ATD reports that only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners.  This doesn’t mean traditional approaches to L&D are obsolete- they just aren’t enough anymore, at least not for today’s workers. To help L&D teams better engage employees, we surveyed 512 people to understand how today’s workforce really build their skills and fuels their careers.

We’re proud to release the research that will give you an in-depth analysis, and important insights on how today’s workers really learn at (and for) work.

In the report you’ll find 5 key findings, what you can do to take advantage of them, and a simple diagnostic to help you identify how ready you are today to meet the demands of tomorrow’s workforce.

Click here to download the report. Welcome to the future.

How the Workforce Learns

 

 

Podcasts continue to grow in popularity — a recent  Pew Research Center survey reports 1 in 6 adults listen to a podcast a month. This data comes as no surprise as recent pop-culture hits like SerialThis American Life, and Stuff You Should Know have changed how we listen, and what we learn.

By seeking out learning via podcasts we can maximize time gaps in our schedules for learning. Podcasts are also largely free and easy to access- which make them an awesome learning tool. We’re proud to announce a new feature that lets you take advantage of all that learning. You can now track your podcast listening using Degreed!

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Simply choose the podcast title and episode, select the date listened, and add any relevant topics you learned about. Podcasts show up in your learning collection of everything you’ve learned.

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We’re excited about one more way to help learners track all learning. Let us know what you think about the feature by tweeting @degreed!

 

The Degreed Team

Degreed

Today we are proud to announce a $21 million Series B investment to fuel further expansion. The new investment will fuel continued growth of lifelong learning and skills measurement for companies and professionals. Jump Capital led the round, along with Signal Peak, Rethink Education, Deborah Quazzo and other existing investors.

Degreed is free for individuals to use and our learner-first approach led to rapid corporate success following the launch of our consumer-friendly, enterprise learning solution in fall 2014. Our award-winning platform enables people to discover, curate, share, track and value all kinds of learning–from internal portals, external training vendors and over 1,200 providers of free and low-cost informal learning resources–all in a single, unified system.

“We believe there are many pathways to expertise,” says David Blake, Co-Founder & CEO “The future doesn’t care how you became an expert. We have built the only universal way for everyone to measure all learning and pursue skills and knowledge from all avenues. It’s changing the way companies think about learning and development.”

This investment comes on the heels of a Series A funding, announced in April 2015. The capital enabled a more aggressive sales strategy, robust product innovations, and an expansion of marketing activities. As a result, we accelerated from three to nearly 100 clients this last year, including Fortune 10, 20 and 50 clients from the financial services and technology industries.

“There are many companies innovating in the edtech space, but Degreed stands unique in its approach to the future of skills and recognition of learning,” said Michael McMahon, Managing Partner of Jump Capital. “We’re excited to partner with Degreed to accelerate their incredible growth, and to change the way learning is done and how it is recognized.”

Learn more at degreed.com

It’s been a busy year at Degreed. In 2015 we attended, sponsored, and exhibited at a total of 30 events, ran 20 webinars, and had countless discussions on the future of learning- and we’re only getting started.  We’re looking forward to another year of pushing the conversation around the evolution of learning and development (L&D) and the opportunity leaders have to create true learning cultures within organizations. So, with our eyes forward on 2016, here’s a look back at all the love we received in 2015 (thanks, y’all):

 

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Head over to get.degreed.com to learn more about what we’re up to.

Degreed is proud to announce a new partnership with getAbstract, a company that joins us as a leading provider of next-generation enterprise learning and development solutions.

This partnership will help employers power a culture of continuous, lifelong learning and career growth, as it will provide mutual customers with seamless, single sign-on access to getAbstract’s valuable compressed knowledge library. The library includes more than 10,000 summarized business books, economic reports and video talks, through Degreed’s revolutionary learning engagement platform, which enables people to discover, curate, share, track and value all learning – from internal systems, external vendors and over 1,200 providers of open, informal learning resources – all in one place.

“People want learning and development opportunities that aren’t just relevant to their jobs once in a while, but that help them grow and develop their careers every day,” said David Blake, Degreed’s founder and CEO. “More than 70 percent of workers we’ve surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. And many of our customers are either already using getAbstract to empower their people do that – or they’re asking for it,” he added.

“Employers, however, need new, different solutions to enable everyday learning,” added getAbstract, Inc. CEO, Michel Koopman. “Half of the global workforce doesn’t feel like they have opportunities to learn and grow at work. That’s partly because most L&D tools, content, technology and processes were designed to deliver old-fashioned, occasional training. Companies are gravitating to Degreed,” he said, “because it’s the first enterprise learning solution built for the way people really learn now – continuously, on-the-job.”

The partnership will not only fuel everyday learning, career growth and employee engagement for workers, it will also simplify implementation and workflows for L&D professionals. Integrating getAbstract’s high-quality summaries and videos with Degreed’s innovative content ecosystem and pathway authoring tools will give instructional designers and training managers a faster, more powerful and more cost-effective toolkit for curating both informal and structured, formal learning experiences.

