1. Leveraging Learning

3. Give me a lever long enough and a fulcrum on which to place it, and I shall move the world.

5. Small effort, large return

6. An acre of land… 1930’s = 26 bushels of corn per acre 1990’s = 125.5 bushels of corn per acre

7. People are an organizational resource

9. Not retained

10. Not applied

11. Not applied correctly

13. Bowling video – three down

14. Do we apply the concept of leveraging to learning?

15. Learning Leverage Strategies Do less and do it better Fix things that matter Create “tipping points” Reinforce learning Measure, measure, measure

16. 1. Do less and do it better

17. Don’t dilute the important with the trivial

18. Create Knowledge Connections

19. 2. Fix things that matter

22. Know Your Firm’s Vital Stats

23. Vital Statistic – Cost Over-runs Desired condition CORS not to exceed 5% of overall project budgets Pre-training existing condition CORS at 12% of overall project budgets Post-training existing condition CORS at 6% of overall project budgets Post-training impact on organizational target Improvement = 6% of overall project budgets Returned value 6% X $10,000,000 overall project budgets = $600,000 returned value

24. Create ‘Tipping Points’ “… the levels at which the momentum for change becomes unstoppable.”

25. Critical Mass Critical Mass = a point, amount, or situation at which change occurs

26. Create Momentum

27. Align with organizational goals

28. Get ‘buy-in’ Buy in = commitment to achieving a shared goal

29. Reinforce Learning 70% of all learning transfer fails due to lack of reinforcement.

30. Don’t spend a red cent…

31. Make concepts ‘sticky’

32. Directed Learning Guided Practice

33. Reinforcement tools

34. Test ‘em

35. Watch ‘em

36. Reward ‘em Behaviors rewarded are behaviors repeated.

37. Measure, Measure, Measure “That which gets measured, gets done… better.”

38. Levels of Measurement Competency Indicators Level 3: Application in Work Setting Were the participants able to apply the knowledge and skills on the job? Organizational Impact Indicators Level 4: Organizational Impact Did the applied knowledge and skills positively affect the organization’s desired results? Level 5: Return on Investment Did the benefits exceed the financial investment? Learning Indicators Level 1: Reaction Were the participants satisfied and what did they plan to do differently? Level 2: Learning What knowledge, skills or attitudes improved as a result of the learning intervention?

39. Measurable Results

40. Bowling strike