There’s a misconception sometimes in the industry that driving transformational learning change takes dozens of employees and years of work. With the same passion USAA brings to its members every day, they are doing the same for their employees, revitalizing their learning culture with a small and strategic cross-functional team.

Over the years, USAA has been predominantly focused on instructor-led training (ILT). Realizing that doesn’t always scale fast and wide, Doug Elzinga, part of the IT Workforce at USAA, said they needed to take a step back and “break free from L&D traditions and frameworks.” Driven in large part by technology leadership, the need to upskill associates to be able to deliver IT code faster was identified.

Three core objectives emerged for the core team pursuing their Degreed implementation:

  1. Scalability: Impact a large number of learners.
  2. Velocity: Move content faster to learners, particularly in the IT organization.
  3. Agility: Be flexible, try new things and fail fast, as part of an overall commitment to energy and improvement.

Laurie Littleton, also part of the IT Workforce at USAA, offers some critical lessons from their Degreed implementation that will resonate with many:

  1. Access content to create a unified learning ecosystem. USAA identified three providers to help solve both soft and technical skill needs.
  2. Follow the Tell/Show/Coach model in communications to bring all levels of the organization along for the journey.
  3. Inform the masses — drive with direct communication from senior leaders. Use digital billboards in the office, and leverage the value behind specific content providers.
  4. Show the value of what is available through demos and roadshows. Drive knowledge of basic functions in Degreed, and ensure employees understand how their own career and skill development will benefit. Acknowledge that the change may be radical for some and address old behaviors and processes.
  5. Coach your champions for the role they need to play — invest the time to prepare them as innovative content curators.
  6. Curation matters — lead with governance and consistency, and focus on embedding curation into everyday work-life. Make it familiar by using a repeatable branding and naming approach for Pathway sections.
  7. Look for partners that are willing to try new things and start conversations with them early. The IT/HR partnership was critical for the USAA team.

With their spirit of service and no-quit outlook, Elzinga and Littleton are seeing quicker innovation happening at USAA and creating a culture where learning can happen anywhere. Activations are on the rise thanks to direct leader-driven communications, and the roadshow program over the summer is also showing positive outcomes. All signs point to the new way of learning at USAA being established.

Cisco is not only ranked #62 on the Fortune 500 List, they’re also ranked #48 on Fortune’s 100 Best Companies to Work For in 2018. After listening to Joshua Clark, Senior Manager, Leadership & Team Intelligence at Cisco, discuss how they do things differently during Degreed’s LENS Conference, I’m not at all surprised.

Doing things differently at Cisco isn’t just a strategic initiative written down on a piece of paper once and then forgotten. It is a strategy used daily within their teams, in the way they approach funding, and in the way they push their partners to evolve (the last one comes from personal experience).

How many L&D Leaders do you know who are engineers by trade? Likely, not many. The most obvious difference in the learning team at Cisco is their team leader. Clark has been with Cisco for 19 years. He is an engineer by trade, yet has carved a journey into L&D, building and designing learning. He understands that “no one wakes up and logs into the LMS with a cup of java.” The Degreed project is the result of the vision that Cisco needs a learning platform to develop and keep employees relevant to driving the business forward.

Rather than focusing purely on the need for continual learning when building the case for project funding (which, in and of itself, doesn’t resonate with the executive team when it comes to ROI), Clark’s approach to obtaining funding for learning involved understanding the challenges that were critical to their business, including:

  • The limited shelf life for certain skill sets
  • Critical talent pools and skill areas needing development in the organization
  • Upskilling and re-skilling needs resulting from the previous two challenges

Tying learning challenges to those business challenges resonated with the executive team, and the project was funded.

Moving forward, Cisco also approached the project itself differently:

  • Strategy: The new marketing strategy wasn’t a “one email and done” approach. It included multiple channels (like digital signage, posters, and imagery), new design themes that they were willing to throw away if they didn’t resonate with their focus groups, and the idea that they would need to continually reinforce the message.
  • Team DNA: In addition to Clark’s background in engineering, they introduced new L&D roles like UX designer, curator, marketing manager, and software developer. This brought new thinking to the project to assist with a successful launch.
  • Technology: Having a software developer on their team enabled Cisco to “leverage and tinker” with that expertise when faced with security challenges that were unique, like having a number of learning systems behind their firewall rather than in the cloud that would be easy to connect.

As a result of Cisco’s experience, Clark recommends that we “embrace technology as L&D professionals,” and reminds us through Einstein’s words, “We cannot solve our problems with the same thinking we used when we created them.”

Many of us are starting the year doing a lot of evaluation. Evaluating ourselves, evaluating our fitness and health, and at work, evaluating our contributions. And some of us have decided to make changes.

