Building your Business Case to Embrace Digital Transformation · The Anatomy of Effective Digital...

Building your Business Case to Embrace Digital Transformation

Toronto – May 16, 2017

© Global Knowledge Training LLC. All rights reserved.

Time Well Spent

Walk Away Knowing More About:

1. The impact of digital learning to your

employees & business

2. Digital learning adoption strategies and

lessons learned

3. How you would justify the business case

4. Tips on planning and resourcing for digital

learning

Agenda

15 Minutes New Employee Test Audience

20 Minutes • The Meaning of Digital Learning

• Should You Be Using More Digital Learning?

• The Anatomy of Great Digital Learning

Kevin

25 Minutes Rapid Roundtable Audience

10 Minutes • The Business Case for Digital Learning

• Planning and Resourcing for Digital

Kevin

10 Minutes Review and Q&A Audience

10 Minutes Networking Session Audience

Total Time 1.5 Hours

New Employee Test

So What Does ‘Digital

Learning’ Really

Mean?


The Evolution Toward Digital Learning

ILT DigitalVILT

Play

ESTABLISHED ACCEPTEDGROWING RAPIDLY:

BUILDS UPON THE

BEST OF BOTH

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Defining Digital Learning

DigitalInvolving or relating to the use of information technology.

Oxford English Dictionary

LearningThe acquisition of knowledge or skills through study, experience, or being taught.


Digital LearningDigital Learning is "learning facilitated by technology that gives students some

element of control over time, place, path and/or pace.”



Digital Learning Flavours

Video BitesE-Learning /

Playbooks with Video

MOOCS, University Tapings, Crowd Sourced

Courses

Internal SME Videos &

Content Curators

Full Digital Learning Platform!


E-Learning vs. Digital Learning – The Difference

Digital Learning

On-Line Digital Courses & Certifications

Tailoring Existing Digital Content To Your Needs

New or Converted Training Content to DigitalSimilar in theory except “digital” offers:

• Mobile-enabled

• Modular and shorter bites of learning

• Provides ability to select personal paths

• Hollywood quality esthetics

• HD videography and graphics (entertaining)

• Professional facilitators for on-camera work

• Dimensional diagrams and tools

• Easier badging for certification

Similar in theory except “digital” offers:

• Movie-like multi-actor role-plays and challenges

• Live “light-board” ‘white-boarding’

• Linked technical labs and assignments all in-one

• Ability to submit assignments to SME

• Community chat/ history

• Ability to search to specific content elements

• Platform that better integrates to current LMS

• Easier language and tailoring of screens

• Formatted and rich analytics on use and completion

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Should You Be Using

Digital Learning to

Drive Competency

Growth?


Your Challenging Environment

1. What is the average

amount of time a worker

has to focus on learning

every week? (24 Mins)

2. Number of times

knowledge workers are

distracted from work

daily? (5x a day)

3. % of time knowledge

workers spend looking for

information? (20%)


Digital is Not Just IT Training Anymore

Conduent “Recycled & Reused,” 2017


Top IT Skills in demand 2017

“Gartner surveyed IT professionals to identify up to three skills gaps that their organizations were trying to fill

in relation to IT and digital business. Cloud and data analytics led the list …But also three of the top 10

responses were professional effectiveness skills, namely critical thinking/problem solving, business

acumen/knowledge and communication” -Gartner, 2017


Cloud is Shifting Demand for IT Skills – GK Trend

Traditional IT Skills

Demand for Skills on Decline

• Routing / Switching

• Telephony / VOIP

• Wireless

• Storage

• On premise software

• On premise hardware

• Server virtualization

IT Skills in the Cloud Era

Demand for Skills that are Growing

• Cloud

• Cybersecurity

• Software Development / DevOps

• Data Center / SDDC / SDN

• Open Source Technologies

• Business Analytics

• Leadership & Business Skills

• Project Management

We are seeing a decline of 12% of Traditional Skills Training yet an increase of 17% of Cloud era training


Need for Continuous Learning to Support Agile Work

On-the-spot coaching replacing

performance reviews need meaningful

and accessible training not always

available via classroom/virtual ILT/

eLearning:

• Accessible and searchable

• Socially interactive

• SME access on the spot

• Always mobile

• Engaging with bite-sized learning

• Consistent and scalable

• Data analytics at individual and

business level to support agility

The Anatomy of

Effective

Digital Learning


The Anatomy of Effective Digital Learning’ (1/2)

1. Rich media and content

2. Known SME’s and qualified

instructors

3. Proven instructional design

practices

4. Hands on practice and

challenges

5. Simplification of labs

Value Drivers Critical Features to Look For

1. Content Quality

• Authorize

• Accurate

• Digestible

• Exercises

• Knowledge Checks

• Closed Captioning

2. Ease of Use

• Purchase/ Fulfillment

• Progress Reporting

3. Portfolio of Curriculum

• Depth and Breadth

• Labs




The Anatomy of Effective Digital Learning (2/2)

