When we decided to grow Degreed LENS from an after-work happy hour to a full-day event, we weren’t exactly sure how things would shake up. But in true Degreed fashion, we said “go big or go home” at the top of our lungs, and put together a two-day extravaganza featuring a client summit and a day-long innovators conference.

We chose the theme: The Business of Building Skills, because if learning organizations want to be seen as a contributor to the business, we have to start talking and acting like it. So each session paired an L&D leader with a business unit exec like finance, innovation, strategy and even a couple company Presidents and Partners.

In a glimpse, we had:

  • Attendees from 35 states and 12 countries
  • 13 sessions with 26 speakers (50% of which were female!)
  • 361 attendees
  • 199 clients
  • 15+ industries represented
  • 400 Expertise Economy books signed
  • 7 sponsors
  • More laughs from Dan Lyons’ session than anyone could count (seriously, we tried!)

We don’t mean to brag, but there were truly too many highlights to capture. So we picked our five favorite ideas.

  1. Answers from a company President: The correct answer to ‘why should I upskill my workforce if they will end up leaving?’ is ‘because they will leave sooner if you don’t.’
  2. Advice from a CFO: When you think about asking for funding for a program, it’s immensely helpful to frame it as how that program or platform is going to contribute to the overall business goals for the future.
  3. Suggestions from a Head of Corporate Talent & Strategy: Employees are an asset even though they aren’t represented that way on a balance sheet. That’s means skills are a currency we need to support.
  4. A challenge from a Partner: We don’t need to invest in expensive strategies – they will change in 3-6 months. We need to invest in talent that is agile and can refresh itself to adapt which means you can’t have a business strategy if you don’t have a talent strategy.
  5. A new framework from an Executive Chairman: There isn’t a standard metric for measuring skills even though that is a top question for CEO’s today. So Degreed created a measurement suite including the new Skill Review. With it, organizations can benchmark employee skills, signal their expertise inside the company and see how people are progressing over time as they prepare for their next role.

If you were there, we thank you. If you weren’t, you are likely suffering from FOMO. And to be honest, we wish you were there, too.

But sometimes things don’t pan out the way we want them to. That’s why we are in the process of putting all of the presentation materials in the 2018 Degreed LENS Pathway, which you can enroll in here. We also recorded a bunch of the sessions and will have those videos live soon.

Next year will be even better – keep an eye out for our 2019 location announcement.

Look forward to seeing you at a Degreed event soon.

Airbnb is one of the most prominent technology startups to emerge in the past decade and has rapidly become a major force in the global travel industry. Since its founding in 2008, it claims more than 4 million listings in over 65,000 cities and 191 countries worldwide.

Airbnb has experienced rapid growth in its first decade by expanding its bookings and revenues as well as its global footprint. This challenge translated internally as well – how do you ensure that more than 4000 colleagues around the world are equipped with the right skills to compete, lead, and deliver a powerful experience to their clients?

The learning team needed a model that reflected how they actually learn—consuming information on the fly, in dedicated bursts of attention, and on their own schedule. And they targeted managers first.

Amplify: Developing Leadership

As Airbnb’s learning team empowered employees to rapidly find critical information, they also kicked off a new program called Amplify to create a leadership development program at no extra cost.

The approach is built upon what the learning team knows about how people really learn and put skills into practice, particularly in a hypergrowth environment. Airbnb is in the process of rolling out the program to more than 700 globally dispersed managers—nearly a fifth of the workforce—at a fraction of the cost of traditional programs.

“A lot of the feedback that we get from people who go through Amplify is they love the fact that they can do this whenever and however it suits them, and that it’s not mandatory for them to be in a location for a good chunk of time—particularly people who are more reflective in their learning style,” says Barry Murphy, global learning lead at Airbnb.

Want to know the six core people leadership behaviors Airbnb is targeting or the structure of the training inside the Amplify program? Barry will take the stage at Degreed LENS next Thursday to share how they created the program, and there are still a few (10 to be exact) tickets remaining.

Join us before it’s too late!

 

 

We couldn’t be more excited to announce Dan Lyons, Carla Arellano, and Jean-Marc Laouchez as keynote speakers for the nearly sold-out LENS 2018 Conference.

The theme of this year’s LENS event, the business of building skills, aims to teach business and learning leaders how to drive success by understanding the newest and smartest ways to harness technology and data to discover, build, and measure the skills their companies need. The fourth annual LENS conference will feature a full day of thought leadership, workshops, and case studies from experts like Peter Fox, Global Head of Digital Learning and Talent Technology at Citi; Tim Munden, Chief Learning Officer at Unilever; Barry Murphy, Global Learning Lead at Airbnb; and Louise Welch, Senior Director, Enterprise Learning and Development at Capital One.