In learning and development, many want to improve the way we support employees. We’re asking questions like:

– How can I convince my employees to make time for learning?
– How can we make learning part of the day instead of a tedious activity?
– What can we do to make content more interesting?

I’ve been asking these questions too, and in my search for answers, I found the best place to start was better understanding my employees (learners).

Here are my top 3 recommendations for facilitating a good learning experience.

  1.    Support employees so learning can happen available anytime, anywhere.

Workers don’t confine their development to the “office” or typical work hours. In Degreed’s “How the Workforce Learns” report, 85% of people said they learn at work, 67% do so on personal time and 18% are learning during travel or commutes.

While this feels like you might have less control than you’d like, it’s actually a good thing for retention.

Benedict Carey, author of How We Learn and writer at The New York Times, actually recommends changing locations while learning. New scenery maximizes the number of associations tied to a certain memory and makes it easier to access when trying to reconnect with the content later on.

So, creating the environment and culture where employees feel that ALL the learning they do, wherever they do means increased valued and they’ll likely retain information and make connections more effectively.

  1.    Stop worrying about millennials and boomers and start worrying about learner preferences.

I led a panel discussion last year on the generational differences in the workforce with eBay and BlueBeyond consulting. We had a representative from the 4 generations in the workforce today, and what surfaced was that societal trends, more than age, influence preferences for digesting information.

70% of the time, learning still happens on PCs. But smartphones (17%) and tablets (13%) account for 30% of digital development.

While there is some broad truth to generational differences, there were plenty of boomers in the room who prefer YouTube “how-to’s” and a significant number of millennials who still to write things down and would choose face to face over IM.

The takeaway? Learning preference is just that, an individual’s preference. Regardless of generation, we should give each employee options that appeal to their unique learning style and  preferences in content themes

  1.    When investing in new tech, consider more than efficiency.

Many L&D teams are trying to do more with less. Content that appeals to a broader audience, templates that standardize and one system that can do it all.

But how does this approach cater to the reality that we build skills over time, and from a variety of sources including books, conversations, and experience?

As Degreed’s new Innovators Guide points out, the problem with this approach is that in a typical L&D environment, the content (as well as the systems, people, and work experiences) are isolated. They rarely work together to interact or share data. “As a result, they don’t give anyone a useful picture of our learning activities or, more importantly, our skill-sets,” said Todd Tauber, VP of Product Marketing at Degreed.

Instead, we need to consider the benefits of being in the age of technology, and thanks to things like APIs, organizations can form world-class systems from multiple, best of breed solutions. “This is the near future of learning technology: intelligent networks of tools, content, systems, people, and data all working together to empower your workforce to learn better, faster AND more cost-effectively,” added Tauber.

Ready to learn more? Check out Degreed’s Innovator’s Guide.

 

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

Most organizations are feeling the burn of the changes happening in L&D. 60-year careers, multiple generations, a dispersed workforce, decreasing skill tenures. It’s a lot to take on, and it’s putting more pressure on our team’s than ever before. As practitioners, we must be continuously well-versed in at least several areas of expertise to remain relevant and contributing.

Enter the villain in the story – time. It’s something we’re all short on.

So what if you only had time to get stronger in 3 places – where should you focus? Sarice Plate, Xilinx Senior Director of Global Talent Acquisition and Development, has advised her team to get savvy in the following:

  1. Curation

It’s crucial to be able to make sense of the plethora of content that’s available with the click of a button. Not only are we inundated with options, but how do we determine quality on the fly? There are tools like Facebook and Instagram that benefit from causing distractions, not to mention our phones buzz constantly at new alerts and Google returns hundreds of thousands of search results. It’s important to cut through the noise and quickly find relevant content in the moment of need. Hellooooo curation!

“Curators are the great librarians of our time, cataloging and prioritizing the best content,” commented Caroline Soares, Director of Curation Services at Degreed.

2. Marketing

For today’s L&D teams to be successful, they must also act as marketers, selling the need to continuously learn. “We need to appeal to our learners, and being ‘appealing’ is a marketing problem, not a learning issue. As learning people, we need to inspire employees, influence how they behave and compel them to engage with us and our learning, with the goal of motivating engagement,” said Susie Lee, Director of Client Engagement at Degreed.

In her experience at Xilinx, Plate’s team uses their marketing skills almost daily, working to influence the business, and increase stakeholder engagement. As digital transformation continues to saturate, they continue to find themselves more involved in curriculum design rather than just designing and setting up training courses.