Learn more about Degreed here.

Degreed is honored to receive the Gold Award from the Brandon Hall Group for Best Advance in Learning Management Technology, and the Silver award for Learning Provider of the Year at the LPI awards in London.

 

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The Brandon Hall Group Gold Award capped a year of strong recognition for Degreed in 2015, with awards and honors from industry leaders like Training Industry, DILA, ELearning Magazinethe Learning and Performance Institute, ELearning by Craig Weiss, and Getting Smart. The Silver Award from the Learning and Performance Institute is a strong start for 2016 and is the first award of the year for Degreed.

“People don’t just learn once-in-a-while, from structured, formal training. We also learn every day, informally, through self-directed and social learning. If you really want a culture of continuous development, you need it all.” said CEO David Blake, “Degreed helps people discover, curate, share, track and value all kinds of learning – from anywhere – all in one place. So L&D teams can spend less time managing and more time empowering.”

The Brandon Hall Group Excellence in Technology Award was given by a panel of veteran, independent senior industry experts, and Brandon Hall Group senior analysts and executives who evaluated the entries based upon the criteria of product, unique differentiators, value proposition, and measurable results. Degreed was also in attendance at the Brandon Hall Group HCM Excellence awards.

“These award-winning solutions were closely evaluated by our judges for not only their innovation, but the real results they brought to the organizations,” Brandon Hall Group Chief Executive Office Mike Cooke said. “That is what makes our technology awards program special – connecting creativity and innovation to direct business results.”

Degreed is a learning engagement solution that empowers people to find, curate, share, track and value all kinds of learning in a single, unified system. Degreed streamlines corporate learning, both for L&D professionals and employees, by integrating internal systems and paid, external vendor content with the world’s largest ecosystem of free, open and low-cost informal learning resources. Click here to learn more.

Degreed recently hosted a “BrainWeave®” discussion – on “Leveraging the New Learning Ecosystem” – at the Talent Management Exchange conference in Austin, Texas. A group of 25 L&D, talent management and leadership development executives joined us to talk about the opportunities and challenges they see in innovative, new learning solutions. Here are three things they all agreed on:

1. The new learning ecosystem is exciting, but it’s still too complicated.

Learning solutions are more diverse than ever before. There are now at least 690 LMS vendors and more than 1,200 providers of learning content – everything from live and online courses to videos, MOOCs, bootcamps, articles, books, podcasts, webinars, conferences, online communities, games and apps.

All those choices are great for learners, but they are a challenge for L&D and talent leaders. Everyone we spoke to recognizes that workers (including themselves) are embracing new learning options. Only a handful are actually putting them to work, though. Most are still trying to make sense of all these new tools.

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2. Change is essential, but it’s also hard. Really hard.

Everyone agreed that learning has to be more effective, more efficient and more closely linked to job performance and career paths. But with persistently tight budgets and small staffs with limited bandwidth, nearly all of them find it difficult to try new things.

Those who have tried agreed that innovative methods and technologies don’t make L&D better, faster or cheaper all by themselves. That requires L&D professionals to think and work differently, too. Unfortunately, most said their teams don’t yet have the familiarity, capabilities or mindsets to really leverage the new ecosystem.

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3. To change L&D people, you have to change the L&D people. Literally.

No one we spoke to at TME has it all figured out, but several are beginning to make good progress. In those organizations, changing the way learning and talent management operates is happening through both small, incremental evolutions and bigger, more revolutionary ideas.

Many, for example, are experimenting with novel approaches, like user-generated content, video and curation. Others are updating existing skills and hiring for new expertise — for example, experience design and web and mobile development. A few have created entirely new roles, such as marketing, product and community managers.

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Tweet your thoughts and questions to @degreed, and log this article on your degreed profile!

symposium

Degreed was thrilled to participate and sponsor Human Capital Media’s 2015 Spring CLO Symposium at Trump National Doral Miami. The three day conference, from April 13th – 15th, brought together over 300 learning executives.

Degreed’s COO, Chris McCarthy, and Hellman Worldwide Logistics’ Chief People Officer, Kenneth Finneran, presented an outstanding workshop on The New Generation of “Bring Your Own Learning”, What Every CLO Needs to Know. During the presentation, they explained what the consumerization of learning means and how executives can create a “learners first” culture in their organization while maintaining security and visibility. The key takeaways from the presentation included:

The learning levy has burst. People are taking learning into their own hands.

Empowering employee learning is the next big movement in education. Those who embrace it will thrive.

Accountability equals love. Empower while enforcing learning outcomes.

The workshop also included a breakout session where the 60 attendees were asked ‘What can we do as learning leaders to support and empower our learners?’ and discussed solutions in creating a learning culture in their organization.

It was an honor to have Degreed be considered as one of the elite thought leaders and solution providers in the learning and development community. The quality of sessions, speakers, organizations and networking opportunities were outstanding

Read more on the CLO symposium presentations and learning cultures with this Miami Herald Article ‘On-demand courses help employees learn on their own schedules’

Check out the Bring Your Own Learning presentation here:

 

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