Alliance of YMCAs.
WELCOME to Kindergarten. What is the Common Core? Common Core standards… provide a consistent, clear understanding of what students are expected to learn.
NOF Training Liz McGettigan Information Development Manager East Renfrewshire Council Know your staff.
Dolch Words the of and to a in that is was.
Improving Students Learning Through Internships: An Outcomes-Based Approach Michael S. Miller, Dean of Student Affairs Joseph Coyne, Assistant Dean and.
Assessment and feedback Principles, practice and technologies.
Teachers as researchers and the development of teacher professionalism Dr Ken Chow.
Who am I as a Teacher? Final Project My Professional Identity as a Teacher: Beliefs about teaching, learning, literacy and assessment By Emily Mullins.
1 Building a feminist resource mobilization strategy.
Co-Teaching Is what we are doing good for the both of us? Is what we are doing good for all of our students?
Today we will be orienting ourselves to some of the principles and qualities we look for and try to exhibit as Leaders in NA. Specifically, we will look.
WRITING NEXT Sara Maughan. Forward The human instinct to express our feelings, thoughts and experiences in a lasting form has been around for a very long.
Annual Sharing Day 2013 Maureen Ennis Beth Gleba Be a Collaboration Catalyst.
Teaching Online: Facilitating Effective Discussions Abbie Brown, Ph.D. Instructional Technology
Keeping Fidelity in an Evidence-Based Program: A University-Community Agency Research Partnership Susan B. Stern Factor-Inwentash Faculty of Social Work.
Quality Impact Teams In the small organization Part 3 – Team Leader Training.
Do all the good you can, by all the means you can, in all the ways you can, at all the times you can, to all the people you can, as long as ever you can.
Copyright 2003 Creative Metrics 360 Feedback: Keys to Success Creative Metrics.
Notes to Reviewers: Some individual slides in this storyboard represent one page that will be developed in the e-learning. There are also multiple slide.
Building a Recovery Focused Mental Health System: Reflections on Systems Change and Growth in Community Mental Health November 7, 2008 Canadian Innovations.
Out of School Nutrition and Physical Activity Initiative by Harvard School of Public Health Prevention Research Center Out of School Time Nutrition & Physical.
A Publication of Bridgemark Solutions Six Keys to Generating More Sales Leads AND WINNING MORE MARKET RESEARCH PROJECTS.
E-PORTFOLIO WORKSHOP SOCIAL CARE. WELCOME This is an interactive session please feel free to join in at any points with your comments, thoughts and idea’s.
Thank you for becoming a volunteer and for spending a few minutes watching this presentation. If you are not already viewing this slide in full-screen.
Dr. Jerry Goldberg Teachers 21 Is what we are doing good for the both of us? Is what we are doing good for all of our students? Co- Teaching.
Great WRAP® Facilitation Matthew R. Federici M.S., C.P.R.P Executive Director The Copeland Center for Wellness & Recovery
Arts and Humanities Research Council The AHRC Funding Opportunities.
Coaching: Tapping Into Your Employees Potential. 2 Objectives After this workshop you will be able to: Set the groundwork for productive coaching sessions.
High Frequency Words List A Group 1. the of and.
© 2016 SlidePlayer.com Inc. All rights reserved.