bubbles

As a rising generation of learners progress within their careers, they increasingly look beyond formal education to develop, sharpen and learn new skills. There are more online and informal learning resources than ever before (podcasts, MOOCs, books, boot camps, YouTube, conferences). All of this knowledge we’re acquiring through these different mediums combines to create our lifelong educations, each as unique as our fingerprint.

But despite the fact that learning is happening in every way and everywhere, keeping track of it all, measuring it and making it count is not happening for the most part. And it should.

Measuring the Education Combo

Learning doesn’t (and shouldn’t) end at college, but learning in 2016 and beyond isn’t just about new-age resources. It’s about combining both formal and informal education to create your unique expertise. This means college and online learning and real world experience and whatever comes next–the key word here is ‘and.’ We should be learning, progressing and stretching our knowledge all the time. But how are we making all of that count?

Many are taking advantage of the vast amount of learning content online. The problem isn’t the availability of learning resources. The problem lies in the need for a standard way to validate, measure and showcase everything we know to make all that learning count.

We are learning over the course of our entire lives–not just four, eight or 10 years of higher education. Yet the credential that sends the ultimate signal of learning (a degree) represents only the years you learned at a university. We need a standardized way to measure and verify all of our knowledge that goes way beyond formal education and embraces all types of learning and experience. Without that standard way to measure and express our lifelong learning to the world we face these kinds of situations:

  • You’re employed in a field you didn’t study in college. How can you signal your expertise in a different field?
  • How can you communicate how much more knowledge you’ve gained when you’re not pursuing or you’ve finished your formal education?
  • How can we show a skill set earned through self-directed online learning in addition to a skill set learned in the halls of higher education?
  • How can you know what skills you should master next to progress in your field?

These are problems we’re working to solve to create a world where everyone is empowered to continue learning and everyone has a standardized way to showcase what they know and can do. We believe the future of learning looks like this: continuous, lifelong progression, with each individual utilizing a standardized way to communicate all of their expertise to the world.

It means you have a collection of personal bests, lifetime learning and what you’re working on today to showcase.

Make Your Learning Count

Mona_1

We’re headed in the right direction. Increasingly, companies aren’t relying on a college degree to tell them if you’re qualified, and many want to teach you, gauge your knowledge themselves and help you to gain training and new skills. For most hiring managers, what really matters are the skills and potential a person has, not where they were gained. But the key to unlocking empowered lifelong learning for everyone is making it all count with standardized measurement. To provide the world with a way to make sense of all the learning that’s happening–no matter the source. Without this, individuals and companies lose the ability to make the best decisions for the future.

What can you do today to make all your learning count? You can start by tracking everything you’re learning and creating diverse goals around what you want to learn. Explore the different options and make it a personal requirement to start adding what you learn to that collection so that you can signal to the world how you’re gaining new knowledge and what you can do. You can do this on Degreed, where we’ve created a universal way for everyone to measure all learning and pursue skills and knowledge from all avenues.

As we move toward solving the biggest problems we’ve ever encountered, we need experts to rise up and bring their personal bests to the table–to roll up their sleeves and put skills to work. We won’t get there by leaning on degrees as the sole credential for knowledge gained. We will get there by exploring, improving, producing and collecting all of our knowledge. By measuring it and bringing it together to form our expertise.

An extended version of this post originally appeared on GettingSmart, check it out here.

Who doesn’t love a good music playlist? It’s your favorite tunes delivered on demand.

But what makes working out to your favorite playlist so inspiring and endorfin-inducing? It’s that you likely have songs and music styles matched to your workout of the day (or WOD for all you crossfit junkies). Unless it’s your thing, Norah Jones isn’t going to be featured in the middle of your Body Pump playlist. No, you’d rather have high energy, pulse-pounding beats.

But there’s high probability that there will be a difference in your playlist and mine, and that’s called the ability to personalize. Learning playlists follow the same mentality.

Playlists are popular because they are personalized and yours, and that is the core of good curation. Curation for learners is about access to the right information in the right moment of time. The word “right” in relationship to both information and time are a key statement. It means everything about the content has been assessed for quality and context.

Blog-Posts-playlist3

Just think about your own habits – when exploring a new concept, you’ve probably asked a peer and then done a google search. At the beginning, you want the basics, the how to’s, the 101’s. But as you get more educated on the subject, you’ll need more in-depth information; perhaps a detailed white paper or a full course.

