Today we launched a new video showing how Degreed changes the way we learn at work, and not at work, and on our way to work…and anywhere else. Basically, Degreed is one big learning party, and you’re invited. The creation of this video made for an interesting production list- here are some behind the scenes stats on the production of “The New Way to Learn”
 

Items purchased for filming:
Old cafeteria trays (the more yellowed the better)
Mashed potatoes
Cheese slices
Tapioca pudding
Chicken nuggets
Fake cat paw with 2 cat sounds
Sushi
Desk Calendar
4th Grade Reflections Trophy provided by Degreed team member Ryan Baylis
 

Degreed Team members featured:
Casey Childs
Jeff Lamb
Caroline King
Ryan Baylis
David Johnson
Cate Williams
Caitlin Probst
Maggie Fero
Kat Kennedy
Kaneischa Johnson
Pam Wilcken
Jason Gill
Titan Sharp
 

Put all of that goodness together on camera, and you get “The New Way by Degreed”- check it out here:

Globalization means that an increasing number of organizations are becoming multinational. Many of Degreed’s customers are multinational organizations with offices across the globe. Degreed itself has offices in the US, Europe, and Australia. We’re excited to announce that we now offer a seamless experience for our users regardless of language or location, staying true to our mission of giving people access to the best learning resources, no matter where they are. We’re adding new languages all the time, based on client need. Here is the current list:

Languages currently supported in Degreed:
  1. Chinese Simplified (Mainland China)
  2. Chinese Simplified
  3. Chinese Traditional
  4. English
  5. French
  6. French (Canadian)
  7. German
  8. Italian
  9. Japanese
  10. Korean
  11. Polish
  12. Portuguese
  13. Portuguese (Brazilian)
  14. Romanian
  15. Spanish
  16. Turkish (coming soon)
How internationalization works

Degreed will automatically detect the user’s language based on the user’s browser settings, which can be configured by the user. For example, if the user is running a browser set to German, Degreed will detect this browser setting, and will automatically display the Degreed platform in German without the user needing to update their profile settings in Degreed. Detecting language based on browser settings is an industry standard and provides the most user friendly experience. An organization can have users running Degreed in a variety of languages, and the experience will be personalized for each user.

Internationalization of Degreed applies to the platform and not the content itself. This means that the Degreed library will always display content based on the best matches whether we support that language or not. For example, if a company loads content in the Icelandic language, and I search in the library on an Icelandic search term, I will find Icelandic content even if Degreed doesn’t support the Icelandic language for the platform.

Plans for the future

To stay up to date with the evolving needs of today’s learners, we plan to add even more languages in more locations. We’re excited to offer one more way that Degreed can make learning better and easier, and drive engagement at your organization.

For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands as they realize their competitive advantage, their employability, is tied directly to their skill set. This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be.

The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.

At Degreed LENS, Tim Quinlan of Intel shared the value of approaching your workforce, the learners, as consumers or customers.

“I said, “How do you learn today? What do you want to learn about and how do you learn? If you’re curious about something how do you do it?” And [the management team] said, ‘Well, I have this trusted third party I go to or I do a Google search.’ And I said, ‘Yeah, that’s my experience as well… I think what I want is something that will seriously complement or compete with a Google search because that’s the learning tool at Intel.”

Degreed research compliments Tim’s story. Almost 85% of survey respondents said they learn things for work by searching online at least once a week, nearly 70% learn by reading articles and blogs every week, and 53% learn from videos in any given week.

HR, training and L&D provide the mostly high-value learning experiences people need sometimes, whereas Google or asking a peer or boss for guidance happens all the time, every day, right at the moment of need and not 3 weeks down the road. Recognizing that learning is happening all the time, not just through L&D offerings, it makes sense that “a new type of employee learning is emerging that is more “consumer- like,” commented Josh Bersin during his presentation at Degreed LENS.

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“Learner-centric” practices are at the heart of what more effective organizations deliver in their learning. Organizations that are more mature and advanced tend to deliver a lot less training through traditional methods and more through experiential, social, collaboration. Learning teams that are aligned with and meeting expectations of the larger organization empower “always-on learning, and a culture of exploration and discussion to enable continuous invention1.”

The most important tool in your kit for 2017? Your workers. “If you’re not focused on the experience of the employee, and you’re focused on what you want to do and the content you want to build and how great it is, you’re missing the boat,” added Bersin.

Want to hear more about how organizations such as Intel and Atlassian are embracing the consumer mindset? Check out the highlight video from Degreed LENS in San Francisco.

For more content from the LENS event, visit the Digital CLO content library!


