micro-video + manager training = high performing employees
TRANSCRIPT
![Page 1: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/1.jpg)
![Page 2: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/2.jpg)
Jessica Petry
Sr. Marketing Specialist
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
@chrisosbornstl
#BIZWEBINAR
![Page 3: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/3.jpg)
Improve employee performance with the largest
and fastest-growing library of training videos.
![Page 4: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/4.jpg)
We need a learning revolution: in the
schools, at home, and in the workplace.
Although the science of learning has
made enormous advances over the past
decade, its discoveries have remained
restricted to academic journals and
conferences. It’s time to liberate this
knowledge for the good of learners
everywhere.”
SOURCE: Annie Murphy Paul,
The Science of How We Learn,
Time Magazine (online)
![Page 5: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/5.jpg)
![Page 6: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/6.jpg)
LearnMoment of need
ApplyImprove job performance
Retain
The 3 Functional
Components of Effective
Employee Training
![Page 7: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/7.jpg)
Encoding
Short-term memory, observations, memory
traces and what we’ve seen (limited capacity)
Retrieval
Forced retrieval is most effective after time
intervals and some forgetting has occurred
Consolidation
Time scientists believe the brain
replays or rehearses the
learning, new knowledge next
to neural markers
Human Learning
Process
![Page 8: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/8.jpg)
The three elements cannot be separated…
though we try.
![Page 9: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/9.jpg)
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Kirkpatrick – Phillips
Model
![Page 10: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/10.jpg)
Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Reaction
Participant satisfaction
![Page 11: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/11.jpg)
Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5Learning
Knowledge, skills and attitudes
![Page 12: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/12.jpg)
Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Behavior
Application and on-the-job learning
![Page 13: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/13.jpg)
Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
Results
Business impact
![Page 14: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/14.jpg)
Kirkpatrick – Phillips
Model
LEVEL 1
LEVEL 4
LEVEL 2
LEVEL 3
LEVEL 5
ROI
Return on investment
![Page 15: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/15.jpg)
ROI + Business Benefit Require Application
That’s why the Kirkpatrick/Phillips Model still
matters…
Employees must learn . . .
Employees must retain what they’ve learned
Employees must apply what they’ve learned to improve performance
Simple, right? Should be, but too many organizations struggle with it.
![Page 16: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/16.jpg)
No matter how much you invest into
training and development, nearly
everything you teach to your employees
will be forgotten.
Indeed, although corporations spend 60
billion dollars a year on training, this
investment is like pumping gas into a car
that has a hole in the tank. All of your
hard work simply drains away.”
SOURCE: Art Kohn, PHD,
Professor, Author and
Consultant
![Page 17: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/17.jpg)
Hermann Ebbinghaus: The Forgetting Curve
![Page 18: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/18.jpg)
SOURCE: Mentormegate.com
![Page 19: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/19.jpg)
10 MIN. 2 DAYS 2 WEEKS2
MONTHS
Overcoming the Curve
2 + 2 + 2
![Page 20: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/20.jpg)
Retention Ecosystem
Content
+
Delivery
+
Capabilities
Systems and Processes
Stakeholders
![Page 21: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/21.jpg)
Retention Ecosystem +
Application, Processes, Systems
and Stakeholders
![Page 22: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/22.jpg)
0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
POST
EVENT
PRE
Impact for Training Transfer
Most Powerful Least PowerfulSource: Barbara Carnes, Making Training Stick
![Page 23: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/23.jpg)
0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
PRE
Impact for Training Transfer
Most Powerful Least PowerfulSource: Barbara Carnes, Making Training Stick
![Page 24: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/24.jpg)
0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
EVENT
Impact for Training Transfer
Most Powerful Least PowerfulSource: Barbara Carnes, Making Training Stick
![Page 25: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/25.jpg)
0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Usage Impact
POST
Impact for Training Transfer
Most Powerful Least PowerfulSource: Barbara Carnes, Making Training Stick
![Page 26: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/26.jpg)
0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
Use /
Frequency
Power /
Impact
POST
EVENT
PRE
Impact for Training Transfer
Most Powerful Least Powerful
Biggest disconnect is our perception of the impact
during the event and the reality.
Source: Barbara Carnes, Making Training Stick
![Page 27: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/27.jpg)
0 1 2 3 4 5 6 7 8 9 10
Trainer
Employee
Manager
Trainer
Employee
Manager
Trainer
Employee
Manager
U
s
e
POST
EVENT
PRE
Impact for Training Transfer
Most Powerful Least Powerful
Manager pre-training has the biggest impact.
Trainer pre-training has the second biggest impact.
Manager post training has the third biggest impact.
Source: Barbara Carnes, Making Training Stick
![Page 28: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/28.jpg)
Managers Before Training
Difference between
current state of
performance and desired
state?
ROOT cause analysis
What are the real
problems?
