effective learning systems mike kunkle - general

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effective learning systems :: mike kunkle :: october 2014 improve human performance and deliver business impact through training and more

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I've been asked to present my effective learning system content to a general group of business professionals without a sales-specific focus. This is the deck I'll be using. My work has almost always centered around sales performance improvement, but these principles are universal.

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Page 1: effective learning systems   mike kunkle - general

effective learning systems

:: mike kunkle ::

october 2014

improve human performance and deliver business impact

through training and more

Page 2: effective learning systems   mike kunkle - general

Mike Kunkle Transform Sales Results with Effective Learning Systems 2

training is not

delivering results

Page 3: effective learning systems   mike kunkle - general

Mike Kunkle Transform Sales Results with Effective Learning Systems 3

training can have

a massive impact

Page 4: effective learning systems   mike kunkle - general

Mike Kunkle Transform Sales Results with Effective Learning Systems 4

goal: arm you to

think differently

about training to make a difference

Page 5: effective learning systems   mike kunkle - general

current state of training

Hope

Reality

agenda – current state

5 :: mike kunkle :: transforming business results ::

Page 6: effective learning systems   mike kunkle - general

agenda – solution

content

design

managers

transfer

coaching

measures

perf. mgt.

integration alignment

change

the big three top-producer practices engaging line managers managing change.

framework

6 :: mike kunkle :: transforming business results ::

Page 8: effective learning systems   mike kunkle - general

current state: training spend

55.4

training expenditures 2008-2013 in $ billions

39.9

5.7

source: http://www.trainingmag.com/sites/default/files//2013_Training_Industry_Report.pdf

8 :: mike kunkle :: transforming business results ::

Page 9: effective learning systems   mike kunkle - general

current state: training spend

source: http://www.trainingmag.com/sites/default/files//2013_Training_Industry_Report.pdf

average training budgets

by company size:

large - $17.6mm midsize - $1.2mm small - $301k

9 :: mike kunkle :: transforming business results ::

Page 10: effective learning systems   mike kunkle - general

current state: results training

ATD (formerly ASTD): in 2012, half the respondents felt that 50% or less of training was relevant to their job

McKinsey: 75% of training programs fail to contribute to the success of the business

CEB: 50% of frontline managers believe shutting down the training department would have no impact on employee performance

coaching Nightingale-Conant: 67% of managers aren’t coaching & 52% are “too busy”

Objective Management Group: only 15% of managers spend 25% of their time coaching

Sales Management Association: frontline sales managers spend only 26% of their time managing performance (setting expectations, monitoring, coaching and development)

10 :: mike kunkle :: transforming business results ::

Page 12: effective learning systems   mike kunkle - general

framework effective learning systems integration, alignment, change

the big three

solution: framework or the big three

content

design

managers

transfer

coaching

measures

perf. mgt.

integration alignment

change

12 :: mike kunkle :: transforming business results ::

Page 13: effective learning systems   mike kunkle - general

framework most common training focus

solution: framework or the big three

content

design

managers

transfer

coaching

measures

perf. mgt.

integration alignment

change

13 :: mike kunkle :: transforming business results ::

Page 14: effective learning systems   mike kunkle - general

solution: framework

content

design

managers

transfer

coaching

measures

perf. mgt.

integration alignment

change

framework the difference

14 :: mike kunkle :: transforming business results ::

Page 15: effective learning systems   mike kunkle - general

solution: framework

content

design

managers

transfer

coaching

measures

perf. mgt.

integration alignment

change

framework combined – very powerful it’s rare competitive differentiation

“our people are our greatest asset!”

15 :: mike kunkle :: transforming business results ::

Page 16: effective learning systems   mike kunkle - general

solution: framework

but mike… (you ask)…

“what if we don’t have the… time resources budget support?”

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Page 17: effective learning systems   mike kunkle - general

the big three content managers change

solution: framework or the big three

content

design

managers

transfer

coaching

measures

perf. mgt.

integration alignment

change

17 :: mike kunkle :: transforming business results ::

Page 18: effective learning systems   mike kunkle - general

remember the current state? the ugly facts…

this looks hard – why bother?

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Page 19: effective learning systems   mike kunkle - general

this works better some real results…

$398MM YOY, $9.96MM profit increase, 400% roi increased sales results 600% over previous year while decreasing net operating expenses by 21%

increased sales per rep by 47% in 9 months improved average profitability per rep by 11% in 4 months

new-hire 4-month reps outperform 5-year employees increased sales per rep in the 90-day period post-training by 2.3 per month (revenue increase of $36.6mm in 12 months).

this looks hard – why bother?

19 :: mike kunkle :: transforming business results ::

Page 20: effective learning systems   mike kunkle - general

it impacts us all because… :: we all attend training

:: some of us will send employees

:: we have a fiscal responsibility (business sense)

:: it’s ethical

:: we believe that:

- people are important assets…

- and a competitive differentiation

and why should we care?

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Page 22: effective learning systems   mike kunkle - general

content: top producer practices task analysis – what do they do? sequence? – why? – how do they do it? when? (where?)

business process methods and practices performance levers* compare top & middle – differentiators continue | start | stop lists build content around replicable skills.