And taking it a step further, maybe you’ve come to know you’re a visual learner so you would prefer to consume the information in video format. That is a key difference between curation and playlists. With curation, you can customize and personalize based on your individual needs and style, versus a long list of content (sometimes aggregated for you by an outsider based on keywords) about a topic – aka the concept behind the simple playlist.

According to Degreed resident curation expert Caroline Soares, “Great curators are the librarians of our time – they filter for criteria, audiences, learning goals, objectives, structure, utility and know what to curate and what not to curate for their end users. Ultimately the goal is to focus the learner’s attention on what’s most relevant, timely – guiding learners with a spotlight to ‘read this first.’ ”

Blog-Posts-playlist_2

 

Degreed does this through pathways which are organized learning experiences in any modality you choose around any topic or theme. Unlike playlists, with pathways, you can reach the learner on numerous levels through the creation of multiple lessons and sections within one pathway.

Blog-Posts-DT_Playlist

 

Degreed empowers every user to curate their own, unique learning experience by allowing them to build personal pathways. Instead of waiting for a defined training offering or learning agenda from employers, curation empowers learners to quickly find relevant, contextual answers on their own. Much more than a consolidated list of resources or content, curation simplifies the experience, giving learners the ability to search, find, assemble and filter the best quality resources into a relevant learning experience.

The Degreed Lens event in New York was an evening of drinks, dialogue, and debate as over 150 L&D leaders came together to discuss ways to reinvent the learning experience for their organizations.

As L&D professionals, our roles have grown and changed to include so many additional things like change management, restructuring, compliance, and culture. It’s clear that learning professionals have two distinct roles now; direct and indirect.

Learning leaders at MasterCard, Xerox Services, IESE Business School, and Bersin by Deloitte, shared strategies for reinventing the learning experience in both direct and indirect ways at Lens NYC. Here are 4 things they recommend we can do to engage our learners and immediately refocus the L&D conversation.

1. Stop worrying about “completions.” Steve Boucher of MasterCard left the audience stunned when he revealed that completions aren’t one of his KPI’s; he is more worried about increased capability. No matter how it happens, your learners are learning. The better measures of learning are using metrics such as usage, recommendations to others and impact seen by the employee’s manager, as well as employee retention.

2. Increase our knowledge as L&D professionals. Within L&D, we need to grow and redevelop our own skills sets to understand things like: curation, information architecture, design thinking, and content management. If you don’t have people within L&D that understand these things, training is going to get left behind. People are going to find what they need – it is up to us to empower them to do so efficiently and effectively.

3. Empower the learner to be in charge. Too often we are worried about our employees making efficient use of their time. Your learners are adults, who will find what they need, even if you don’t give them the correct resources. If an employee is out there learning, regardless of what or how, they’re learning and that’s what matters.

4. Remember: You have a willing audience. Your employees want to grow and it’s important to engage them in the ways they find valuable. Employees report that career opportunities are twice as important to them as salary. This means that as an L&D leader, you are responsible for your people’s career mobility.

You’re not the only one struggling to keep up with all of the changing learning demands. Each panelist at Degreed Lens reported being there too. And your employees will be forgiving of the rough patches if you communicate with them through it. And there are tools out there, like Degreed, to help bring it all together.

One final thought from Josh Bersin to keep you motivated – “People are not going to do exactly what they’re told. It’s reality. So you have to create an environment that makes them want to learn. And it’s key to the success of your business. The learning curve is your earning curve.”

Here’s an exclusive look into the Lens NYC event:

What do Uber, Airbnb, Facebook, Tripadvisor, and eBay have in common? They are what Harvard Business Review refers to as network orchestrators.

Network orchestrators create value by connecting a network of peers; making things work together while solving the needs of the user in new and innovative ways.

Airbnb doesn’t own a single hotel, but they’ve created the technology that connects hosts with travelers and provide the tools to make the process as simple as possible. To accomplish this, Airbnb is an open system with a long list of integrations including: dozens of local payment systems, Facebook, Google maps, and mobile communication tools, all with a seamless user experience.

By doing this, Airbnb is revolutionizing the hotel industry. Uber is having the same effect on the transportation industry. This shift to open systems that can connect people and tools is happening across industries, and it’s coming to the learning industry as well.