3. Technical knowledge and data analytics

Technology is constantly changing, so, L&D practitioners are required to be more digitally savvy, and more technical than ever before. We must understand the tech our employees are already using, write and curate content that’s exciting and consumable. To do that, we must understand consumption, behavior.

These might feel like these skills are completely untraditional for an L&D professional to have. And you’d be right. But with 56% of current workforce skills set not matching organization’s strategy and goals (ATD, Bridging the Skills Gap, 2015), we should do something different than we have been if we want to be successful. And it’s not all bad.

“With the roll out of our new [learning] strategy, every member of my team is now engaged, helping with content curation, consulting with the business to build pathways, designing curriculum to best meet the needs of the business. It’s truly been a shift for some, including myself, but we’re embracing it and we’re making the shift so far successfully.  I think the team overall feels more energized now and excited about our roles and how we can impact and build organizational capability,” said Plate.

Looking for a way to grow your expertise in some of these skills? Skill development workshops at Degreed LENS will cover these themes and more. Join us in Chicago on September 28th!

Even the concept of a career wasn’t immune to today’s disruption. People are changing jobs at record rates, working for more companies doing a variety of jobs throughout their career, and they aren’t immediately cashing out and retiring at 60. Likely at the root of the radicalization of the career is a simple, basic fact: people are living longer.

As said by the authors of the 100-year life in an article for MIT Sloan, “If life expectancy continues to grow at the rate of two to three years every decade, as it has done over the last 150 years, then a child born in Japan in 2007 will have a more than 50% chance of living past the age of 107.”

This translates into 60 – 70-year careers. To stay relevant and employed, the workforce will need to deepen their skills numerous times, and might even want to re-skill entirely in new areas.

“Individuals will take an interest in skills with value that extends beyond the current employer and sector. Skills and knowledge that are portable and externally accredited will be particularly valuable,” wrote Lynda Gratton and Andrew Scott in their recent Research feature, The Corporate Implications of Longer Lives.

While ultimately responsible, it’s not just the individual that has a role in continuous development.

The most successful organizations are supporting employees for their roles now and in the future, recognizing their best investment is their people. Top talent is likely the most engaged, and thus, retaining (and attracting!) these people will be a key driver of business outcomes and success.

To keep up, Deloitte’s 2017 Global Human Capital Trends report suggests chief learning officers (CLOs) must now become the catalysts for next-generation careers. “They should deliver learning solutions that inspire people to reinvent themselves, develop deep skills, and contribute to the learning of others,” states the report.

Gratton and Scott suggest decentralized and flexible approaches to learning that are driven more by the learner than the employer.

So how do we help our employees deepen the skills they need now, as well as support future development?

To enable learning leaders to better target their learning and development (L&D) investments and help companies close skill gaps, Degreed recently announced a major upgrade to its personalization engine with the release of skill plans.

Leveraging BurningGlass data and machine learning, Degreed’s innovative platform automatically recommends a daily feed of learning resources focused on the skills required for a person’s current job as well as their professional interests and career goals.

“Resolving the persistent gap between the skills employees have – and the ones they need to move into new roles – requires sophisticated personalization capabilities. These recent product upgrades are a giant leap forward for Degreed’s ability to help our users build and recognize the expertise they need for the future,” commented Degreed’s CEO and co-founder David Blake.

Skill plans empower organizations in four main ways:

  • Give purpose to learning activity by tying learning to skills, and skills to roles in your organization.
  • Customize these roles with the competencies and skills that fit your company.
  • Assign employees to specific roles, which will automatically link them to associated learning content.
  • Create learning pathways, and link them to roles.

Want to see what skill plans can do for your organization? Create your Degreed profile today.

Alan Walton is a data scientist at Degreed, but he didn’t start at Degreed with that job title.

Alan got a degree in math, with a minor in logic, and then landed his first job as a developer. Data science is currently one of the hottest jobs in America, but the term “data science” has only recently emerged. It was not a career that Alan had even heard of when he was in school. Like most millennials, Alan tried a few different jobs. His first job out of college was working for a startup where he wore a lot of hats. He worked on integrations, technical support, implementation, and technical writing. Alan started at Degreed as a developer, then worked as a product manager, and now a data scientist.

Alan’s career agility is enabled by his passion for learning. While in college, Alan’s quest for knowledge led him to learn speed reading. But, when walking through the university library one day, a quick calculation led him to realize that even when speed reading, it would still take him 200 years to read every book in the library. He knew he needed an alternative way to focus his learning.

Before Alan started working at Degreed, he stumbled upon Degreed online and became one of its first beta users in 2013. Alan has now accumulated nearly 40,000 points on his Degreed profile, which might make him the highest point earner in the entire Degreed platform. To give you some perspective, I have 12,000 points on my Degreed profile, which is more than most people on Degreed.

