4 effective strategies for engaging the new consumer learner

4 EFFECTIVE STRATEGIES FOR ENGAGING THE NEW CONSUMER LEARNERMarch 16, 2017

Ollie Craddock | Mind ToolsDeputy CEOollie.craddock@mindtools.com

Sarah Danzl | DegreedContent and MarCommsdanzl@degreed.com

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WHY LISTEN TO US

More than 28 million learners around the world use our resources

every year

Our clients aresome of the

biggest organisations in the world

Three global surveys

of more than 2000 managers,

conducted in 2016 and 2017

Specialists in management

and leadership development

AGENDA

HELLO.

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1We’re Degreed.And Mind Tools 2

34

Learning in 2017: Snapshot

4 things you can do

Why it matters

Mastercard Client Study

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LEARNING IN 2017

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UK HSE Labour Force Survey, Oct 2015

440kcases a year of workplace

stress

9.9mdays lost in 2014/2015

Workoverload

a main cause

70%experience stress from

work

22%of people

“under extreme stress”

American Psychological Association, Jan 2012

VERY BUSY, AND VERY STRESSED

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LIVING LONGER AND STAYING SHORTER

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MindTools.com, 2016 and 2017 surveys (Sample size = 1,348. and 287)

Self directed learning

LEARNERS WANT CONTROL

Prescribed training

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MindTools.com, 2016 (Sample size = 1,184)

AND THEY’RE SPENDING A LOT OF TIME LEARNING

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LEARNING IS HAPPENING…

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EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR

FROM A VARIETY OF SOURCES

Source: Degreed, How the Workforce Learns in 2016, 1/2016

Coaching &mentoring

e-learning courses

Instructor-led classes Conferences &trade shows

Web search

Peer/teaminteraction

Articles & blogs

Videos

Books

Apps

Online networksWebinars

Live networking

Onlinecourses

Podcasts &audio books

Live classes (external)

SELF

-DIR

ECTE

DL&

D-LE

D

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EVERYWHERE

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SO WHAT CAN YOU DO?

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1. PUT LEARNERS’ PRIORITIES FIRST

LEARNERS WANT… SO L&D SHOULD.

Solve

Find

Access

Value

Create

Manage

Control

Track

Assemble

Empower

Enable

Guide

or

or

or

or

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2. MANAGE LESS, EMPOWER MORE

Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 6/2015

-20% +29% +13% +90%Less training

via ILT, vILT ore-learning

More learningvia on-the-job experiences

More learningvia

collaborating and coaching

More learningvia on-demand

resources

Higher-Impact L&D Organizations Deliver…

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3. MAKE IT RELEVANT AND PERSONAL THROUGH CURATION

Source: Degreed, Curation and Personalization Framework, 10/2016

PROFESSIONAL

L&DCurating

PERSONAL

IndividualsCollecting

PEER-TO-PEER

TeamsSharing

TECHNOLOGY

AlgorithmsRecommendin

g

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4. RECOGNIZE AND VALUE ALL KINDS OF LEARNING

Source: TinCanApi.com, Who’s using the Tin Can API?, 6/2015; Degreed internal data, 6/2015; SkilledUp, Do Open Badges Matter To Employers Or Admissions Officers?, 7/2014; Behance, 6/2015; GitHub, 6/2016; Forbes, Memo To LinkedIn: Please Fix Endorsements, 2/2014

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THE TAKE-AWAY

“Employees at all levels expect dynamic, self-

directed, continuous learning

opportunities from their employers.”

Global Human Capital Trends 2016 (Deloitte University Press)

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WHY IT MATTERS

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TODAY’S WORKFORCE HAS DRIVE

Source: Degreed, Bring Your Own Learning, 2/2015; Degreed, The Importance of Informal Learning, 7/2015; Degreed, How the Workforce Learns in 2016, 1/2016

5X 61% $339.00

Workers spend 3.3 hours learning on their own each week, 37 min. from employer training.

61% would put in even more time on their own if they got professional credit for it.

75% invested their own money (average of $339 each) on career-related learning last year.

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THE WORKFORCE LACKS SKILLS FOR THE FUTURE.

PWC 18th Annual CEO Survey

81% of US CEOs are looking for a much broader range of skills when hiring than they did in the past.

Skills

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MORE PRODUCTIVE LEARNING CULTURE MEANS BETTER BUSINESS RESULTS

Employees perform 12% better

Companies see 1.4% higher revenues

Companies see 3.2% higher profits

Attain and retain employees

Source: CEB, Stop Wasting Your Learning Investments Infographic, 2014

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DON’T TAKE OUR WORD FOR IT: MASTERCARD’S STORY

MORE FREQUENTLY.MORE PEOPLE… LEARNING SMARTER…

+ People are motivated to learn. But they’re just hyper-busy.

Busy people are learning, but in a different way.This presents an opportunity if we share control.

4 key strategies to engage: 1. Understand your learner as a customer 2. Empower, don’t control 3. Relevant and personal 4. Value and recognise all learning

The consumer learner expects a self-directed, continuous learning opportunity.

A more productive learning culture delivers impact to your business results.

KEYTAKE-AWAYS

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THANK YOU!

Questions?

Ollieollie.craddock@mindtools.com

Sarahsdanzl@degreed.com

@sdanzl