 

computer

Lots of traditional (and new) learning solutions claim to be the one-stop shop for all learning, but today, the whole idea of a one-stop-shop for all learning doesn’t make sense, for organizations or for people. People today are literally learning all over the place – in live classrooms and online, on our own and via other people, and through content as well as experiences. This chart highlighting new research shows all the diverse places people spend their time learning.

HowWorkersLearnDaily

No one actually relies on just one provider or one medium for all their learning and development. To make learning effective, employers should pick and choose, mix and match, the best of all of it.

Your LMS likely contains some excellent custom courses and maybe lots of informal resources, too. You’re probably paying for great training programs from a handful of preferred providers, while new learning content pops up all the time, increasingly from non-traditional sources. In fact, there are thousands of  sources of content now, including podcasts, videos, books, and online articles. No matter how much content each one of these providers has, it won’t be the only place that people go for learning.

These days, learning happens all over the place with nothing to connect it all, until now. Degreed is connecting all the world’s best learning experiences – systems, content, and people – so they work better together. With Degreed you can:

  1. Connect your internal L&D solutions to the world’s largest collection of paid and open-source learning tools – 3M+ classes, courses, videos, articles, books, podcasts and more from 1,300+ providers, plus any other content partners your organization values.
  2. Connect employees to the content they need, when they need it, with playlists of personalized recommendations, goals, and groups.
  3. Connect employees with experts and peers both inside and outside your organization.
  4. Connect employees to more choices for learning with FlexED, the first flexible spending account for learning.
  5. Connect your organization to insights into all the learning that is happening in your organization, beyond corporate classrooms and LMSs.

As learning shifts to a more open system style with Degreed, L&D leaders have the opportunity to both directly and indirectly create true learning cultures within their organizations. By providing the tools that feed people’s curiosity and real learning habits, L&D, managers and employees can share the responsibility of learning, making it more effective and empowering.

Interested in connecting all the learning happening in your organization? Visit get.degreed.com or request a demo.

 

The Challenge

Purch is a digital content and commerce company, servicing more than 100 million customers worldwide, making it the largest publisher in the tech vertical, according to comScore. Purch prides itself on its company culture, but did not have a strong learning culture. Like many companies, they wanted a learning culture that could improve employee engagement. More than just training employees, Purch wanted to promote employee progress and develop employees.

Purch hired Juli Weber early in 2015, with a mandate to build a learning culture, and implement a learning tool, like a Learning Management System (LMS). To better understand their learning needs, Juli conducted a Learning Needs Assessment. She sent a survey company-wide asking employees a list of questions to understand their learning habits, skill needs, and barriers to learning. The results were eye-opening.

When asked what was more effective in helping them to be successful in their professions, 73% of Purch’s employees said self-directed learning was more useful than employer directed training.

Purch-graphic-data-01 (2)

The survey also showed that this self-directed learning was happening all the time – just not through conventional L&D solutions. 24% of employees said they had learned something useful from an article, blog, or video, in the last day. Almost all employees, 92%, had learned something that month.

Purch-graphic-data-02

Even more shocking: 70% of employees were using Google to find learning first. Almost no one was going to HR for learning resources.

Purch-graphic-data-03 (2)

The Search

Based on that assessment, Juli knew that Purch needed a solution that could empower employees with the autonomy and resources to drive their own learning. The solution needed to meet learners’ needs, not just the organization’s, enabling employees to access learning resources anytime, anywhere. A solution that went beyond merely training employees and actually helped to develop them – facilitating progression to the next job.

Other requirements for the solution included:

  • A diverse set of learning content, at low cost.
  • Integration with Lynda.com, a content provider Purch had already purchased.
  • Enterprise-network integrations, like SSO and HR system synchronization.
  • Social aspects – a tool that encouraged conversations around learning.
  • Gamification – make learning fun, was a very important requirement.
  • Personal reporting for employees and managers so they could track their progress.

“We wanted to create a learning culture that is driven by organic, autonomous, value-added learning activities, sprinkled with social aspects and fun.” Juli says.

The biggest issue with implementing just an LMS is that the LMS came empty. Purch would have to start with a blank slate, and then tell employees to wait while the training department built all the content they needed. As Juli explained, “I had to build all the courses myself, but it doesn’t make sense for me to build a course when there is material out there from trusted sources. “

Why Degreed

Then Purch stumbled upon something new, Degreed. Juli joined a Degreed webinar, and was immediately interested.