1 – Predictions for 2017: Everything is Becoming Digital, Bersin by Deloitte, 2016

We know there’s more than one pathway to expertise. We also know that amazing things happen when we use our expertise to solve big problems. 2016 was an incredible year for world discoveries, learning, expertise, humanity, technology, and education. And one thing is for sure- we’re learning like never before.

As we set our sights on 2017 we’re taking a good, hard look at what we learned in 2016. We’ve collected stories, data, and lessons from the past 12 months, and put it all together.

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So, what did you learn in 2016? What will you learn in 2017?

If you want to make all that learning matter, you know where to find us.

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Doing more with less has always been one of the hardest things about being a Chief Learning Officer (CLO). “Doing more” has taken on a whole new meaning as CLOs increasingly recognize that learning and career management are critical components of an organization’s employment brand.

But evolving means more than making learning available on demand by upgrading existing content and investing in newer technology. That’s part of it, of course, but the most successful learning leaders are embracing our always-on economy and leaning into the fact that learning happens all the time, all over the place – both with and without the L&D team’s influence. They’re comfortable working in the ambiguity of  “and” – supplying business-led training and empowering self serve learning, leveraging formal and informal, courses and resources.

Most CLOs, however, still have lots of work to do. As McKinsey & Company recently reported, CLOs overwhelmingly think that their organizations’ digital capabilities are too low. 
To better understand what is working – and how – for today’s “Digital CLOs,” Degreed brought over 100 learning and talent executives together at San Francisco’s Dogpatch WineWorks on November 10th.

Here’s what we learned:

  1.    Leverage Digital Tools

Digitization is transforming all aspects of business, including the L&D function. At times it may seem confusing, but we should see this as an opportunity instead of a roadblock. “I’ve got six people, and they’re spread over 19 time zones. Here’s the kicker – I don’t believe we need a bigger team to execute on a really firm strategy. That’s where digitization comes in – I believe that creates the scale we need,” said Sam Haider, Global Head of Talent Development of Atlassian.

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Leveraging new digital tools, organizations can scale while still providing an always-on, continuous learning environment fed not just by content but also by workers and managers.

  1.    Utilize L&D’s New Architecture

Let’s start with a short story.

“So I went to the LMS and looked for Excel and I found a course. It was going to be available to me in two months, and I was like okay, well, maybe two months is too long but if I did wait, what would I find? It was a three-day course and I was thinking crap, I really don’t want to know that much about Excel. I just want to know how to do VLOOKUP… So I went to YouTube and I looked up VLOOKUP and I found a two minute video of exactly what I was trying to do,” shared Tim Quinlan, Director of Digital Platform for Learning at Intel.

Degreed research supports Tim’s anecdote. Just 21 percent of people told us they rely directly on their learning department when they need to learn something new for work, and only 28 percent said they search their employers’ learning management system first.

“The LMS is becoming marginalized” said Josh Bersin. “It’s a compliance system.”

To be fair, we can’t expect a 20+ year old tool that was designed for management, not learning, to meet the needs of learners in 2017. Instead, what we are seeing is an emerging category of learning experience platforms, like Degreed, which are built for the learners, that are augmenting the role of the LMS and other traditional L&D tools.

“It is the age of APIs and it’s clear to see that we don’t need to go with a monolithic architecture of data that feeds different parts of a value chain in one big system,” added Haider.

According to Bersin, this new architecture still includes the LMS as a record keeping system, but the key is a learning system in the center to tie everything together.

  1.    Approach L&D with a consumer mindset

The most common strategy leaders shared at LENS? Embrace design thinking and approach learning as if you were the customer.

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“Design thinking means understanding what your employees are really doing all day at work. Spending time with them, empathizing with them. It’s monitoring. It’s watching. It’s experimenting with things where your employees are and what they’re doing at work and making their work life better. If you’re not doing this, you’re not going to be able to optimize the experience,” said Bersin.

As the people facilitating the learning experiences, it’s important to know their struggles, what they need, what they want from their learning.

“Get involved in the experience. Be the consumer. Don’t think about this from the L&D perspective.  If you think about it from a consumer’s point of view, I think you can do great things in this space,” suggested Quinlan.

As a bonus, if you’re tracking learning, you will be able to generate valuable insight on the value of the experiences, and gauge and determine if they’re meeting the learning needs and curiosity of your teams.

The mission of Degreed remains the same – to make all learning matter – to people as well as to organizations. Degreed LENS was a memorable evening to have so many thought leaders in one room, sharing ideas on how to best support our workforce and succeed in the age of digital transformation.

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Source –  [1] Deloitte University Press, Global Human Capital Trends 2016 – The new organization: different by design, 2016

Digital technology has become the gateway to smarter work, learning and play. For Learning and Development and HR leaders, it has fundamentally changed not only our roles and organizations; but our goals and how we accomplish them, as well.

