Establishing a Habit of Learning

In 5 Steps

Establishing a Habit of Learning

5 Ideas for Supporting Employee Learning

to Empower Your Learners

5 Ideas for Supporting Employee Learning

6 Ways to Learn When Your Interests Are Always Changing

6 Ways to Learn When Your Interests Are Always Changing

roi for degreed2

Purchasing an enterprise learning solution like Degreed, is a high-consequence decision most companies only make once every five to ten years, so how do you justify the purchase of something like Degreed to your CFO?

Here are four ways Degreed is a positive return on your investment:

1. Improves learning team productivity  

Degreed offers several tools for leader-led and automated curation. To see the complete list, visit 5 ways to curate learning with Degreed.

Degreed pathways, a curated collection of content from any source, can be built in as little as 20 minutes, or 8-12 hours for advanced competencies. This is a huge time saving when compared to the days and weeks it takes to build a custom course from scratch.

Don’t take our word for it. Tenaris uses Degreed’s curation tools and leverages subject matter experts to combine current content and add curated materials to create a broader learning experience.

And when Mastercard rolled out Skype for Business, instead of rolling out a custom course that would have taken 2 people at least a week to create, they curated a pathway in a matter of hours. If you apply this recipe to all of your generic learning needs, that gives your team a lot more time to spend creating custom content for topics that will move the needle in your business.

2. Improves end-user productivity

Content is everywhere and workers are overloaded. Continuous learning is now a requirement for today’s workforce to stay competitive, but who has the time?

We need simple, faster ways to find the content we need, when we need it. Degreed will save your employees time and energy searching for the learning they need to target their development. Degreed does this through personalized learning recommendations, and its ability to connect all the best learning experiences regardless of source or format. The best way to prove this point to your CFO is to demo Degreed’s universal search in action.

Intel’s Director of Digital Platform for Learning, Tim Quinlan, did just that. He told the audience at Degreed’s LENS a story of how he justified the purchase of Degreed to his CFO. “When she asked me how we calculate ROI for this thing, I asked her the same thing. I said, “Tell me something you’re interested in learning about.”

She said raspberry pi, a microcontroller. Tim’s response was “try to find it in our current system.” First, Intel’s CFO tried searching in the LMS, and didn’t find anything. Next, she tried searching in Google, which returned some ads and a product review. Then she tried Degreed. Degreed’s universal search returned several items, including a video introduction to Raspberry Pi from Lynda. And because Degreed offers single sign on, she could access the Lynda video with one click. The Degreed search saved her several minutes to find the learning she was interested in. Now multiply the minutes saved, by the number of searches done each week by each employee, by 100,000 people at Intel, which results in some serious time savings.

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3. Reduces IT overhead  

A special interest to the CFO, Degreed helps reduce IT overhead in several ways. Degreed offers a fast, simple implementation process in the cloud, and can reduce IT costs associated with ongoing maintenance and future learning implementations. These days, learning happens all over the place. If you’re part of a large organization you probably have at least one LMS, perhaps multiple. You likely have content from multiple content providers. You might also have Sharepoint or other custom portals to help employees find all of these resources.

Degreed can simplify all of this with one unified access point with integrations to all the learning in your organization and remove the need for custom portals.

One Degreed customer had 200 custom learning portals, which was becoming increasingly difficult for IT to manage, and cost prohibitive. By purchasing Degreed, they were able to offer employees one central location for all learning and significantly reduce IT costs. And because Degreed is a Saas solution with a simple, streamlined implementation process, it is a much easier platform to administer and maintain.

4. Streamlines vendor management

Are you spending a ton of money on content to find it only being used by a fraction of employees? Are you spending a ton of IT resources to onboard new content providers? 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 – allowing your org, and the CFO, to get the best bang for your content buck. From within Degreed, you can see analytics across all content providers (both internal and external), and you can see not only what people are taking, but also what subjects they are searching for. Now, when you go to make a content purchase or create a custom course, you are empowered to make better decisions and purchase the content that employees actually need and are using for their jobs. And you can always leverage the large selection of free and low-cost learning available in Degreed out-of-the-box.

Takeaways

These are just a few tips to help make the case with your CFO. There are a lot of other reasons to buy Degreed, including, improved employee engagement and user experience, better learning culture, more insights into learning, and a better tool for onboarding, sales enablement, leadership development, and more. If you have other tips, we’d love to hear them.

To learn more about Degreed, visit get.degreed.com/business

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
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.

Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results. But effectively evolving the L&D approach to meet the needs of our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger.

The difference between the disruptors and the disrupted is what the organization does with the technology available.