A major benefit of Degreed was that it comes with the world’s largest ecosystem of learning content with 250,000 online learning courses from the top content providers, and 3 million informal learning activities from more than 1200 sources. Everything from live, virtual and eLearning courses to videos, MOOCs, bootcamps, articles, books, podcasts, webinars, and more.

Degreed offers engagement tools, like social and gamification to help motivate employees. And, Degreed offers the organization insights to all the learning that is happening – not just the required training.

The Innovation

At one point in the decision making process someone said to Juli, “you know Degreed isn’t an LMS?” Juli’s response – “yeah, that’s the point.“ The early adopters at Purch understood what Degreed was, but there were those that were more resistant to change, that didn’t get it. The learning assessment results that Juli had gathered clearly indicated that this is how people learned. A traditional approach wasn’t going to meet the needs of their employees.

 

Purch-quotes_02

Juli reviewed her options and felt like she was at a turning point. Implementing just an LMS would restrict what learning the organization could provide. She knew it would work for the here and now, but she wanted something that would be innovative and grow as the Purch grew. “I felt that if I went traditional, it would be closing a door.”

Purch-Quote-1

The Impact

Now at Purch, people are learning constantly, and employees can easily track and get recognized for all their learning – the organization now has insights into what people are learning. Degreed is the central hub for all learning in the organization. That includes the articles and videos that can be found on Google, Purch compliance training, the Lynda content the company has purchased, plus a lot more.

Now, when Juli needs to create custom training, she has a better idea of what will drive the greatest impact. “If I’m going to create learning, I only spend time creating learning that really targets the needs.”

And best of all, “Degreed is so simple.” It’s easy for Juli to maintain and “people just use it, and I don’t even need to help them, which gives me time to focus on other things like compliance training. “

And when Juli does create a curriculum, leveraging Degreed results in huge time savings. Traditionally, one hour of classroom training required eight hours of development. With Degreed Pathways, Juli can curate content from the best sources. Two hours of training takes about 2 hours of development time. Now, curriculum development now takes ⅛ of the time.

The time savings is especially important, because Juli has now been promoted to a new role that encompasses both HR and learning and training responsibilities.

The Takeaways

Here are three things you can learn from Purch’s new approach to L&D:

    1. Connect with learners by running your own Learning Needs Assessment. We’ve prepared a Learning Needs Assessment you can use- enter your email in the form below and we’ll deliver it to your inbox.
    2. Create a learning culture that is driven by organic, autonomous, value-added learning activities, sprinkled with social aspects and fun.
    3. Save time and money by curating content instead of buying and building.

Ready to get started with your own Learning Needs Assessment? Enter your email below and we’ll send you the complete case study with a Learning Needs Assessment that features 19 questions that can help you better gauge the needs of your learners.


 

computer

It’s not a groundbreaking revelation to say that the world of corporate learning has changed. Information is everywhere: Google, YouTube, blogs, podcasts, Meetup groups, 1000+ eLearning providers, over 600 million websites with more options appearing everyday. All these options have changed how people learn, but traditional L&D tools haven’t evolved to meet those changing needs. 37% of enterprise learning applications are at least seven years old. 64% are at least four years old. [Bersin by Deloitte]. A lot has happened in the last 7 years- the very first iPad was released just 6 years ago in 2010.

If you’re running a corporate learning program, there’s a good chance you’re considering making a change. 38% of enterprise learning leaders are, according to Brandon Hall Group. Over 50% according to Adobe / Frost & Sullivan.

You may know you want to step into the world of digital learning, but without a roadmap, this can feel daunting.

Change in any company is risky. In all large organizations, the implementation of new technology moves at a snail’s pace. You might be lucky to get a new tool up and running in 8-9 months, or longer if you want a solution that integrates multiple technologies. But, there are ways to make this easier and improve success rates.

You need a strategy that will reduce risk, be seen as a positive change in the organization, and cut costs for re-education, integrations, and migrations.

Degreed is changing the way organizations approach corporate learning investments by creating a unified learner experience that extends across all of your learning systems. Degreed can integrate disparate HR and L&D systems quickly and at low cost.

By simplifying the user experience, and connecting people to the right tools and resources at the right time – any format, from any system – Degreed helps to drive meaningful increases in everyday learning activity, from any source.