Alanprofile

When Alan first became interested in the data science role, he leveraged Degreed to make the transition. He created personal pathways in Degreed with resources from within the Degreed library, online resources, books, videos, and podcasts. He built pathways for data science in general with additional lessons focusing on sub-topics specific to the projects he was working on and the technical tools for his job.

Alan is a member of the data science group on Degreed, follows other data scientists, and follows the data scientist role so the popular articles, videos, and books his data science coworkers are reading plus the resources the organization recommends for this role show up in his Degreed learning feed, which he routinely takes advantage of.

Takeaways

Will Alan be a data scientist for the rest of his career? I doubt it. He says he’s really interested in AI. If you’re interested in gaining the same level of career agility as Alan, Degreed has the development tools to help.

  • Enroll in a pathway on the topic, create your own pathway, or clone an existing pathway and customize it for your needs.
  • Follow experts in the role you are interested in.
  • Join a group.
  • Follow the role, which will automatically link you to learning, pathways, groups, and experts.
  • Interested in learning more about data science? Follow Alan on Degreed or enroll in the Data Science pathway in Degreed.

Already a Degreed client and interested in initiating a targeted development plan at your organization based on roles and skills? For more information, contact your client experience partner at Degreed.

If you’re just getting started, check out get.degreed.com.

datascientistdegreed

 

 

learning

 

Career development is more complex than it’s ever been. There’s no longer a straight ladder with prescribed steps. Employees are changing jobs at a record rate, and the change can now be lateral, diagonal, up or down, and jobs that require new skills are popping up all the time. 91% of Millennials expect to stay in their current job for 3 years or less, which means they will have 15-20 different jobs over the course of their career.

Here are three ways Degreed helps today’s workforce target their development across the roles, skills and learning they need for the jobs they currently have and want in the future.

  1. More relevant learning. Traditional approaches to development rely on conventional tools of the trade – things like classes, courses, and competencies, which are rarely reinforced, often forgotten or inconsistently applied. Which means lots of waste; 45% of L&D-led learning is wasted. All that wasted time, money and effort add up fast – more than $24m a year for every 10,000 employees for a typical Fortune 500 company [CEB]. To make learning more relevant, you need tools that target learning at the skill level. Degreed connects learning to skills, and skills to roles, giving individuals and organizations the ability to identify what skills they have, what skills they need, and the pathway to bridge the two.
  2. More self-directed learning and coaching. By a 3.5 to 1 margin, people tell us they believe their own self-directed learning is more effective in helping them be successful at work than the training provided by their employers. Degreed connects all the best learning experiences, both internal corporate resources and the world’s largest collection of professional learning content – making it easier than ever to promote a self-directed learning and a learning culture. In addition to self-directed learning, Degreed facilitates the touch points between managers and employees so conversations around development can happen more easily.
  3. More options to enable the lattice approach to career development. Gone are the days of the corporate ladder. Ladder careers had one direction of growth. The lattice career path moves laterally, diagonally and down as well as up. Skills are relevant and common to many job roles, in ways that are not always linear or obvious to the individual, and to the organization. By tracking at the skill level, individuals are able to see career progressions based on the skills they are strongest in and map those to the roles they are also qualified for. Degreed can help employees understand the pieces of parts of the role, help to educate people on what skills are needed for specific roles and then provide them the learning they need to achieve those skills.

Takeaway

When you search in Degreed for a topic like “leadership”, you’ll not only get connected to content like articles but also specific pathways, job roles, and groups where those skills are relevant. You’ll also be able to follow people who have accumulated expertise in those skills and browse providers with content that’s been tagged as relevant. Clicking on roles, like “new manager”, for example, will highlight specific pathways, mentors, and content and related to those roles.

Degreed is a professional development platform that helps organizations and people target learning at their skills gaps — however and wherever they build those skills. Degreed integrates everything your people need to build their skills – internal and external systems, content and experts, including the world’s largest collection of free and low-cost open learning resources – so it can all work better together. Your team can curate, personalize and measure it all. And they can discover, share and track all learning happening across the organization, all in one place.

Interested in practicing a more targeted development plan at your organization based on roles and skills? For more information, contact Degreed.

Digital technology has drastically changed the way we learn and consume content. We gravitate towards solutions that are quick and easy, and as a result, informal options – social and on-demand learning – account for the bulk of workers’ development.

The most advanced L&D teams are embracing the trend towards informal, collaborative and social. According to the latest Bersin Corporate Learning Factbook, the best L&D organizations deliver significantly more on-demand resources like articles, videos and books, and up to 20% fewer hours via formal training (ILT, vILT, e-learning).

