Too Busy for Learning - Mind Tools

Too Busy for Learning

Too Busy ForLearning?Breaking the “Busy Barrier”

1Too Busy for Learning


Introducing the Speakers



Too Busy ForLearning?Breaking the “Busy Barrier”

3Too Busy for Learning


Are people really too busy

to learn?

Understanding busy people

What does this mean for L&D?

Today’s Webinar


94%work above contracted

hours

Bad News – People are Very Busy

13%of workers have a good work / life balance

Institute of Leadership and Management,

July 2014

UK HSE Labour Force Survey, Oct 2015

440kcases a year of

workplace stress

9.9mdays lost in 2014/2015

Workoverload

a main cause


70%experience stress from

work

MindTools.com, January 2016 (Sample size = 2,303)

Bad News – People are Very Busy

22%of people

“under extreme stress”

American Psychological Association,

January 2012

62%“often defer learning to focus on delivery

issues”

66%of people too busy

to do more learning at work

MindTools.com, January 2016


Good News – People Want to Learn

97%Managers &

Professionals “Responsible for my own development”

(61.17% (1238) “Strongly Agree”, 36.17% (718) “Agree”, n=2024.)

97%Self-Directed

Learning improves my

business performance

(51.63% (1044) “Strongly Agree”, 45.05% (911) “Agree”, n=2022.)

83%prefer Self-

Directed Learning to Prescribed

learning

(83.11% (1722) Self-Directed, 16.89% (350) Prescribed, n=2022.)

46%use Self-Directed Learning during working hours at

their desks

(45.83% (967), n=2110.)


MindTools.com, January 2016 (Q7, sample size = 2,069)






Good News – They Spend a Lot of Time Learning



Good News – They Spend a Lot of Time Learning



MindTools.com, January 2016 (Sample size = 2,141

Good News – This Learning Benefits the Organization



This session is about how to do this

There’s a massive opportunity if L&D can help them – in a way that

suits their hyper-busy lives


People want to learn


Understanding Busy People



Obvious: Always On, Global Business



Obvious: Life Outside Work(We all Have Personal Lives…)



Busy people (managers and professionals particularly) are often conscientious, putting customer needs ahead

of their own…

“60% admitted the pressure to workextra hours was in part self-inflicted.”

ILM, July 2014.

Self-development quite important, but rarely urgent. Compare this with customer demands!

More Subtle


Degreed, How the Workforce Learns in 2016, 1/2016;

The Way People Learn is ChangingToday’s Workforce Learns Sometimes AND All The Time


Conference & trade shows

Instructor-led classes

E-learning courses

Coaching & Mentoring

Live classes (external)

Podcasts & audio booksOnline courses

Live networkingWebinars

Online networks

AppsVideos

Books

Articles & blogsWeb search

Peer/teaminteraction

EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR

L&D

-LED

SELF

-DIR

ECTE

D


What Does This Mean?When Busy People’s Learning Happens…

Number of Responses


Learning Needs To…

Be Front of Mind…

Fit Needs of Busy People…

Reflect the Way People Are Now Learning…

Meet Corporate Needs as Well…



What Does This Mean for L&D?


1. CEB 20142. Degreed, How the Workforce Learns in 2016, 1/2016

The Way People Learn is Changing


Our teams are learning differently

While L&D may have previously provided most employee learning, other sources now provide employees with more learning opportunities.

Expectations are changing

We need to acknowledge how people’s expectations have changed in how they should learn – their preference is social & search. 279%

of learning comes from sources outside the learning and development function1

Stop Wasting Your Learning Investments – CEB

What Are We Trying To Avoid?


We will all benefit from a cultural shift from learning participation to learning productivity.

$5mPer 1,000

Employees

11%Scrap

Learning


“We define a learning culture as learning that happens anytime,

anywhere, and anyhow. Learning is a mindset and a lifestyle, and for

SAP, it is a key differentiator.”Manette Chadwick, VP & COO,

Learning Center of Excellence and Execution, SAP.


Source: CEB, More Learning Through Less Learning: Reframing Learning Culture, 7/2014

The best organizations build a culture of productive learning

More Learning Doesn’t Always Mean Better L&D


OpportunityPersonalize learning

opportunities – don’t just increase available

content.

CapabilityTeach employees how to learn – don't just provide

learning content.

EnvironmentShare ownership of learning

environment– don't just mandate learning.


Only 31% of organizations report having a culture

of learning.

‘Building a culture of learning’ - ATD 2016



Source: Bersin by Deloitte, 2013

Learning Culture

Encourage Reflection

BuildTrust

Demonstrate Learning’s

Value

EnableKnowledge-

Sharing

FormalizeLearning as a

Process

EmpowerEmployees

6 Essential Components of Learning Culture


Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015

(-20%)Less training

via ILT, vILT and e-learning

+30%More learningvia on-the-job experiences

+13%More learning

via collaboration and coaching

+90%More learningvia on-demand

resources

Higher Impact Learning Organizations Deliver . .



Finding the Right Information at the Right Time and in the Right Format.

We can’t do that for our employees – we have to enable them to do that for themselves

Curation & Marketing


• A Global Broadcaster Wanted to Develop a Culture of Productive Learning.

• Prescribed Training Interventions Had Delivered Limited Impact.

• They Shifted Dramatically to a Shared Ownership of a Learning Mindset.

• Individuals Felt More Empowered, Enabled With The Right Knowledge and Engagement Increased Significantly.

An Example – Shared Ownership of a Learning Mindset58 Minutes of Learning


• Empower Individuals to Take Ownership of Their Development.

• Right Size Resources and Weave Into Their Daily Workflow & Personalized Development Interventions.

• We Have Seen at Least a 2x Increase to Individual Engagement.

• Increased Value from Learning Investments.

An Example – Empower Individuals in L&D's New RoleLearning as an Individual Role



1. People are motivated to learn. They’re just hyper-busy.

2. Traditional approaches don’t work well for busy people. They need a much faster and more flexible way of learning.

3. Busy people want to be in control. Share control and trust them.

4. Understand where they are, online and offline. Market vigorously to them, so that learning is at the front of their minds.

5. Make content easy to find, easy to access, and enjoyable, in small chunks of time.

Key Take Aways

Sign up for a demo today and discover how Mind Tools can help you engage and inspire your busy learners.

US - +1 866-610-1106UK - 0800 464 0892

https://www.mindtools.com/corporate/

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Leadership & Management

Too Busy for Learning - Mind Tools