Join Bersin by Deloitte analyst, Dani Johnson, for a conversation with 3 corporate learning trailblazers: Chris Trout, VP, Learning & Development at The Walt Disney Company, Barry Murphy, Global Learning Manager at Airbnb, and Amy Rouse, a Senior Learning Technologist formerly of AT&T, on their different approaches to engaging technology to confront the digital disruption happening in L&D.

The live, one-hour discussion will explore urgent questions about learning systems, such as:

  1. How are requirements for learning technology changing
  2. How to navigate the sea of “next-gen” vendors
  3. Why to consider an ecosystem instead of one, integrated system

Register for “The near future of learning technology” webinar now!

I’m a tagger and you should be too.

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Tags are merely labels used to identify things.

In the simplest form, tags are things like the sticker labels your grandfather used in his garage or the DIY labels your partner now organizes with. In terms of technology, many applications and software use metadata or social tags to further enhance our browsing experiences. Meta tags (short descriptions added to each web page) are used by search engines to help improve the relevance and quality of search results.

The ability to tag your experiences is now available on most websites and applications. For example, on Facebook, you tag people in your posts, as well as the location and date. This improves the search on Facebook and allows you to sort and filter posts later. The proliferation of hashtags on Twitter have helped make the site the phenomenon it is today, and you can now see hashtags used everywhere in social media, including Facebook, LinkedIn, Instagram, Google+ and Pinterest. The use of hashtags can connect conversations across social media sites.

Here are three reasons you should start making tagging a habit:

#1 – Improved User Experience – Tagging makes the application you are using smarter, which creates a better user experience for others. This means better search results and a more personalized experience.

#2 – Increasing Eminence – Tagging content is a gift to the creator, author or owner of the content. It helps further brand the subject matter and allow others to find it easier.  Creating a personal habit of tagging will also help define your areas of interest; creating eminence for you as well.

#3 – Save Time – Indexing your own content will save you time later. How many times have you looked for something that you previously consumed and just wish it was easier to find? Tagging shortcuts your search by having content indexed with more keywords to find it again later.

It takes only seconds to tag content. Depending on the application, it might be called metadata, keywords, tags, categories, labels, topics, social tags, hashtags, or something similar. Take the extra 20 seconds and make it a habit. There are no right or wrong tags. Use synonyms and similar words that could lead someone to the right content.

Don’t forget to follow the keywords and tags when applications provide this option. Tagging and following will quickly hook you into others that are giving back in this way and the quality of your findings will be immediately enhanced.

Takeaways

In case you are new to tagging, here are three easy ways to get started:

  1. Tag your photos and posts in Facebook with people, dates, and locations.
  2. Hashtag your posts everywhere in social media: Twitter, Facebook, Instagram, Linkedin, Instagram, Google+, and Pinterest.
  3. Tag all of your learning in Degreed.

takeaway

To learn more about tagging and personalization in Degreed visit get.degreed.com.

Authored by: Mike Makis and Sonja Schurig of Degreed

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

Digital technology is transforming just about everything, and fast. Yet just 33% of organizations say their top-level managers understand and support digital initiatives. If you’re not working on transforming your L&D and HR function for the digital age, too, then maybe you should.

The reality is, the world is changing constantly. And according to major startup investor Paul Graham, it creates not just threats, but also huge opportunities – if you recognize the signals in time and adapt appropriately.

McK quote Digital CLO

The threats that come with being a chief learning officer (CLO), or working for one, are real. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger. It will take a new breed of chief learning officer that can adequately adjust to meet the needs of today’s workforce. Say hello to the Digital CLO.

The formula for success as a Digital CLO in learning and development (L&D) – which is essentially the algorithm for developing capabilities and driving business performance – is well-known:
Alignment + Efficiency + Effectiveness = Outcomes

That doesn’t mean it’s easy.

Most CLOs struggle to get or stay aligned. Almost 60% of the workforce’s skill sets don’t match changes in their companies’ strategies, goals, markets or business models.

Many CLOs also have a hard time being efficient. As much as 70 cents out of every dollar invested in L&D is wasted on irrelevant, redundant, low quality or unused training.

Most importantly, too many CLOs aren’t actually effective where it counts. Nearly three quarters of CEOs say that a lack of critical expertise is a threat to their businesses’ growth.

Some CLOs, however, are adapting and evolving – even thriving – in the face of all this digital disruption. To find out what the 3 things are that successful CLO’s do differently, join Intel and Degreed for the Digital CLO “playbook” webinar on January 31st. Register for the event here.

As a CLO, I spend a lot of time talking to learning leaders from a variety of industries, going to conferences and trade shows, reading industry research and blogs. Phrases like “content explosion,” “fragmented learning” get used a a lot, supporting the common sub-text that L&D is experiencing a massive shift in how their employees learn at and for work. It’s important to consider and embrace what’s happening in the marketplace, and organizations that do will see there is a big opportunity to elevate both their talent and L&D’s reputation to one that drives key business performance.

