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5 Steps to Data-Driven Learning
The document outlines a framework for implementing data-driven online learning and training, emphasizing the importance of a data-driven mindset, shared goals, continuous training, and proper tools. It introduces the Kirkpatrick evaluation model for assessing training effectiveness across four levels: reaction, learning, behavior, and results, while identifying common barriers to effective data use in training. Lastly, it presents Zoola Analytics as a solution for enhancing reporting and insights in learning programs.
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5 Steps to Data-Driven Learning
- 1. STEWART ROGERS Director ProductManagement, Lambda Solutions 5 Steps for Data-Driven Online Learning & Training
- 2. Housekeeping 2 1. Sound &Audio 2. Poll Questions 3. Q&A at the end 4. Presentation Recording & Slides 5. Post-webinar Survey
- 3. Lambda Solutions 3 LMS experts– complete solutions provider, including technology, training, & services Beyond technology – our solutions help you see when (and how) eLearning is achieving goals. 12+ years, 600+ LMS implementations, 1M active user accounts across most industry sectors
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- 5. What Is Data-drivenTraining? “A data-driven approach used to optimize how your organization manages and deploys learning and development to support the execution of your business strategy.” - Chief Learning Officer, 2015 5
- 6. What Is Data-drivenTraining? “A data-driven approach used to optimize how your organization manages and deploys learning and development to support the execution of your business strategy.” - Chief Learning Officer, 2015 6
- 7. Poll Question #1 Areyou currently using a data-driven approach? 7
- 8. Poll Question #1 Areyou currently using a data-driven approach? 1. Yes, we’re getting there! 2. A bit, but not fully. 3. No, not at all. 8 15% 60% 25%
- 9. Step 1: EmbraceA Data-driven Mindset • Make analytics part of the fabric of daily operations • Must view data as central to identifying opportunities and solving problems • Identify 2-4 key requirements that data can address • Take inventory of your "data assets." Explore the data available both within learning solutions and across your ecosystem • Assess your capabilities against what is required to support your goals 9
- 10. Step 2: EstablishShared Goals • Democratizing data access and shared accountability for meeting those goals • Set department and individual goals - transparently • Debate is encouraged, along with "healthy tension" • Everybody in the department, from the CLO down to the instructional designer, should share a common goal for alignment. 10
- 11. Step 3: OfferContinuous Training & Coaching • Find those who are interested • Use Aryng’s Analytical Aptitude Assessment to assess fit for a data driven role or an analytics career • Identify the skills gap • Choose the most appropriate training option 11 “50% of L&D organizations lack the analytics skills necessary to use the data available” Unleashing the Power of Analytics: Driving Performance at the Intersection of Learning and Business Raytheon Whitepaper (November 2015)
- 12. Step 3 (Continued):Training And Coaching SKILLS • Ability to pull data from multiple sources and collate (experience in writing SQL queries) • Hands-on experience with basic statistical techniques: Profiling, Correlation analysis, Trend analysis, Segmentation • Ability to work effectively with stakeholders by building alignment, effective communication and influencing • Hands-on comfort with advance techniques: Time Series, Predictive Analytics – Regression and Decision Tree, Segmentation and Text Analytics 12
- 13. Step 4: ProvideAccess To The Right Tools …. AND THE RIGHT DATA • Equip your learning solutions with robust reporting and analytics capabilities – Probably not Excel – Probably not the reporting options in your LMS • Complement with one or more statistical tools like SAS, R, SPSS, Knime or others 13
- 14. Poll Question #2 Doesyour Learning Management System (LMS) have a robust reporting tool to a data-driven approach? 14
- 15. Poll Question #2 Doesyour Learning Management System (LMS) have a robust reporting tool to a data-driven approach? Yes, and we use it! Yes, but it doesn’t provide all the information we need. No, it does not. We do not use an LMS 15 25% 45% 20% 10%
- 16. Measuring Training Effectiveness Usinga methodical approach… Donald Kirkpatrick first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal. The model was then updated in 1975, and again in 1994. Four Levels of Evaluation: 1. Reaction 2. Learning 3. Behavior 4. Results 16
- 17. The Kirkpatrick Ladder 17 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time
- 18. The Kirkpatrick Ladder 18 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time Doing nothing.
- 19. The Kirkpatrick Ladder 19 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time Measures how the people being trained, reacted to the training.
- 20. The Kirkpatrick Ladder 20 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time Measure what your trainees have learned.
- 21. The Kirkpatrick Ladder 21 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time Evaluate how far your trainees have changed their behavior.
- 22. The Kirkpatrick Ladder 22 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time Analyze the outcomes that you or your organization have determined to be good for business or the employees.
- 23. The Kirkpatrick Ladder 23 REACTION Level1 LEARNING Level 2 BEHAVIOUR Level 3 RESULTS Level 4 Level 0 Impact Time
- 24. Poll Question 3 Whatevaluation level have you achieved? 1. None yet. 2. Level 1 3. Level 2 4. Level 3 5. Level 4 24
- 25. Poll Question 3 Whatevaluation level have you achieved? 1. None yet. 2. Level 1 3. Level 2 4. Level 3 5. Level 4 25 10% 20% 30% 20% 10%
- 26. Typical Barriers ToClimbing The Ladder 1. Your LMS has limited access to data 2. Your LMS has limited in capabilities to analyze data 3. Your LMS has limited options to present and share data 4. You have limited time 26
- 27. The Real Barrier “50%of L&D organizations lack the analytics skills necessary to use the data available” Unleashing the Power of Analytics: Driving Performance at the Intersection of Learning and Business Raytheon Whitepaper (November 2015) 27
- 28. Poll Question 4 Whatprevents you from reaching higher levels? 1. Not enough time, we’re so busy delivering training 2. We do not have access to the data 3. We do not have software to analyze the data 4. We do not have skills to analyze the data 5. We can’t clearly connect learning the business results 28
- 29. ZoolaTM Analytics Zoola Analyticsis a cloud-based reporting solution that empowers you to better understand your learners and continuously improve learning programs and related resources. • Canned reports + ad hoc reports + custom reports • Charts, Tables, Crosstabs • Interactive dashboards • On-demand exports • Scheduled report delivery • Localized for 8 languages 29
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- 32. Book a Free1-on-1 Consultation 32 • Free 30 minute session with our reporting expert • Explore your organizations reporting potential, and brainstorm reporting ideas • Interested? Contact stewart.rogers@lambdasolutions.net
- 33. Follow-up 33 • Recording &slides to follow • Post-webinar satisfaction survey • Further questions - Don’t hesitate to contact us
- 34. CONTACT US TOLL FREE+1.877.700.1118 EMAIL SALES@LAMBDASOLUTIONS.NET WWW LAMBDASOLUTIONS.NET
Editor's Notes
- #4 A little bit about Lambda Solutions: We are LMS experts and a complete solutions provider – we offer everything from the technology, to training and services. Beyond just the technology, our solutions help you see when, and how, eLearning is achieving goals. We’ve developed a reporting and analytics solution to provide deeper insight into your learners, and learning programs. We have 12 years of experience, over 600 customer implementations, and 1 million active user accounts across most industry sectors.
- #5 We work with some amazing industry leading clients such as TOMS Shoes, Children’s Hospital of Wisconsin and Kodak Alaris to improve their training programs, enhance performance, and reduce the cost of their learning and training management. One of our clients we like to highlight is Kodak Alaris. With Lambda Solutions, Kodak was able to prove the effectiveness of their learning and training programs, and as a result, receive additional funding from the President of the company.