* my performance lever methodology for later reading: http://slidesha.re/PerfLevers082011

content

solution: the right content

priority focus

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Page 23: effective learning systems   mike kunkle - general

sound instructional design

process, not events

chunk, sequence, layer

separate knowledge and skill

elearning, virtual, classroom blends

focus on honing skills

performance support

build in feedback and accountability.

design

solution: learning design

23 :: mike kunkle :: transforming business results ::

basic instructional design for later reading: http://bit.ly/BasicISD

Page 24: effective learning systems   mike kunkle - general

involve managers; improve skills

get buy-in for employee training

assess top manager performers

day in the life studies & best practices

gap analysis | differentiators

continue | start | stop lists

build content around replicable skills.

managers

solution: frontline manager engagement

24 :: mike kunkle :: transforming business results ::

Page 25: effective learning systems   mike kunkle - general

get the training used on the job

design transfer plans into learning process

assess at various stages

use performance support

build social/community reinforcement

consider mobile & gamification

provide manager toolkits

connect reps & managers before, during and after training.

transfer

solution: planned transfer

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Page 26: effective learning systems   mike kunkle - general

get managers coaching train mgrs. 1st on emp. programs & coaching

mgrs. monitor progress through learning

mgrs. attend class w/ emp. as an in-class coach

mgrs. reinforce, train and coach, as taught

develop very-specific coaching programs – diagnose: form hypothesis

– dialogue + observe: confirm performance gaps

– develop: solutions based on gap type

– do: implement solutions to improve performance.

coaching

solution: coaching excellence

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Page 27: effective learning systems   mike kunkle - general

what gets measured gets done

agree on lead and lag indicators and verifiable outcomes for both learning & performance

report progress throughout training

develop post-learning reporting

establish regular cadence with manager/coaches

do testing over time (retention checks) and skill usage surveys

communicate success stories.

measures

solution: metrics & measures

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Page 28: effective learning systems   mike kunkle - general

set expectations & manage performance

beyond manager support for learning, training & coaching

establish a cadence of check-ins – review of activity plans, results, and dialogue /

observation / coaching

managers counsel and manage performance as needed, holding employees accountable

senior leaders hold managers accountable.

perf. mgt.

solution: performance management

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Page 29: effective learning systems   mike kunkle - general

this is all really change management

link training to business strategy

ask for top-down support

establish clear roles & responsibilities

communicate change plans, rationales, goals, risks, metrics, and impact

establish regular and open communication with leadership teams – share success stories

find and address issues quickly.

solution: integration, alignment, change

integration alignment

change

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Page 31: effective learning systems   mike kunkle - general

the big three

this is the minimalist approach

not as impactful as the full framework

much better than the current state

if unable to implement a full-fledged learning system, start here

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Page 32: effective learning systems   mike kunkle - general

1. build content based on differentiating top-producer practices

2. engage managers in content, training, coaching and performance management

3. execute an aligned change plan with discipline

the big three

Page 33: effective learning systems   mike kunkle - general

1. build content based on differentiating top-producer practices

2. engage managers in content, training, coaching and performance management

3. execute an aligned change plan with discipline

the big three

Page 34: effective learning systems   mike kunkle - general

1. build content based on differentiating top-producer practices

2. engage managers in content, training, coaching and performance management

3. execute an aligned change plan with discipline

the big three

Page 35: effective learning systems   mike kunkle - general

what’s on your mind?

?

questions thoughts

concerns ideas

? ? ?

? ? ?

?

Page 36: effective learning systems   mike kunkle - general

appendix

effective learning systems

:: mike kunkle ::

:: transforming business results ::

Page 37: effective learning systems   mike kunkle - general

about mike

mike is a training and organization effectiveness leader with special expertise in sales force transformation.

after his initial years on the frontline in sales and sales management, he spent the next 21 years as a corporate manager or consultant, leading departments and projects with one purpose – improve sales results.

today, in his role as commercial training & development leader for GE Capital, mike uses his in expertise in best-in-class learning strategies, methods, processes, and change leadership to develop the capabilities of sales representatives and sales managers to drive business results.

mike freely shares his own sales transformation methodology, speaking at conferences and writing online (see http://slidesha.re/PerfLevers082011 and http://bit.ly/EffectiveSalesLearningSystems as examples) and can be reached at <mike at mikekunkle dotcom>, through his blog at http://www.mikekunkle.com, or on various social media sites. – linkedin – twitter – google+ – slideshare

let’s get connected!

http://www.mikekunkle.com/about-me

the thoughts and opinions expressed here are my own

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Page 38: effective learning systems   mike kunkle - general

performance lever presentation

http://slidesha.re/PerfLevers082011

training industry stats

http://www.trainingmag.com/sites/default/files//2013_Training_Industry_Report.pdf

more on effective learning systems

http://www.mikekunkle.com/2014/07/30/stop-wasting-money-on-sales-training/

http://www.slideshare.net/MikeKunkle/sales-training-mission-impossible-or-mission-accomplished-09062013-slide-share

http://blogs.richardson.com/2013/07/03/using-tailored-post-program-sales-coaching-to-get-results-from-sales-training/

http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm

http://humanresources.about.com/od/trainingtransfer/fl/9-more-tips-for-training-transfer.htm (see “more tips” links at bottom of article)

http://www.trainingindustry.com/media/16392137/training_s_role_in_implementation_of_strategic_sales_initiatives_v5.pdf

appendix: resources to explore

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