Performance gap, not
needs analysis
![Page 29: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/29.jpg)
Root Cause
Analysis
Ask why until you can’t ask why anymore…
Is training the solution?
![Page 30: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/30.jpg)
6 Best Practices for a Manager to
Support Learning
1. Identify performance gaps
2. Identify skill and competency gaps
3. Make the employees stakeholders
4. Get involved and be a good
example
5. Incorporate learning into
day-to-day work
6. Celebrate and recognize
![Page 31: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/31.jpg)
Manager Curriculum
Performance
Emotional
Intelligence
DelegationEngagement /
Motivation
Listening
SkillsStrategic
Thinking
Coaching Presentation
Skills
Leadership
![Page 32: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/32.jpg)
10 MIN. 2 DAYS 2 WEEKS2
MONTHS
After training begins:
• Ask questions about content
• Ask reflection questions
• Suggestion additional videos
![Page 33: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/33.jpg)
Sample Reflection Question
According to the webinar materials so
far, how might you involve your
managers in the planning of your next
employee training effort?
![Page 34: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/34.jpg)
10 MIN. 2 DAYS 2 WEEKS2
MONTHS
48 hours:
• Coaching on content and learning objectives
• Performance improvement as goal
Overcoming the Curve | Managers as Assets
Systems and Processes: 2+2+2
![Page 35: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/35.jpg)
Poll Question
In your organization, how do your
managers support employees in the
application of new things to their jobs :
![Page 36: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/36.jpg)
In your organization, how do your managers support employees in the
application of new things to their jobs :
a. Our managers offer little support, mostly because they are not committed
to learning and development themselves.
b. Our managers offer little to no support, mostly because they are not
willing to do so.
c. Our managers offer little to no support because they do not know how to
do so.
d. Managers provide some support, but not enough.
e. Managers are well-trained, involved and provide excellent support across
the board.
f. Something else.
![Page 37: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/37.jpg)
10 MIN. 2 DAYS 2 WEEKS2
MONTHS
2 weeks later:
• Use case: give the employee a new situation to
explore with new visual clues
Overcoming the Curve | Managers as Assets
Systems and Processes: 2+2+2
![Page 38: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/38.jpg)
10 MIN. 2 DAYS 2 WEEKS2
MONTHS
2 months later:
• Manager / employee review of quiz answers
• New set of hypotheticals with visual examples
Overcoming the Curve | Managers as Assets
Systems and Processes: 2+2+2
![Page 39: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/39.jpg)
Overcoming the Curve
Manager Key for the 2 Month Mark
Employees should be applying what they’ve learned . . . .
• Compare new levels of performance to performance gap analysis
• Still gaps?
• What part of learning is and is not being applied?
• Managers must explore any barriers to application of learning
now!
![Page 40: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/40.jpg)
Sample Question for Managers
Provide a specific instance where you had a problem
applying the active listening skills training we’ve been
working on over the last two months?• What happened?
• What do you think caused the problem?
• What might you have done differently?
• What was the outcome?
![Page 41: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/41.jpg)
Stakeholder
• Employees and managers are part of
interconnected system of learning (encoding),
consolidation and retrieval.
• And in the end - application!
• Employees and managers alike must see value
and purpose behind learning.
• Managers must know how to incorporate
learning into work environment.
![Page 42: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/42.jpg)
The contextual cues in the
learning and remembering
situations.
The difficulty of the
retention test.
The power of the
learning methods used.
The type of material
being learned.
Connect Stakeholders to Content
The amount of time the
learning has to be
retained.The learners’ prior
knowledge and
motivation to learn.
SOURCE: How Much Do People Forget? Will Thalheimer
![Page 43: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/43.jpg)
Content’s Relation to Learner
When content is important to learner,
relevant to their experience and based
upon things they already know.
![Page 44: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/44.jpg)
Content Design and Delivery
• Visual content (video) works best, short bursts both
before forgotten and for retention purposes
• Anchor learning with context – visual cues – works
best
• Make recollection of content difficult but not
impossible. Review with correct answers after
intervals - allow some forgetting to occur
![Page 45: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/45.jpg)
Key
Take-Aways
Employee application of learning to
improved job performance BEGINS before
training programs ever start!
Managers are crucial parts of the
retention/application ecosystem to drive
ROI and business benefits.
Micro-learning can be a great tool to help
employees in moment of need (direct
application) of newly acquired skills to job
performance.
www.bizlibrary.com
![Page 46: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/46.jpg)
Questions?
![Page 47: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/47.jpg)
Improve employee performance with the largest
and fastest-growing library of training videos.
FREE 30-DAY TRIAL!no risk and
no obligation
![Page 48: Micro-Video + Manager Training = High Performing Employees](https://reader030.vdocument.in/reader030/viewer/2022032514/55d7133cbb61eb95548b4616/html5/thumbnails/48.jpg)
Jessica Petry
Sr. Marketing Specialist
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
@chrisosbornstl