The 70-20-10 Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante Senior Principal, HR Talent Development Lynne Iati.

The 70-20-10 Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante Senior Principal, HR Talent Development Lynne Iati Director, HR Talent Development

2 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. CA is one of the largest, independent system software companies in the world that continues to transform the face of business. Since 1976, we’ve been a culture of innovation—half of our 13,000 person workforce is in development, creating better ways of managing, securing and deploying IT infrastructure.

3 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Agenda What is Learning on Demand? Discovery Strategy Journey Lessons Learned Learning on Demand

4 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Got a question? Using the index card in front of you, write down a question you would like answered during this session.

7 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. What is Learning on Demand?  Reduce travel costs  Easy access  Just-in-time  Skill reinforcement  Experiential learning  Map to competencies #ATD2015LOD

8 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Industry Standards Learning on Demand Instructional Design Design and develop informal and formal learning solutions using a variety of methods. Training Delivery Deliver informal and formal learning solutions in a manner that is both engaging and effective. Learning Technologies Apply a variety of learning technologies to address specific learning needs. #ATD2015LOD

10 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Discovery & Analysis Learning on Demand Content Focus Areas: 1.Change Management 2.Leadership 3.Accountability 4.Communication HRBP Survey Employee Opinion Survey (EOS) Current Business Needs #ATD2015LOD

What top key indicator would you use to determine topics for on-demand learning? Learning on Demand Poll: http://bit.ly/poll_one #ATD2015LOD

15 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted.  Methodology originated in software development  Targets most valuable work  Iterative & incremental approach  Increases value  Solutions evolve through collaboration  Roadblocks are removed  Productivity is maximized What is Agile Scrum? A G I L E #ATD2015LOD Learning on Demand

16 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Development One Agile Scrum Team Self-directed, collaborative team consisting of Scrum Master, Instructional Designers & Subject Matter Experts. Sprints: Blocks of time where works gets done Focus: Always working on what will bring the most value Bite-sized learning resources: Tools, templates, video snippets, case studies virtual eLearning, tips 2GO Content Access: Platform for easy access Sprints Deliverables Solution Learning on Demand 9341 4.5 months – velocity rate of average 68.7 hours per sprint – 550 total hours for the entire project #ATD2015LOD

Analysis & Content Build Implementation Analysis & Content Build Pilot Measurement Strategy Marketing & Communications Strategy Change Management Strategy Learning on Demand #ATD2015LOD

What methodology can help you achieve goals at the highest velocity rate? Learning on Demand Poll: http://bit.ly/poll_two #ATD2015LOD

25 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Options:  Live, local workshops: – HRBPs – Local Business Leaders – Managers  Virtual sessions in various time zones Discussion Workshops Learning on Demand #ATD2015LOD

26 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Participant Feedback Learning on Demand “The case studies used in the workshop were relevant to local business challenges.” “Excellent core content! Prepared me for the workshop.” “The layout of the site was easy to follow and logically organized.” “There were good interactions during the session. It gave good perspective on the way others are seeing things.” “The exercises were relevant to our day to day work. That will help us in applying the learning to our work quickly.” #ATD2015LOD

Would you use a workshop experience as part of your on-demand solution? Learning on Demand #ATD2015LOD Poll: http://bit.ly/poll_three #ATD2015LOD

28 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Learning in the Workplace Learning on Demand 70%On-the-Job 20% Mentoring, Coaching 10% Classroom, eLearning, Reading #ATD2015LOD

29 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Managing & Leading Formal Learning Peer Groups Participant with Manager Interactive Class Sessions  Network | Experiential | Blended  Small, targeted, easy to consume content  Roadmaps  Harvard ManageMentor, Corporate Executive Board, Ted Talks and more  Short videos of other managers and role models  Guest speakers  Guides, documents, templates, checklists, and action plans as takeaways Social Technology On the Job Activities Newly Promoted ExistingMatrix Manager Scrum Master Project Manager Newly Hired 70-20-10 Learning Model Learning on Demand #ATD2015LOD

30 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Team responded positively to working on an Agile Scrum methodology. Fostered collaboration, productivity and accountability. Audience feedback indicated the experiential learning opportunities (discussion workshops) were critical to applying the skills and complemented the on-demand content. Team adopted a sense of urgency to complete tasks producing results with greater velocity—providing a sense of accomplishment and job satisfaction. Collaboration Productivity Accountability Job Satisfaction Teamwork Skill Application Lessons Learned Learning on Demand #ATD2015LOD

31 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Learning on Demand #ATD2015LOD 1.What you have tried at your company? 2.What do you want to try? 3.What other ideas do you have? 4.Discuss any resources you have found that are valuable.

33 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Measurement LevelStoryMeasurement Tool Level 1 Overall Satisfaction Average overall satisfaction survey score of 3.8 or higher. [Scale 1: Strongly Disagree to 5: Strongly Agree] Survey Level 2 Knowledge Transfer The knowledge transfer average score of the post assessment is at least 50% higher than the average score of the pre- assessment. Pre and Post assessments Level 3 Level of Impact/ Behavior Change Rate the level of impact the content has had on the learners’ ability to successfully perform their job. [Target is 70% favorable] Focus groups:  30-60 days post completion  Solicit stories of skill application Level 4 Business Impact An increase in YOY favorable scores of an Employee Opinion Survey (EOS) questions related to corporate competencies. Examine the results for specified EOS questions Level 5 Return on Expectations (ROE) Quantify the reduction of the Talent Development travel costs. Comparison of YOY actual travel spend Measurement Strategy Learning on Demand

34 © Copyright © 2015 by CA, Inc. All rights reserved. No unauthorized copying or distribution permitted. Session materials ResourceDescription On-Demand ChecklistKey items you can follow to create on-demand solutions On-Demand Analysis WorksheetUsed to map ILT content into on-demand learning modalities The following resources are samples using the content topic of change management: Discussion Workshop PPT SlidesSample slides used by facilitator of discussion workshop Discussion Workshop Case Studies and Scenarios Sample case studies and scenarios for discussion workshop Two Role PlaysSample role plays for discussion workshop Discussion Workshop Action PlanSample action plan participants can use to apply skills on the job after discussion workshop Manager ToolkitGuide to assist managers as they support learners on the job #ATD2015LOD Learning on Demand

Questions? Learning on Demand Lynne Iati lynne.iati@ca.com Suzanne Squillante suzanne.squillante@ca.com #ATD2015LOD

The 70-20-10 Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante Senior Principal, HR Talent Development Lynne Iati.

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The 70-20-10 Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante Senior Principal, HR Talent Development Lynne Iati.

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