Degreed can simplify the change management process for future corporate learning initiatives in six important ways:

  1. Simplify the end-user experience. Degreed is the front-end interface for all your organization’s learning. Degreed’s unified search streamlines the user experience by integrating internal systems (such as  LMSs, TMSs and document sharing and collaboration portals) and external training content solutions with the world’s largest collection of free, open and low-cost learning tools. Implementing Degreed allows you to continue to make changes on the back-end (new or upgraded LMS, new content vendors, consolidating SharePoint sites, etc.) without impacting the end user experience. 
  2. Reduce training costs. You won’t need to train users on a new LMS or other learning system because Degreed is the front-end solution that integrates with your LMS and other content providers. Degreed has a simple, intuitive UI that doesn’t require special training.
  3. Streamline the integration of disparate systems. Degreed already has integrations with most of the top content providers, streamlining the implementation hurdles of incorporating new content vendors into your organization’s learning ecosystem, while reducing the burden on your IT staff. Degreed’s ongoing monitoring of content usage can assist you in future licensing decisions.
  4. Improve user adoption. Employees view Degreed as a benefit, which facilitates user adoption. The learner is in control, with all the options at their fingertips. Improved user adoption means more consumption of content, both the external content found in Degreed and internal LMS content.
  5. Reduce implementation time. The RFP and implementation process for an LMS is lengthy, which leaves employees without an engaging learning experience for at least 18 months. Degreed can be up and running in as little as 3 months and provide that learning experience right out of the gate, giving you time to complete your LMS implementation on the backend.
  6. Provide better information for your content buying decisions. Because Degreed tracks all learning (formal and informal), the solution can provide you with data around what content, vendors, and modalities your employees are utilizing so you know where you should (and should not) make content investments. Degreed can also help find lower cost or free resources.

Takeaways:

The world of modern learning has evolved since traditional tools were designed. Degreed is built for the complex world of modern learners, and connects all the existing pieces of the learning infrastructure, including the LMS, to the informal and social learning worlds – with a single user-friendly, learner centric point of access.

Implementing Degreed will take your corporate learning into the future, and reduce the risk and cost for future changes.

For more information visit get.degreed.com

Bersin by Deloitte recently reported that better analytics is one of the main buying criteria for new HR solutions, with good reason. The data about what your employees are learning and what they know can add huge value when making decisions for the business. This trend is only gaining more momentum as HR analytics are being used more to make business and talent decisions.

Traditional corporate learning solutions provide metrics for mandatory training, compliance, and courses offered by the LMS. You likely have insights into course enrollment and completion rates, but this is a limited view into the actual learning happening within your organization. Based on the 70:20:10 framework, the metrics offered by your traditional corporate learning solution provide insights into only 10% of the learning happening within the organization. Just imagine what you could accomplish with insights into all the learning happening at your organization.

90% of learning is happening outside of L&D, with no insight into this learning.

Workers are learning all the time and they spend the majority of this time on self-directed learning. Traditional solutions gather metrics for the once-in-while learning happening at the organization, but not the learning happening every day, week, and month.

Learning-in

There are few tools that promise the ability to provide insights into all the knowledge and learning happening in the organization.

The Experience API (xAPI), an open source API in its early stages, promises the ability to track any kind of learning experience [ADL]. API stands for Application Program Interface. It allows one piece of software to talk to another software application. People are moving from SCORM to xAPI because xAPI allows you to collect more data about course usage. xAPI is a buzzword in the industry because of what it promises to offer in the way of insights into learning.

xAPI enabled courses provide more data on courses, but courses are still only a small percentage of the learning happening in your organization. One major hurdle to leveraging xAPI for all the learning happening in your organization is the IT undertaking needed to xAPI enable all of these sources. xAPI depends on other systems to track and send learning experiences to a Learning Record Store (LRS). That means every system in your organization (LMS, wiki, knowledge base, document center, helpdesk system, etc) would need to be xAPI enabled in order to gather data around employee activities in these systems, and you need to maintain an LRS system to collect all that data – a huge IT undertaking.

Another solution, a Saas offering with a turn-key implementation process that requires low IT investment, is Degreed. Degreed is xAPI enabled. It can receive xAPI actions from other systems, and we are continuing to expand support for both outgoing as well as incoming xAPI events. Degreed also offers a variety of other tools that provide line of sight into all kinds of learning happening all across your organization, whether those sources are xAPI enabled or not.

Degreed provides insights for all the learning happening in your organization

bb_6-18-graph_

Degreed simplifies the management and reporting of all the learning happening at your organization – regardless of source. This gives you insight into everything your employees are learning, every day – both employer-directed and self-directed learning. The reporting of articles, videos, podcasts, books, events, online courses, instructor-led-training, and more can all be compiled in one beautiful dashboard.


reporting

Degreed offers organization-level and group-level reports, and an individual insights page for each employee.