Last week, I wrote part 1 of the 2-part series on the top four trends disrupting the workforce in 2017. The first two trends identified are different generations in the workforce and the rise in digital technology.

Here are the remaining two:

3. Rate of change is moving faster than ever before

Since things are changing faster than ever before, businesses must stay agile. Dutton talked about eBay’s evaluation of current programs since splitting from PayPal, and their decision to start over with their learning strategy. They stopped doing a lot of the traditional learning that they had done in the past including multi-day programs geared just for leaders or top talent. Now, they strive to serve all employees, and  have launched a few new tools including Degreed and Career Navigator. They are choosing to engage with employees and teams using Slack because that’s where a lot of the engineers already spend their time.  eBay is also focusing more on coaching for leaders, having employees and leaders engage in more impactful career and performance conversations.  Learning is being recognized as a journey through talent communities, and the learning organization is adjusting to meet people where they are rather than taking them out of their natural work flow.

4. A new relationship between employees and employers

Gone are the days where people spent their whole careers at one company.  According to Gallup, 60% of millennials say they are open to a new job opportunity, and according to the recent numbers from the Bureau of Labor Statistics, the average person works for 4.4 years in one job. This is a major shift in work expectations – a shift we as learning professionals have to be thinking about.

During the discussion with the CLO community, we discussed the gig economy, (think freelance workers or Uber drivers) the contingent workforce, (contractors) and how those new models affect the employee/employer relationship.

A recent Forbes article states that by 2020, about 40% of Americans will be part of the gig economy. According to Dan Schawbel, “The trends that have created the gig economy include: the rise of freelancing, the access of technology (especially on the mobile phone), the impact of the recession and the desire to have “side-gigs” and flexibility. For employers, the gig economy allows them to hire on-demand, lower costs and have more competition for talent.”

So when we think about the skills gap and how we are going to help people build their skills for now and the future, we need to think about how employees actually work. Learning can be a big competitive advantage if you are a company that will invest in your employee’s skills regardless of whether they stay one year or ten years.  Career paths and helping all employees develop their skills, even if they don’t stay at your company long term, is a growing and beneficial trend.

These four workforce trends are changing role of learning leaders and it’s important to keep them in mind when thinking about your future learning strategy. eBay, like a lot of other companies, has realized that to keep talent and to help all employees develop skills quickly, they needed to think about learning differently, move more quickly and iterate, and be more agile overall with learning.

At it’s core, being successful in learning today means embracing your workforce – meeting people where they are and giving them learning when they need it. Want to know what your workforce was interested in in 2016? Check out What the World Learned in 2016.

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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.

whatworldlearned

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.

The workforce is changing and it’s affecting how we all work every day. It’s also changing the expectations that people have about who they work with, how they work, and where they work. I recently met with a group of Chief Learning Officers (CLOs) and learning leaders to talk about the four trends disrupting the workforce today and how that impacts the way we think about learning in the corporate environment. We uncovered four common trends.

  1. Different generations in the workforce

People have been talking about this for years now, but the reality is that we have many generations working together in the workforce today.  By 2020, 70% of the workforce will be made up of millennials, but in addition, boomers are working into their 70s and 80s.  What does this mean for the workforce and learning?  It means that we are more diverse and have greater opportunity to learn from each other.  As for learning, although it may be true that millennials are digital natives and generally very comfortable with technology, the CLO group I was speaking with agreed that the way people like to learn has less to do with age and more to do with personal comfort level with technology.

Judy Dutton, Senior Director at eBay, shared that there is a large increase of millennials coming into the company. The 32nd most recognized brand in the world according to Interbrand in its annual ranking of Best Global Brands, many don’t know that eBay also does a lot of slick things with technology including big data, machine learning, and Artificial Intelligence (AI).

In 2017, their HR function is focused on new ways to attract top talent, especially millennials, by revamping their intern program and recruiting from more diverse universities. Their learning teams are embracing a new digital and in-person on-boarding experience, and completely rethinking their career development and approach to development.

  1. Rise in digital technology

Technology is changing the way we think about both business and learning.  As I wrote in a previous blog, learning leaders need to be tech savvy and include a digital learning component as part of their overall learning and employee experience strategy.

At eBay, a learning technology manager helps drive the ongoing technology requirements for the global Talent and Organization Development team.  This new role has also become more heavily involved with IT, the office of the CIO, and HR analytics since the learning technology need is increasingly prevalent.  But it’s not just about technology; there has to be learning expertise among each employee too.

These are just two of the four workforce trends that are changing the role of learning leaders. We will visit the remaining two trends, an increasing rate of change and the new relationship between employees and employers, in Part 2 next week.

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