Melissa Walker, M.Ed, Assistant Director, Educational Equity, Penn State University
Research shows that training investments are much greater at the executive levels of an organization. According to Melissa Walker’s research, this imbalanced distribution of training resources can perpetuate a lack of diversity at higher levels of the organization. She believes that by taking a more equitable approach to training, organizations will be stronger and more diverse.
https://www.youtube.com/watch?v=twDegoMAepgDefining Equitable TrainingResearch shows that training investments are much greater at the executive levels of an organization. According to Penn State University's Melissa Walker, this imbalanced distribution of training resources can perpetuate a lack of diversity at higher levels of the organization. As she told JPL President Luke Kempski, she believes that by taking a more equitable approach to training, organizations will be stronger and more diverse. TM51Shttp://img.youtube.com/vi/twDegoMAepg/default.jpg
Organizations increasingly value diversity because they see results in terms of creativity and innovation in today’s global marketplace. Through more equitable training investments, organizations can tap into and promote the more diverse workforce at the lower levels of the corporate hierarchy. Melissa explains.
https://www.youtube.com/watch?v=ZZiS4oOSbvIBenefits of Equitable TrainingOrganizations increasingly value diversity because they see results in terms of creativity and innovation in today’s global marketplace. Through more equitable training investments, organizations can tap into and promote the more diverse workforce at the lower levels of the corporate hierarchy. Melissa explains in this interview with JPL President Luke Kempski.TM33Shttp://img.youtube.com/vi/ZZiS4oOSbvI/default.jpg
Video interview with the President of Training Industry, Inc.
We recently attended the Training Industry Conference and Expo (TICE) in Raleigh, North Carolina. At the conference, we conducted a number of interviews with learning and development leaders from major organizations to share over the coming weeks on the JPL Learning Solutions video blog.
Training Industry, Inc. produces the conference so attendees can share ideas and explore innovative solutions that drive performance results. As the organization’s president, Ken Taylor is at the center of the industry and has a unique perspective on its current state. He sees investors attracted to businesses focused on closing skill gaps and improving the performance of their customers.
With the changing landscape of training companies, technologies and innovations, corporate executives rely more than ever on their learning and development leaders to help them navigate. Ken has found that when L&D leaders provide solutions that improve performance results, executives are ready to support their efforts.
Every leader featured in JPL’s Learning Solutions Video Blog thinks strategically about how they deliver training and performance support to their targeted learners. They consider a wide variety of variables that are unique to their organization and their business goals. As you will see in this video, each leader has developed guiding principles to make decisions on the best blended learning solution to accomplish performance goals.
https://www.youtube.com/watch?v=lvzSzBwvMHIBlended Learning Takes Hold in Leading OrganizationsLearn from a number of top learning leaders to see how their guiding principles help them make decisions on the best blended learning solution to accomplish performance goals.T3M21Shttp://img.youtube.com/vi/lvzSzBwvMHI/default.jpg
Special thanks to the learning leaders who shared their valuable insights:
Dr. Elizabeth Sinz, Penn State Hershey Medical Center
Sherry Hancock, Sheetz
Tony Gonzalez, T-Mobile
David Unruh, T-Mobile
Meg Petersen, IBM
Chris Volkle, APL Maritime
Leanna Meiser, The Hershey Company
This is the final of our three compilation video blogs featuring the insights of leading training leaders in 2015. Look for more interviews featuring learning leaders throughout 2016.
Marketers and training leaders share an important goal: to create a great customer experience. And when the two work together:
Content creation becomes easier
Branding becomes more effective
Efficiencies arise from shared knowledge and resources
Messaging falls into sync
This collaboration is especially important during new product launches. Unfortunately, only 38 percent of sales reps receive formal training for launches. This statistic “reveals a critical gap where marketing and sales teams need to come together to find a way to roll out new product messaging,” said Tim Riesterer, chief strategy and marketing officer for Corporate Visions.
Some companies, however, are reaping the benefits of collaboration between training and marketing teams. Here are three examples. Read More
Video interview with the CEO and Founder of Training Industry, Inc.
I recently attended the Training Industry Conference and Expo (TICE) in Raleigh, North Carolina. At the conference, we conducted a number of interviews with industry leaders from leading corporations to share over the coming weeks on the JPL Learning Solutions video blog.
TrainingIndustry.com is a well-known source of information about the business of corporate learning. Their website includes articles, case studies, white papers, research studies and global top 20 lists to support innovation and to connect buyers and sellers. Doug Harward is the CEO and Founder of Training Industry, Inc. and one of the leading authorities on trends in learning and development.
Through its ongoing contact with corporate learning and development leaders, TrainingIndustry.com understands their evolving role in leading businesses. In addition to changes in technology and changes in the learner population, Doug sees other changes impacting today’s learning leader.
I recently read an article on the 2015 outlook of senior training executives in Chief Learning Officer (CLO) magazine. Soon after, I was interviewing Clayton Lee a training leader at Hershey Entertainment & Resorts (HE&R) for our video blog and recognized connections with the survey results. Like the executives in the CLO survey, Clayton prioritizes HE&R’s training offerings to address the goals and needs of the business. With entertainment programs, resort properties and restaurants and over 8,500 total employees, HE&R recognizes that training directly impacts the guest experience and the growth and success of their business.
At HE&R, they have aligned their training with the company’s business objectives in order to get the most value. At the core of their training offerings, is servicing their guests.