Traditional corporate learning solutions use hours, or seat time, as a unit of measurement for employee learning – stemming from the traditional classroom-based learning approach. But this unit of measurement doesn’t quantify the actual learning happening today. We know from our research  that classroom based training occurs infrequently throughout the year, but employees are learning constantly via online searches, peers, podcasts, books, and other sources.

Degreed is the only enterprise learning solution that can normalize and summarize all learning happening in your organization using the Point System. The science behind the scoring was informed by expert Larry Rosenberger, former CEO of FICO and the man behind the science of the FICO credit score, and David Wiley PhD., a global leader in instructional design and open education.

Interested in gaining real insights into all the learning happening in your organization? Visit get.degreed.com

According to Brandon Hall Group, 61% of corporate learning and development (L&D) leaders think workers should connect with learning resources at least once-a-week to be effective in their jobs. Yet in a poll we conducted with Chief Learning Officer, barely one in four L&D leaders said their employees do that.

To help L&D teams better engage employees, Degreed recently surveyed 512 people to understand how today’s workforce really builds their skills and fuels their careers. The findings, which are summarized in a new report titled, “How the Workforce Learns in 2016”, might make you rethink three common myths about workplace learning.

Myth #1:  Workers don’t have time for learning.

Truth: They will make time to learn, if it fuels their career growth or enriches their lives.

Bersin by Deloitte has reported that 88% of L&D leaders believe employees don’t have (or make) the time to engage with corporate learning. But that’s not quite the whole story. While our survey respondents spend, on average, just 37 minutes per week on their employers’ training, they put in another 3.3 hours per week learning on their own.

25-things_L&D-07

Nearly two-thirds of them say they would put in even more time if they received some kind of credit or recognition they could leverage for professional growth. Perhaps more tellingly, nearly three out of every four told us they have invested their own money in career-related development over the last 12 months – an average of $339 a year.

That all tells us that most people will readily invest in learning – if it fuels their careers or enriches their lives. So don’t just train workers to comply. Help them grow and transform.

Myth #2: Traditional training methods are obsolete.

Truth: Traditional methods are not obsolete. They’re just incomplete.

A lot of people are saying L&D is now “wildly out-of-sync” with how people learn and “the only real remedy is a revolution”. Microlearning, many believe, is the future. Well, not so fast. It is clear that bite-sized content dominates learning habits now. In any given week, 85% learn something for work through search, 69% by reading articles or blogs and 53% from videos.

25-things_L&D-16

But formal training is still essential. Around 70% of people we surveyed take live, virtual or e-learning courses from their employers at least once a year. Many do so every few months.

In either case, development is no longer confined to the workplace. Almost 80% now spend at least some time learning on mobile devices and 67% learn on personal time. The truth is, today’s workers learn sometimes and all the time, and from L&D as well as on their own. Make their curiosity count by blending microlearning with macrolearning.

Myth #3: The L&D function knows learning best

Truth: Responsibility for learning is shared between L&D, managers and employees.

According to CEB, L&D leaders think 4 in 5 workers are “bad at learning” – that they don’t know when to ask for help or share what they know, how to seek out relevant knowledge, or how to extract value from information. We’re not so sure.

Just 21% of people told us they rely on their L&D department when they need to learn something new for work, and only 28% said they search their employers’ learning systems. They look to their boss or mentor (69%), their colleagues (55%) or search online (47%) much more frequently when they need recommendations or answers.

25-things_L&D-11

That doesn’t mean people don’t need help from L&D. In fact, those who said they have adequate guidance are more satisfied with their employer’s learning opportunities than those who don’t. What it does mean is that L&D teams have two roles now: Direct (creating, buying and delivering training) and indirect (giving self-serve L&D meaning by building an environment and culture that guides workers to the right people, experiences and resources).

What you can do

Many teams are already on their way to embracing these roles. In fact, 60% of respondents to our Chief Learning Officer webinar poll said they’re rethinking their L&D strategy in order to adapt to today’s learners. Almost half (48%) are looking to invest in new tools or technologies.

Get the research that reveals the truth about workplace learning and how today’s workforce really learns and fuels their careers. Click here to access Degreed’s full report with all the data and insights you need to empower your learners and create a thriving learning culture. Welcome to the future.