The general lack of insight into informal learning activities has many L&D leaders asking “How do I know employees are spending time on the right things?”

“We have to start trusting the learner. They know what they need and when they need it, and they’re going to find it,” suggested Jason Hathaway, Director, Content & Learning Solutions at CrossKnowledge.

But truly measuring the value of informal learning can be tricky. At Degreed, we believe in the bigger picture and recommend optimizing for utility and outcomes by asking ”Is the learning people are doing helping them become better at their jobs?”

How can you get an accurate measurement of how informal learning is working when results are not instant and much of the learning people do is happening outside of your company’s LMS?

Let’s say, for example, a salesperson spends lots of time watching product videos and reading about selling techniques. Certain tools allow you to capture data on the use of learning resources, but what you, as the manager or learning leader don’t know is if they are applying those ideas in practice.

So you look to their behavior and results. Are they setting more appointments? Are they closing deals faster? Are they closing bigger deals? Are their customers more satisfied? This is data you might be able to find in CRMs, ERP systems – maybe even in the talent management systems. But the one place you will definitely be able to see results (or not)? Observation.

True learning program success means observable behavior change. It’s a different way to think about ROI, but it’s a KPI’s that really matters.

Additionally, you can focus on the experiences you’re facilitating. “You can’t control what people do, but you can control the environment you provide them. Give learners easy access the best resources, including other peers, ” suggested Todd Tauber, VP of Product Marketing at Degreed.

Most workplace learning infrastructure doesn’t really work for today’s workers, partly because the current systems are built primarily for structured, formal training. But the key to empowering your learners and increasing engagement is recognizing, facilitating and measuring what’s happening in-between those formal learning settings – all of the informal learning that is happening whether it be reading an article, a conversation with a mentor or peer, attending an event, or taking a course.

Ready to start measuring your informal learning experiences? Create your Degreed profile today!

Among consumer websites, Facebook is king when it comes to personalization. Stories and posts appear in the Facebook feed based on an algorithm that hides and promotes stories for each user based on their interests. Users can influence this algorithm by updating their settings and by “liking” content they want to see or choosing to hide content they don’t.

This feed, and the algorithm that populates it has a huge effect on the Facebook experience. If you’ve ever unknowingly been sucked into Facebook, you can appreciate its power.

Degreed believes in the power of personalization. Engaging, personalized enterprise applications that employees use because they want to- and not because they have to, are the future.

Degreed has a personalized feed for learning content designed to target the development of each individual user. With the explosion of content, it’s getting harder than ever to weed through the noise to find the specific content you need, when you need it. The most efficient way to target someone’s development is to use technology to automate the delivery of content to each individual.

Based on user experience research and interviews, Degreed, like Facebook, continually improves its feed and algorithm. We are constantly looking at engagement and usage statistics and researching what hooks users to keep them coming back.

We’ve been refining and simplifying the user experience to make it easier for users to find relevant content they want and need to target their personal development. A year ago, action points were spread around the system. Now they are more centralized, simplifying the user experience.

What you’ll see today when you log into Degreed is one place to find all the learning you’re interested in. Based on our user research, we’ve found that more items in the feed lead to greater engagement with the content, so now you’ll see a longer list of items. If you don’t like the suggestions at the top of your list, more learning content is just a scroll away. Dismiss any item that isn’t relevant.

The Degreed feed includes system-generated recommendations from any source, in a variety of formats including articles, videos, books, and courses. You’ll see content that has been recommended by peers and managers, popular items from your network, roles you are following, content from pathways you’re enrolled in, and items you’ve saved for later.

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The learning feed gets smarter the more you interact with it. Users can continue to personalize and influence the recommendations by using features in Degreed such as:

  • Adding your learning interests and career goals to your Degreed profile.
  • Enrolling in learning Pathways – focused on topics or skills you want to develop.
  • Joining groups of people with similar learning interests.
  • Saving learning items for later.
  • Following people.

Organizations can influence these recommendations as well by:

  • Adding content to your content management system.
  • Selecting preferred providers for your organization.
  • Customizing pathways for your organization and auto-enrolling employees in pathways.
  • Adding roles and skills specific to your organization.

Takeaways

Most L&D leaders want to use data to improve and personalize learning in their organization. Degreed provides the tools to make this possible.

Content is everywhere, but finding and delivering the right content at the moment of need for each individual is impossible to do on your own. Let Degreed do the work of finding and delivering all the relevant content so you can target the development for each employee.

To learn more about Degreed visit get.degreed.com.

 

 

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