Our roles have expanded. We’re still responsible for education and development, but now add  compliance, performance, restructuring, change management, and culture to the list. All of this is accompanied by technology; but is it really helping us keep up? How can we really utilize technology to enact change and engagement within our organizations?

During the Degreed Lens event in New York, learning analyst Josh Bersin shared 5 things all HR and learning leaders need to know.

Structure needs to account for cross-functional connection.

According to Deloitte’s Human Capital Trends 2016 report, 92 percent of survey participants rate redesigning their organization as a critical priority. This tells us that the number one thing on people’s minds in medium to large organizations is structure. Our org charts are no longer reflective of how work is done. Thanks to technology we operate cross-functionally, with specific people that have the expertise needed to inform specific projects. When a project is complete, we move on to the next network of people for the next deliverable.

Not all digital helps productivity.

Today’s worker has hundreds of thousands of apps and websites at their disposal, many of them making promises of improving time management and streamlining work and life. But they’re doing just the opposite; enticing us to lose focus every second. Deloitte reported that U.S workers check their cell phones, in aggregate, eight billion times a day. The productivity lost is almost unfathomable. By carefully curating what technologies you choose to use with your L&D initiatives, you can engage employees by utilizing the apps and websites they learn from organically.

If employees don’t have opportunities to grow, they will leave.

What’s the biggest predictor of economic growth for an individual? According to Economist Thomas Piketty, it’s skills; the more quality and in-demand skills you have as an individual, the better. For L&D leaders, this means we need to provide diverse, meaningful opportunities for every employee to learn and fuel their career, or they’re going to find it elsewhere.

Learning is key to individual and business growth.

Learning is important for employee growth and engagement, and it’s also critical to the success of your business. At the Degreed Lens Event in New York City, Josh Bersin said, “you want people to have enough skills to move to new assignments, to move away from business areas that are shrinking. You don’t want to have a business area that’s going out of business where no one wants to quit or switch. That just makes it even more impossible to transform your organization. So we have to build infrastructure and tools and reward systems and culture programs that facilitate development.” Mobilizing upward growth within your company is key.

Learners need the right mix of formal and informal learning.

The percentage of money spent on traditional formal training is dropping every year.

According to Bersin’s Corporate Learning FactBook, from 2009- 2015, investment in instructor-led training dropped from 77 percent to only 32 percent.  While formal training is never going to disappear, it’s not enough to create a true learning culture. We’re learning every day in a variety of ways, on and offline. As an L&D professional, you need a way to bring the best of that content to your organization through curation.

The right learning architecture will create an ecosystem in which learners know where and how to find content.  Most course catalogs contain thousands of pieces of content, so curating becomes crucial. Bersin explains, “you know what happens when you give people ten choices? They don’t pick anything. When you give them a hundred choices, they just shut down the browser completely and don’t even look anymore. But if you give them three choices, they’ll pick one.”

While technology has fundamentally and permanently changed our roles, We can embrace the change by using technology to empower our employees to learn in better, more engaging ways that will benefit their careers and our organizations as a whole.

Want to be live at the next Degreed Lens event happening in November in San Francisco? Request an invitation here.

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:

“Intellectual growth should commence at birth and cease only at death.” ― Albert Einstein
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We believe that all learning matters, and learning happens throughout the course of our lives. We’re excited to offer one more way we’re making daily learning easier and more convenient- the Degreed app.

You’ve always been able to access Degreed.com on your phone, but we wanted to give you something tailor-made to your mobile learning habits. Today, we’ve released the power of the Degreed app, here’s a preview of what it offers:

 

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It’s simple. We’ve simplified Degreed to its essence so you can dive in and start learning even when you’ve only got 2 minutes to spare.

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It’s convenient. You already consume a lot of content from your phone’s browser, but until now, you’ve had to jump through a few flaming hoops to get that content into Degreed. We felt your pain and have worked tirelessly to make it easy. Now just hit the “share” button in your browser, choose Degreed from the Share pop-up, and Save or Complete items.

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It’s social. See something you want to share with a friend? Push content from Degreed into Facebook, WhatsApp, Twitter, SMS… whatever you want.

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“People are increasingly learning informally–on the go. Everyone knows this. But what is new is the ability to leverage all of those moments of learning into something greater. To turn that into professional credit. To leverage it to learn new skills. To level up. Degreed’s mission is to make all learning matter,” explains our Co-founder & CEO, David Blake. “The Degreed app is an extension of that mission–to help make all of that mobile learning matter–in a big way, in your career and professionally with your employer.”

The iPhone app is ready today in the Apple App Store and the Android app will be on Google Play very soon (think “weeks” not “months”).