“We’re bringing together the world’s best minds in learning and talent to give business leaders a bootcamp in optimizing their companies for the future,” said Degreed CEO, Chris McCarthy. “Knowing what skills your people have and what skills they need is vital to success. We believe Dan, Carla, and Jean-Marc each bring unique and important viewpoints on the business of building skills and we’re excited to have them as part of a packed agenda.”

LENS will take place Thursday, October 4 at Center415 in New York City. Those interested in attending can view the full agenda and purchase tickets at: https://lens-nyc-2018.degreed.com/

Rolling out an enterprise learning tool can be tough. Now add in the challenges of being the 3rd largest bank in the US with more than 200,000 employees and you’ve got a true uphill battle.

Want to know the secret? Citi’s Global Head of Digital Learning and Talent Technology, Peter Fox, and Digital Learning Technology Project Manager, Tiffany Abinsay, will present their journey to implementing the first global SaaS tool owned by HR during Degreed LENS.

Their session, L&D + IT + Ops: Building for Adaptivity And Stability, will share how Citi’s Learning Technology team overcame operational challenges like shifting from a tactical role to an influencer, how to market a new tool and how they got stakeholder buy-in.

Not sure your organization can empower employees to learn and develop on their own? Think again. Citi empowered learning to be more self-service, even in their highly-regulated finance industry.

Join us on October 4th at Degreed LENS in NYC for Citi’s “how they did it” story.

Want to know more about Citi’s evolution to continuous learning? Check out this learning solutions mag article!

Whether you’ve been in L&D for decades or days, you’ve probably been asked to bake a cake for your company. While you might have also been asked to bake a delicious chocolate cake for a birthday, the cake I am talking about is The Magical Training Cake – the cake your L&D team makes to solve a business pain point.

Typically, the cake needs to solve a problem overnight with a one-time, eight-hour workshop with the goal of naturally sticking forever in the employee’s brain and behavior.

cake

Mmmm, delicious?! Maybe not.

You’re likely nodding your head “Yes!” when I say many L&D teams have this two-fold struggle:

  1. Stakeholders come to your team with requests to bake/make a training. It might sound like, “We need you to bake a cake to improve frontline managers’ leadership skills.”
  2. You stir and bake for weeks and maybe even months. You pull it out of the oven. You serve the cake to managers. But they report not liking the taste, and some haven’t even taken a single bite.

You feel like you’re pushing the cake in your learners’ faces. You thought the cake was good – why don’t they?

You’d rather feel like you’re creating a pull effect, where your learning products and programs are magnets. They draw employees in.

Here’s one framework you can start using today to clarify a request up front, making sure everyone will like the cake.

Clarify projects with the 3×3 Walkthrough Method

Tom Cavill, a designer based in London, created the 3×3 Walkthrough Method. Cavill created this framework to focus his explanation and storytelling of a new app he created. (You can read here how Tom uses constraints for clarity.)

I think L&D teams could use this framework to clarify internal training initiatives. It helps distill the essence of the initiative so the stakeholders and execs feel empowered to become champions and sponsors of it.

At its most basic level, the 3×3 Walkthrough method also helps learners get instant clarity about the value of a program.

How It Works

The 3×3 Method constrains you to focus on solving this problem by answering why, what and how with only three-words. Here is an example:

3×3 Walkthrough for Leadership Development

A common challenge high-growth teams face is developing leadership skills in younger employees when the company is growing rapidly.

These young stars quickly move into leadership roles, but they don’t have the support and opportunity to learn how to be good managers.

Many companies adopt the same old approach to building leadership programs. Take what other people are doing, find the latest popular leadership framework, force people to go through workshops, and then expect them to become great managers overnight.

Instead, if you understand what’s really going on in your organization, you can use the 3×3 Walkthrough to distill a highly relevant leadership program like the following:

  • Why: Equip new managers
  • What: Leadership Foundation program
  • How: Daily micro habits

Filling out this template when receiving business requests will help you form the foundation to build a compelling case for human-centered learning design as the future of business growth.

Next steps

Take time today to think through the why, what, and how of the latest requests from your business leaders.

Here’s a 3×3 template you can copy and paste:

Why? (… does your product/program/project exist?)
__________
__________
__________

What? (… does your product/program/project do?)
__________
__________
__________

How? (… does your product/program/project differ from what exists?)
__________
__________
__________

Instead of baking cakes, this helps you building a clear, concise path toward an integrated design approach.

Degreed will be hosting a hands-on workshop on Marketing in Learning at the Degreed LENS event on September 28th in Chicago. To register, visit the LENS website here.

**This post appeared in original format on the LinkedIn of Charbel Semaan

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