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 2 0 2 0 S U R V E Y R E S U LT S

The Stakes Can’t be Higher for

Digital: The 2020 State of High
Stakes Learning Results
Thom Robbins JR Burch
Director Principal Consultant
Intrepid Learning Intrepid Learning
Thomas.robbins@vitalsource.com JR.Burch@vitalsource.com
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Poll
On a Scale of 1 to 4, in your opinion, how much will COVID 19
change the training industry moving forward:
1. Just a blip - we’ll be back to mostly F2F in 6-12 months
2. Disrupting - need a strategy but will likely return to F2F
3. Serious - some will go to digital and stay there
4. Reshaping the industry - we MUST have a digital plan now

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 2019 vs 2020 Trends
MOST CRITICAL TOPIC

STILL LEADERSHIP
BEST MODALITY

STILL LEARNING
WITH/FROM OTHERS
(Collaborative)
LEARNING CULTURE

STILL SEEN AS NEGATIVE

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What is collaborative learning best for?

•Developing complex skills through

real-world application
Collaborative
•Spaced learning with peers and experts
•Highly scalable and collaborative
•Examples: Professional skills, organizational
change, employee onboarding

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The Trends are Clear from 2019 to 2020
Corporate L&D is still failing the individual learner, even as
L&D departments have made some attempts at changing
their learning culture and approaches.

Learners still prefer collaborative learning above all other

modalities but aren’t being offered this as a frequent choice.

Learners still feel that leadership is the most critical pain

point for their organizations.

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2020 Most Critical Pain Point

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What types of Corporate L&D offerings
Have the Most Value for You?

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 Ask around the office.
How do you receive most of your learning at work?
(Design for Collaboration course – April 2020)

SELF-PACED / WEBINARS

CLASSROOM / ILT

FROM PEERS / ON THE JOB

ONLINE CLASSES

ON MY OWN But how much of this

is because of L&D?

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Leadership: How is it Defined
at Your Organization?

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 Who Would You Rather Learn
Leadership Skills From?
Internal experts as the top answer speaks to the need for L&D departments to wrap
company context and input from internal leaders into their leadership programs.

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How Much Did Your
Organization’s L&D Help
Grow Your Career
Last Year?

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 Professional Development Programs
and Application
WHAT TYPE OF PROGRAM WAS THE LAST HOW MUCH OF WHAT YOU LEARNED HAVE YOU
ORGANIZATION-DELIVERED PROFESSIONAL APPLIED IN YOUR WORK SINCE THEN?
DEVELOPMENT YOU COMPLETED?

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 The Learning Culture
Internal experts as the top answer speaks to the need for L&D departments to wrap
company context and input from internal leaders into their leadership programs.

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 What’s preventing successful
collaborative online learning?
(Design for Collaboration course)

1. We need the right technology

2. Stakeholder buy-in
3. Knowledge on how to create online collaborative learning
4. Too much bureaucracy in the learning org
5. Prioritizing improving the learning experience

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 Learners were split between positive and
negative comments about their learning culture.
▪ Highly encouraged, but not always effective. ▪ Well-intentioned but poorly organized.
▪ They like to roll out fancy sounding programs with ▪ They are all for it but never want to pay for it.
a lot of industry buzzwords, but when it is actually ▪ Willing yet becomes an afterthought due to other
executed it is lackluster compared with how it was priorities
presented.
▪ Earnest but misguided.
▪ Learning is offered, but there’s not a strong effort
▪ Looks good on paper
to make sure employees truly have the option to
participate - i.e. supervisors pay lip service to the ▪ They really see the benefit of training the
importance of learning, but they do not free up employees it just isn’t always successful how they
employees to attend by covering their work, etc. choose to do it.
So they can be out of the office.

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 What Would You LIKE Your Organizational
Learning Culture to Embody?
Proactive
Useful
Open

Structured
Active Incentivized Accountable

Variety of topics Collaboration Inclusive

Context
Relevant Empowering
Supportive
Innovative
Organized
Modern
Quick Teamwork
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 What does L&D need to unlearn?
(Design for Collaboration course)

1. In-person learning is the best way

2. Learners don’t need to share
3. Completion equals learning/engagement
4. Old ways of designing
5. L&D knows all

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 Time Needed vs Time Spent
There is a disconnect between the amount of time learners think is needed to make
a meaningful change in the effectiveness of their day-to-day worklife, and the amount
of time they are currently devoting to professional development per week.

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 Lessons To Be Learned
In 2019 we said the state of high-stakes business challenges is ‘unprepared’ and the state of the learner was ‘quite frustrated.’ Not
much has changed on those fronts in 2020, but the opportunities remain vibrant and viable for corporate L&D to respond to learners’
clear requests for collaborative leadership (and other) training. But self-paced e-learning, the most-reported last organizational
training received, is clearly missing the mark when it comes to the desire for learning with and from others collaboratively, and isn’t
leading directly to the kind of on-the-job application required for real behavior change and organizational transformation.

RESPOND TO TIE LEARNING PROGRAMS GIVE LEARNERS THE FOCUS ON LEVERAGING

LEARNERS’ DESIRE
for collaborative learning
in their choice of
training modalities
DIRECTLY TO DESIRED
BUSINESS OUTCOMES
and communicate this link
more clearly to employees
HALF-HOUR MORE
LEARNING A WEEK
they feel is necessary to
see a real difference in
their day-to-day jobs
EXISTING TACIT
KNOWLEDGE AND
LEADERSHIP SKILLS
in addition to external
training in order to move
business goals forward
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 Digital Blend

Your Digital Options

ILT E-Learning V-ILT Collaborative

• Building baseline • Building skills, • Developing complex skills through

knowledge reinforcing behavior real-world application
• Tracking assessments and change • Spaced learning with peers and
completion • Discussion, Q&A, office experts • Enabling learning journeys over time
• Highly scalable, no hours, coaching • Highly scalable and collaborative • High-impact combination of modalities
collaboration • Smaller groups, similar • Examples: Professional skills, • Builds community x-modalities
• Best for: Foundational time zones organizational change, employee • Highly scalable and collaborative
concepts • Best for: Same-time onboarding • Examples: Leadership, human skills
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 Q/A
http://www.intrepidlearning.com

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Upcoming Webinars
June 11: Building Learning Agility During a Crisis

June 15: Product Demo: 3 Steps in 3 Days: Transforming Your Online Courses

June 16: 3 Keys to Creating Learning Journeys that Work

Email webinars@traininindustry.com for information.

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More Ways To Get Involved

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Thank You

On behalf of Training Industry, thanks to:

Today’s speakers: Thom Robbins and JR Burch
Our sponsor: Intrepid by VitalSource
All of you for attending!

Questions or Comments
Contact Elizabeth Parker
eparker@trainingindustry.com

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