 

computer

You and I are victims of content overload. There is more information available to us than ever before, to the tune of 4 million inquires on Google and 2.5 million posts on Facebook every minute.

Additionally, we seem to be rushing most of the time – to work, to pick up the kids, to finish that project on schedule. It only makes sense that we would also rush our learning. In fact, new Degreed research shows that learning happens everywhere- at work, during our commutes, and personal time.

Screen Shot 2016-04-11 at 3.53.45 PM

So how do we make the most of our ultimate limited resource – time?

Curation and aggregation are two words often heard around the subject of content. There are thousands of learning options and systems, and these are two common methods of organizing the chaos.

But which is better and probably more importantly, which is going to save me time?

First, let’s examine them individually.

Aggregation is defined as “collection into an unorganized whole.” As a learning professional or someone searching for content, if “unorganized whole” doesn’t make you shudder, I don’t know what would. In perhaps more relatable terms, aggregation is selecting the certain pieces of content and then adding or grouping them into a concept. This is usually automated and based off of keyword matching.

Curation is a similar concept but typically takes it further by adding context, making sure each piece is quality and relevant. As defined by Degreed’s own curation expert, Caroline Soares, “Curation is about getting the right content to the right people at the right time. The art and science of curation is the ability to find, assemble and filter the best quality resources into a relevant learning experience.”

Curation, it would seem, is the more valuable of the two. It goes deeper than content aggregation to help sow the seeds for continuous learning by making it quick, easy and personal. The key to successful curation is having the ability to aggregate content from the many multiple, different sources available. Step two is to refine this list of content down to the highest quality gems.

When it comes to  learning, curation not only allows you the ability to produce more diverse learning options and modalities, but also save money by reducing the need for costly formal training.

Within the Degreed platform, a Pathway is a curated collection of content focusing on a particular topic or skill that can include a mix of content in any format, from any source. Pathways can be a collection of micro-learning experiences such as articles and videos, and can also include courses, books, or assessments.

The key to productive learning curation is to deliver the right content to the right people by designing pathways which are tailored to the needs of the target audience. You can do this in 6 ways:

  1. Utilize a healthy variety of different formats of content from different experts.
  2. Allow users to recommend items that are highly valuable to them and others.
  3. Empower learners to participate in the curation of content they personally want to consume.
  4. To stay on the cutting edge, include subject-matter experts from across the organization to collaborate on Pathways.
  5. Creating a clear path of progression within the learning pathway.
  6. Make it easy for the learner to find the content, an important part of curation is delivering the content at the right time.

Bonus: Track and reward progress as people begin and move through a pathway.

Click here to learn more about how you can start maximizing your learning resource with curation. 

The age of big data has landed us in a world where we expect every online experience to be personalized to our unique interests and curated for our desires.

We take for granted the personal experience presented to us on Facebook and Linkedin, the recommendations on Netflix, and personalized playlists on Spotify and Pandora. We assume online retailers will only promote relevant products to us, and get frustrated when promotions aren’t relevant.

Perhaps the best example of personalization is what you experience when you log-in to Amazon. Amazon’s product recommendations seem to hint at telepathic abilities. I see recommendations for products I had no idea existed, but once seen, I must have.

Personalization is a movement with a lot of momentum among consumer websites, and the approach has been wildly successful. In 2012, Amazon reported a 29% increase in sales in its second fiscal quarter, largely due to the personalization strategy it incorporated into every part of the purchasing process. Amazon isn’t the only one- nearly 80% of all marketers say personalization has boosted revenue.

The personalization movement for consumer websites is now spreading to enterprise software. The trend to consumerize enterprise software – making enterprise software more engaging for the end-user – is only in its early stages, but it’s on the rise. It’s becoming increasingly difficult for enterprise software companies to gain traction in organizations without creating a great user experience.

Personalization is an especially critical issue in corporate learning. Traditional learning solutions have been corporate-centric, focused on mandatory training and compliance which has resulted in low employee engagement. Half of people surveyed said they use their LMS for voluntary development once a quarter or less. Workers are more likely to turn to a colleague or Google to satisfy their on-demand learning needs [Degreed].

Personalization and an employee-centric approach to learning is an often cited trend for 2016 [L&D Global Sentiment 2016]. Research from Bersin by Deloitte highlights that improving the user experience is a main buying criteria for new HR solutions for 67% of people surveyed.