Keeping the learner in mind is key to creating a successful learning program. The content needs to be relevant to those taking the training and be able to help them improve how they perform on the job. With any eLearning solution, planning, content, and delivery are critical to success. Find out more in this interview.
Thanks to advances in technology, there’s never been a better time to use video support for training efforts. When I started my career in the mid-1980s, producing videos for organizational training was relatively new. Typically, training videos were 15-30 minutes long and distributed on VHS tape. Video was an effective training medium for these reasons:
Consistency – Every learner who watched the instructional video receives the same message and information.
Entertaining – Training delivered by video can include comedy, drama and other formats people recognize from television.
Modeling – The on-screen character can show learners how to perform in real-world scenarios.
Demonstration – A product or process can be demonstrated efficiently from various visual perspectives and in a condensed amount of time.
Of course, all of these benefits of using video for training still hold true today. And transformational changes in production, editing and distribution technology have created additional benefits. These include:
Targeting – Training videos can be more efficiently customized for a narrow audience. For instance, variations of a video demonstration of a product can be made for a customer, sales person or technician.
Accessible – Technology has made it more efficient to caption instructional videos and make them available in multiple languages.
Integrated and Interactive – Training videos embedded in interactive environments open up a wide range of valuable learning experiences such as scenarios that unfold based on choices made by the learner.
Tracked and Assessed – With learning management systems and embedded assessments, organizations can certify that learners accessed the training video and completed a test or assessment to ensure understanding.
Just-in-Time and Mobile – Mobile phones and tablets allow learners to access videos where and when they need them. For example, an auto mechanic can watch a video on how to perform a service from under the car.
Social and Sharable – Training videos that are part of social media platforms can be rated, commented on and shared with others.
JPL has produced instructional and training videos for nearly 25 years. During that time the creative approaches, production and distribution technologies have transformed multiple times. These transformations have made video more valuable than ever as a training tool helping organizations improve performance and gain a competitive edge.
As the economy has improved, more organizations have invested in learning technologies to gain a competitive advantage or accomplish strategic goals. Their priority is putting training and performance support at the fingertips of learners inside and outside of their organization with ease and efficiency.
As an executive or learning and development leader, you may have ambitious learning initiatives but fewer in-house resources to achieve them. So, now is the time to find a partner to assist with consulting and planning, content development or eLearning technology implementation.
Selecting an eLearning partner begins with defining your needs and assessing the strengths of your internal team. Then you can determine what tasks you want to keep in-house and which you want to outsource. Consider capacity, budget and timeline, and if you prefer to engage a partner on a project basis or start a broader contractual relationship.
Once you have a general idea of your needs, budget, and timeline, you should develop an eLearning Request for Proposal (RFP). The RFP is your tool for qualifying and eventually selecting an eLearning partner. It combines a clear articulation of your needs with a request for information from the provider such as company background, work samples, proposed solution, and projected costs. The completed RFP forms the basis for selecting the provider or qualifying a “shortlist” of providers for an in-person review and final selection.
We recently posted a custom eLearning RFP template on our learning solutions website. This template will help you organize your needs and reach out to qualified prospective partners. It will also help you assess the capabilities, compatibility and costs of different providers. You can also use the RFP process to outline criteria for selection. This is important to ensure a fair selection process within your organization, much like when you hire an employee.
Developing an eLearning RFP and a partner selection process takes time. But it will help you properly document your needs and assess the qualifications of prospective partners. This will ultimately increase the likelihood of a successful relationship that increases the value of your training investments.
Many organizations that offer e-Learning opportunities find it difficult to attract audience participation. This is not surprising when you consider how little time people have to invest in training that is not mandatory. If you want more people to participate, you’re going to have to make outreach efforts. Assuming you have an offering that is valuable for your target audience, here are some ideas:
Define an e-Learning brand for your offering. The brand needs to be in sync with your organization’s brand and the website where your offering resides. Your brand needs to make an emotional connection with your targeted learners and demonstrate the value of your offerings to their career development. It needs to create a positive impression and communicate quality.For example, when we worked with the Susan Byrnes Health Education Center to create the LearntobeHealthy.org brand, we wanted it to tie to a web address, be positive and encouraging, connect with a diverse audience and convey action.
Promote your e-Learning brand. Once your brand is defined, you need to promote it. Consider a variety of options, including print media, email, social media channels, videos and in-person and virtual presentations.
Provide incentives for prospective learners to participate. Incentives can include certificates, prizes, discounts or credits toward performance reviews. Some organizations have also had success creating competitions to engage their target audience. Without a reward for participating, attracting learners will be difficult. For instance, I know my teenage son would not have completed the safe driving course on State Farm’s Learning Center website without the incentive of earning a discount on his car insurance.
Communicate with the managers of your targeted learners. In some cases, getting people to participate in training requires direction from their managers. As in most organizations, here at JPL, managers work with their team members to plan training that aligns with career and company goals. The managers recommend courses and learning activities that they are confident will be worth the investment.
Make a portion of your offering mandatory. We see the most success with clients who have a mixture of mandatory and voluntary courses. The mandatory courses draw targeted learners and get them to establish profiles. It also exposes them to the value of your offering. In late 2012, we added mandatory courses to PaVTN, an e-Learning site that serves police officers. By making mandated courses available, participation has skyrocketed and traffic on the voluntary courses has also grown.
Ideally, you can use a combination of the above ideas to build traffic to your learning offering. I encourage you to share any ideas that have been successful for you.