Download the app and take it for a spin, keep in mind this is Version 1. That means there will probably be some bugs hiding in there. If you come across anything wonky, send us a note at app@degreed.com.

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Kelly Palmer, LinkedIn’s former Chief Learning Officer, recently joined Degreed to take on the newly created role as our own CLO. Kelly adds to a long roster of A-list hires from across the corporate learning, enterprise software and consumer edtech spectrum. We are incredibly excited to have her on the team and you should be, too. Here’s why…

Degreed is growing fast. We’ve already built a brilliant, diverse team of 120 designers, developers, engineers, product managers and customer success professionals to support our clients. And we’re just getting started. Bringing Kelly onboard is another meaningful investment in making sure Degreed’s talented team stays sharp and ready for more.

Equally important, Degreed is revolutionizing how enlightened employers build skills and fuel careers. Our customers – 100 of the world’s most sophisticated pioneering learning, talent and HR leaders (and counting) – want a partner who can provide more than a beautiful new technology. They’re also asking for guidance and support as they reengineer how they organize and operate their own teams.

Kelly, a recognized innovator and thought leader, is uniquely qualified to advise and coach other L&D leaders as they design and execute novel digital learning strategies. So she’s also here to help Degreed’s clients, companies like MasterCard, Microsoft, EMC and Xerox (and our friends in the learning and HR community at large) build the capabilities they need to adapt to the demands of today’s hyperkinetic workforce. She’s not alone, though.

Combined, Degreed’s highly skilled team has decades of experience building many of the leading brands in corporate learning, enterprise software and consumer education technology: Workday, Cornerstone OnDemand, SAP SuccessFactors, Microsoft, Skillsoft/SumTotal, Harvard Business Publishing, Bersin by Deloitte, IBM, MIT, Chegg, Pluralsight, Instructure and Lynda.com.

We’ve come together at Degreed to help you reinvent your learning experience. This is about more than just building an awesome new platform for developing and discovering workers’ skills. It’s about empowering people to enrich their lives, and enabling organizations to amplify their performance, by connecting all the world’s best education, training and lifelong learning resources. So all of those learning experiences can work better together for everyone.

Don’t take our word for it, though. If you’re interested in learning more about how Kelly and Degreed can help make all kinds of learning matter for your organization and your people, check out these resources from CLO magazine, Bigthink and Forbes. Then connect with Kelly on LinkedIn, and follow her on Twitter.

You can also track and follow everything Kelly is learning on Degreed.

Today, the Degreed team is proud to announce that we’ve agreed to acquire Gibbon, the European creator of a popular platform for curating “playlists” of learning content. The Gibbon team will join Degreed as we continue to work to make ALL learning count.

Wouter de Bres, Eric Sharp, Joeri Djojosoeparto, Kat Archibald, and David Blake.

Wouter de Bres, Eric Sharp, Joeri Djojosoeparto, Kat Archibald, and David Blake.

Degreed’s mission has always been to jailbreak the degree, and make all learning matter- regardless of the source. In order to accomplish that mission, we’ve built a way for companies, employees, and individuals to discover, share, track, and value their learning. This acquisition will give Chief Learning Officers, training managers and instructional designers a more powerful and cost-effective toolkit for curating both informal learning and structured training experiences.

“As we all continue to learn from more diverse sources, gain experience, and earn new credentials and micro-credentials, we need a way to make sense of ALL of our learning.” CEO David Blake said, “That is what jailbreaking the degree means- to redefine the idea of education and skills to include everything you have learned over the course of your entire life- not just the time you spent gaining formal education.” Degreed and Gibbon will now work together to unlock the power of lifelong learning.

Gibbon’s history is that of a team of largely self-taught developers and designers. Founders Wouter de bres, Petar Radošević, and Joeri Djojosoeparto faced the challenges of self-directed learning across a massive sea of resources, and set out to make tools to help you curate all of that learning, including creating playlists for your learning. The elegance of their solutions inspired us.

Gibbon has also built a community of learners that quickly attracted experts in product, design, and web development, among other topics. Their personal leadership in those communities and the quality of the playlists created by those communities of learners and experts was highly attractive to us. The Gibbon team made the decision to join Degreed to continue their mission of improving lifelong learning.

“Degreed and Gibbon are chasing the same mission.” said Wouter de Bres, Gibbon’s Co-Founder, “Joining forces enables our team to focus on what we are most passionate about: Building beautifully simple products that help people and organizations to learn and grow.” We couldn’t have said it better.

The acquisition will create our first international office in Leiden, The Netherlands. We’re excited to add the strength of the Gibbon team to Degreed as well as the elegance of their approach to the Degreed platform.

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