Bersin by Deloitte has published several research reports about the overwhelmed worker. We’re all bogged down with too much information, meetings, and emails. Employees cited not having enough time as the most common obstacle to workplace learning, but at the same time we all know that learning is a critical competitive advantage – something we all need to be doing to compete in today’s market. The solution is a set of tools that can streamline the learning process – deliver the right content, to the right person, at the right time.

personalization-5

Personalization and Corporate Learning
Personalization in corporate learning has the potential to revolutionize what companies can offer their employees in terms of tangible career growth. Similar to the product offerings you see on Amazon, what if you were offered courses, articles, and videos that perfectly aligned with your current and future career goals – saving you the time of searching online, subscribing to blogs, or hunting across various intranet sites at your company? So why aren’t more corporate learning solutions offering a personalized approach to learning tailored to each individual’s needs? A few are.

There are three main ways to accomplish the goal of a more personal approach to corporate learning:

1. Manual recommendations – the more traditional form of personalization, L&D directed suggestions based on employee’s roles and business units. An admin or learning professional sends course recommendations to groups or individuals in the organization. Perhaps marking certain courses as mandatory. Some platforms allow managers to create personal learning plans for their direct reports.

2. Social recommendations – from friends, colleagues, or managers.

3. System recommendations – based on data about the user.

Most traditional learning solutions can answer personalization using manual tools, where L&D professionals are assigning mandatory training based on roles and business units. But this type of personalization only covers the training that is happening periodically throughout the year.

personalization1

 

“Social” is another hot buzzword in corporate learning, and tools to facilitate social learning recommendations are on the rise. But most of these tools lack the ability to aggregate social trends, such as learning content that is popular in your network, or popular among people who are similar to you.

With the advent of big data and better algorithms for gaining insights, algorithmic or system generated recommendations will become more prevalent, streamlining L&D activities while allowing workers to take charge of their own learning.

The future of corporate learning will also need to include personalized recommendations for more than just the formal and mandatory courses traditionally offered in an LMS. If a personalization engine only makes suggestions for formal courses, this will only benefit the user periodically throughout the year. Based on our research, we know that when workers need to learn something new for their job they don’t go to their LMS first.
personalization4

Degreed’s Approach to Personalization

Degreed has taken a new approach to corporate learning – with a platform designed to enable and empower the learner. We are facilitating personal development, in the literal sense of the word, anywhere, anytime, from any device. To accomplish this, the experience is unique for each user by leveraging all three tools of personalization: manual, social, and system generated.

Like Amazon, Degreed is able to recommend learning content you may not know existed, but once seen you know you’re interested in.

1. Manual Recommendations
Degreed offers the ability to send recommendations to an entire group or an individual. An admin can request rules so employees are assigned to pertinent groups and enrolled in relevant Pathways. An admin can also request which organization Pathways are featured more prominently in the library.

2. Social Recommendations
Degreed offers social tools for viewing and following what others are learning, so you can learn from an expert or a colleague you admire. Degreed makes it easy to join groups with like-minded learners, rate content, and join conversations, and send and receive recommendations from friends, colleagues, and managers. Not sure who to follow? Degreed will offer suggestions for people with similar interests.

3. System Recommendations
The first thing a user sees when she logs into Degreed is a dashboard of system recommendations – five items of personalized learning content tailored for each user, and refreshed daily, called ‘Today’s Learning’. These recommendations can come from either external resources or internal content sources proprietary to the organization.

personalization2

 

Degreed also offers a browse experience in the library similar to Netflix. The first thing a user sees when navigating to the Degreed library of content isn’t just a blank search page, the user will be given system generated recommendations by default, with the option to search if you don’t see what you want right away.

personalization3

 

 

The result is a learning solution that employees actually want to use. The average LMS has a net-promoter-score of -31%, while the average net-promoter-score for Degreed is 70.

25-things_L&D-02
Takeaways
There are only a few enterprise learning software providers that utilize personalization, but just as this trend has taken over the consumer market, expect it to revolutionize the world of enterprise software as well.

In the market for a new corporate learning solution? Look for a tool that takes an innovative approach to corporate learning by building more consumer-like features, such as personalized recommendations. Today, nearly half of all online shoppers search on Amazon before making a purchase. Imagine a future where your corporate learning solution beats out online search as the most popular place for learning in your organization.

Learn more about how you can offer personalized learning at your organization here. 

Page 2 of 3123
Menu