1. Learning at the Speed of Business
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Learning at the Speed of Business
Orlando | November 2016

2. Learning strategy framework
Business Strategy
Learning Culture
Developing People
Capabilities
Talent / People Strategy
Learning Strategy
Performance Indicators: how well has the learning strategy been executed? A
Strategic alignment with Business Objectives B
Effectiveness of Learning Solutions C
Efficiency of Learning Solutions
The burning platform for learning strategy in many organization:
Fast changing business environment
Changing economic landscape (countries with low and high economic growth)
Disruptive technologies
Upcoming and Emerging markets
Heating up competition
Shorter Shelf life of products/services
Drive need for Innovation (CEO’s cited creativity as the most important leadership quality over the next 5 years)
Innovation and implementation of a business strategy happens through ‘people capabilities. Competitiveness is all about talent! (Know from Google, Apple, etc..)
Learning Strategy is about 2 things:
Learning Culture (Concept of Learning Organization is back on the table for many organizations)
People capabilities
Alignment with the business:
Example Assessment Questions
Do the learning solutions support the business strategy?
Have the learning solutions been prioritized to match business priorities?
Do learning interventions enhance the ‘learning culture’?
Effectiveness: The extent to which the learning investment builds critical people capabilities for the organization.
Are the right learning modalities chosen to support the learning needs?
Do the learning solutions support the unique learning needs of a diverse (and global) audience?
Do the learning solutions enhance people performance and have an impact on the business?
Efficiency: The extent to which the learning investments have been well-used economically to achieve its goals.
What is the % of digital learning hours as part of total formal learning hours?
How is informal learning encouraged and supported?
To what extent are curricula and vendors optimized?
Does the organization use centralized learning technology platforms?
People engagement: The extent to which the effectiveness and efficiency of the learning investments support the attraction, development, and retention of people.
Business Excellence
Learning Excellence
Operational Excellence
SOURCE: Next Learning Unwrapped, Nick van Dam, 2012

3. Key outcomes of our research
Globally, half of executives rate capability building as one of their companies' top-three priorities
Only 59% of the respondents tell us that they are effective at assessing capability levels and identifying gaps
Only a third (35%) of respondents indicate a high level of integration of L&D activities with other talent management processes and 27% use competency models always
In half of the respondent organizations, employees spent up to 30 hours learning in the last 12 months – 66% expect the spend to increase the number of learning hours in the future
Most respondent organizations spent less than $ 1,000 per employee on learning and development; 62% expects this spend to go up with at least 5%
There is much potential to improve impact insights from learning programs: only 10% of the respondents measure impact on business
The effectiveness and efficiency of the corporate academy learning programs is mostly assessed by their relevance to business objectives, effectiveness and use of learning solutions
Digitization, innovation of learning design and solutions are expected to change the learning landscape most in the three years to come
Blended learning, Mobile learning and informal learning are expected to be the most important trends for learning delivery in the next three years
SOURCE: Learning at the Speed of Business, McKinsey Quarterly, May 2016

4. Future of learning: 90/10 approach
10% Formal Learning
90% Informal Learning
Social
Learning
Physical Classroom
Social Networking & Expert directories
Micro-sharing & Tweet Chats
Interactive video eMentoring
Feedback
Innovation and
crowdsourcing
Virtual Classroom
& Webinars
Live Virtual Classroom
Gaming & simulations
Online communities
Co-Create with Wiki’s
Publish Blogs
Video Blogs +
On-Demand
Learning
Digital Course
Audio and eBooks
Performance Support
Learning apps
Learning Videos
MOOCS & Digital Courses
Virtual Reality
Career
Learning
SPOC & MOOC
Career Moves & Assignments
Shadowing Others
Projects
Real-Time Feedback
Coaching & Mentoring
Buddy System
Learning Exchange
Planned Learning
Spontaneous Learning On-The-Job
SOURCE: Next Learning Unwrapped (Revised), Nick van Dam, 2016

5. Learning at the speed of business: 4 key components
Cloud-based learning that is mobile and multiplatform
Physical separation from the daily grind to develop new skills and behavior
Mobile platforms for learning at your fingertips
In-person classroom
experiences that are high impact and immersive
The corporate academy of the future
Workplace learning that is core to a company's culture
Analytics for learning to enhance performance
and measure impact
A culture of social learning, real-time feedback, sharing, and networking
Use of big data and predictive analytics to improve learning continually

6. The Commons: Creating in-person classroom experiences that are high impact and immersive