Traditional Learning & Development (L&D) just doesn't deliver; it needs an overhaul if it's ever to rise in status and value. E-learning is the new kid on the block however, in most cases, it's simply traditional methods dressed up in a technological coat. To change behaviours and performance L&D needs three vital ingredients: practical and work-related content; the support of a coach to help embed learning and the active engagement of sponsoring leaders. It's not beyond the wit of man to accomplish all of these...is it?

1. of respondents say
that developing
the talent pipeline
is their greatest
challenge (4)
60%
of employers say
lifelong learning has
an impact on job
performance(10)
25%
of companies
are searching for new
talent from untapped
& under-tapped
talent pools (3)
of companies offer
development
opportunities for
their staff (11)
63%of companies
are concerned
by the talent
shortfall at all
levels (1)
23%
of employees
leave for lack
of training &
development (7)
64%
of executives
recruited
externally fail
within the first
four years (8)
HOWEVER, ONLY
20MONTHS
for a new recruit to reach
average performance
required for their role (9)
47%
said that coaching
was the preferred
L&D intervention -
it's personal and aids
reflection and action (16)
HOWEVER...
OF THOSE THAT
OFFER STAFF
DEVELOPMENT
18%
higher levels
of employee
engagement (18)
So what happens
when you blend
the efficiency
of on-line
learning with the
personal touch of
a business coach?
(1) 2014 HBR – PWC’s Survey of CEOs. (2) 2014 Manpower Group – The Talent Shortage Continues. (3) 2014 Manpower Group – The Talent Shortage Continues. (4) 2013 HBR - Taking
Measure of Talent. (5) 2013 HBR - Taking Measure of Talent. (6) 2013 Gallup Study of US Workplace. (7) 2014 Shift Blog - National Research Business Institute. (8) 2014 Docebo –
E-Learning Market Trends & Forecast. (9) 2011 Mind Gym – The Engaged Employee. (10) 2014 Docebo – E-Learning Market Trends & Forecast. (11) 2014 Manpower Group – The
Talent Shortage Continues. (12) 2014 - OBD Learning Blog. (13) 2010 IBM – The Value of e-learning. (14) 2014 Docebo – E-Learning Market Trends & Forecast. (15) 2013 HBR - Taking
Measure of Talent. (16) 2014 Henley – Corporate Learning Priorities Survey. (17) 2014 Henley – Corporate Learning Priorities Survey. (18) 2013 Shift Blog - Reasons to implement
e-learning in your Organisation. (19) 2013 Shift Blog - Facts, Figures & Forces behind e-learning.
OBD-ACADEMY.COM
94%
say that the talent
shortfall impacts
their ability to
serve customers (2)
70%
of the workforce
are disengaged (6)
A strong connection
exisits between
employee
engagement and
the perception that
the company is
committed to their
career and growth (5)
AND47% say
they're
investing in
on-line
learning (17)
faster
learning
curve (19)
60%
WHICH HAS
ACADEMY
Road
blocks!
to wider
Learning &
Development
participation...
83%
&
50% CUSTOMER
CLOSED
IT TAKES
If traditional learning &
development is ‘paying off’
we’d be reading about it.
However, we’re told that...
Key staff are
needed on the
frontline (14)
L&D is seen
as discretionary
spend, not
critical
invesment
(12)
40%
of L&D investment
is swallowed
by travel
& hotels (13)
Investment not
fully valued (15)
TO: JANE
SUBJECT:
URGENT!