Value Drivers Critical Features to Look For

4. Expert Guidance

• Coaching (IM, Email)

• Moment of Need

• Search & Q&A

• Find Pre-requisite and

Follow-on Training

5. Peer Interaction

• Communities/ Blogs

• Shared Perspectives

• Content Reco’s

• Validation / Motivation

6. Convenience

• Mobile Ready (App)

• Payment Options/Plans

• Language Ready

6. High user

adoption/completion

7. Strong digital platform and

architecture

8. Data and analytics at an

individual and business level

9. Mobile first delivery

10. Blended modalities

11. Industry standard learning

platform integration




Example Digital Learning Lab for IT Training


Example “Ask an Expert” (Response Time Targets)


Benefits to Digital Learning

Time – Extends flexibility of training schedules for participants, enterprise and provider

Place – Reduces time away from role and could decrease costs

Path – Adaptive and interactive learning allows participants to learn in their own styles to make learning more personalized

Data – New instructional technologies provide data and analytics on student

progress, completion and future training needs

Pace – Learning is no longer restricted to the pace of an entire classroom of participants. Adaptive technologies allow participants to learn at their own pace to achieve the same success


Video tool with user controls to respond to individual learning pace

Mobile application download and mobile first strategy for anytime learning

Individual and enterprise level performance analytics

Mentoring support for a fully personalize experience

Badging to support certificate completion

Communities of collaborative learning

Summary – What To Look For (1/2)


Industry Standards – LT1, 508 and W3C Compliant

Leading Subject Matter Experts

Approved Content from Leading Technology or Peer Businesses

Focused Content on Business Critical Competency Gaps

Scalable and Cost Effective Language Support

A Partner Experienced in Tailoring Digital Assets Cost-Effectively (as

required for your business)

Summary – What To Look For (2/2)

Rapid Roundtable


Rapid Roundtable (25 Minutes)

Tables Question for Discussion

1 and 2 When Would You Invest in e-Learning vs. Digital Learning? Why?

2 and 3 Do You Think Leadership and Business Skills Can be Taught Through Digital Learning? Why or

Why Not?

4 and 5 What Do You See as Big Hurdles to Investing in Digital Learning? Why?

6 and 7 What are the Steps You Would Take to (Further) Adopt Digital Learning in Your Organization?

Rapid Roundtable: 10 Minutes (Please use Flip Charts)

Share Session: 15 Minutes

The Business Case

for Digital Learning


Cost Elements of Digital Investment by Type

Cost Drivers Off The Shelf Digital Purchase (on Partner Site)

Volume DigitalPurchase (Connected to LMS)

Tailoring Current Digital Asset

Building New Digital Asset

Price Per Person / Course (Volume Pricing)

Integration with LMS / K- Curation System

Instructional Design of Training Content (Rate/Hr.)

Licensing Per Person (Limited Timeframe) IP Owned by You

Writers of Content (Rate/ Hr.) As needed

Actors (Rate / Hr.) As needed

Storyboarding (Rate/Hr.) As needed

Post Production (Rate/ Hr.) As needed

QA (Rate/Hr.) As needed

Project Management (Rate/ Hr. As needed

Translation (French or other) As needed As needed

Legal Support (as applicable)

• Volume of participants

• % Internal Content to Digitize

• Criticality to Business

• Uniqueness to Business


Case Study: Global Knowledge

New Roles hired in 2016 to support business

• VP of Engineering• Scrum Master• Senior Agile Manager• Director of Infrastructure• Salesforce Architect• Director of Cloud Services• Azure Development Manager• Digital Marketing Director• Integration Director• Director of Learning Labs• Director of Dev Ops

Global Knowledge is going through a digital

transformation:

New tools/systems implemented in 2016

• Sales Force

• MS Azure

• Remote Labs

• MS Project online

• Jira

• Github

• New GK Learning Platform


Building a Great Digital Learning Experience in 2017


Return on the Digital Investment

• Time gained remaining on-the-job with bite-sized digital learning via mobile (reduction of travel costs)

• Increase number of people trained and measured for completion vs. classroom or virtual ILT

• Reduction in operating and scalability costs (e.g. language, adding changes) vs. classroom or virtual ILT or e-Learning

• Productivity from increased analytics on completion and pass rates to improve coaching and agile progress

• Implementation cost reduction into LMS


Digital Learning Trial For You

Thank You!

Question & Answer

Kevin.Pawsey@global

knowledge.com

mailto:[email protected]

Building your Business Case to Embrace Digital Transformation · The Anatomy of Effective Digital...

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