�ݺ�ߣshows by User: davidblake

�ݺ�ߣshows by User: davidblake / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: davidblake / Wed, 25 Mar 2020 15:00:50 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: davidblake Unicon directors conference 2020 v final /slideshow/unicon-directors-conference-2020-v-final/230848811 unicondirectorsconference2020-vfinal-200325150050
Darden Presentation ]]>
Darden Presentation ]]> Wed, 25 Mar 2020 15:00:50 GMT /slideshow/unicon-directors-conference-2020-v-final/230848811 davidblake@slideshare.net(davidblake) Unicon directors conference 2020 v final davidblake Darden Presentation <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/unicondirectorsconference2020-vfinal-200325150050-thumbnail.jpg?width=120&height=120&fit=bounds" /> Darden Presentation

Unicon directors conference 2020 v final from David Blake

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1 Conduent Webinar Feb 2020: Skills, The Currency of the Future of Work /slideshow/david-blake-skills-future-of-work-conduent/227672344 davidblakeskillsfutureofworkconduent-200211205846
Two major shifts: - Education went from being scarce to being abundant - Technology outpaced the ability of humans to learn - Created a massive global skills gap CEO's reporting skills as a top priority, and lack of skills as a top threat to business - Most companies cannot yet inventory skills - Market is beginning to respond to meet this need - Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs) ]]>
Two major shifts: - Education went from being scarce to being abundant - Technology outpaced the ability of humans to learn - Created a massive global skills gap CEO's reporting skills as a top priority, and lack of skills as a top threat to business - Most companies cannot yet inventory skills - Market is beginning to respond to meet this need - Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs) ]]> Tue, 11 Feb 2020 20:58:46 GMT /slideshow/david-blake-skills-future-of-work-conduent/227672344 davidblake@slideshare.net(davidblake) Conduent Webinar Feb 2020: Skills, The Currency of the Future of Work davidblake Two major shifts: - Education went from being scarce to being abundant - Technology outpaced the ability of humans to learn - Created a massive global skills gap CEO's reporting skills as a top priority, and lack of skills as a top threat to business - Most companies cannot yet inventory skills - Market is beginning to respond to meet this need - Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs) <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/davidblakeskillsfutureofworkconduent-200211205846-thumbnail.jpg?width=120&height=120&fit=bounds" /> Two major shifts: - Education went from being scarce to being abundant - Technology outpaced the ability of humans to learn - Created a massive global skills gap CEO's reporting skills as a top priority, and lack of skills as a top threat to business - Most companies cannot yet inventory skills - Market is beginning to respond to meet this need - Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs)

Conduent Webinar Feb 2020: Skills, The Currency of the Future of Work from David Blake

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1 Bridging the Skills Gap - How Cognizant is re-defining learning strategies /slideshow/bridging-the-skills-gap-how-cognizant-is-redefining-learning-strategies/102726596 degreedcognizantjune2018webinar-180620165206
56% of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models, says ATD's survey on Bridging the Skills Gap. With the rise of digital disruption, a 4-generation workforce and 60-year careers, organizations are forced to re-think how they develop their employees. In order to operate differently, companies need to explore new strategies, skillsets, and modernized tools. It is an important time for corporate learning leadership to take stock of their learning investments and create the ecosystem and solutions that will take them through the age of disruption. In this webcast you learn about how some of the leading companies are re-thinking their learning strategies, what should be in your learning toolkit and how you can re-skill employees.]]>
56% of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models, says ATD's survey on Bridging the Skills Gap. With the rise of digital disruption, a 4-generation workforce and 60-year careers, organizations are forced to re-think how they develop their employees. In order to operate differently, companies need to explore new strategies, skillsets, and modernized tools. It is an important time for corporate learning leadership to take stock of their learning investments and create the ecosystem and solutions that will take them through the age of disruption. In this webcast you learn about how some of the leading companies are re-thinking their learning strategies, what should be in your learning toolkit and how you can re-skill employees.]]> Wed, 20 Jun 2018 16:52:05 GMT /slideshow/bridging-the-skills-gap-how-cognizant-is-redefining-learning-strategies/102726596 davidblake@slideshare.net(davidblake) Bridging the Skills Gap - How Cognizant is re-defining learning strategies davidblake 56% of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models, says ATD's survey on Bridging the Skills Gap. With the rise of digital disruption, a 4-generation workforce and 60-year careers, organizations are forced to re-think how they develop their employees. In order to operate differently, companies need to explore new strategies, skillsets, and modernized tools. It is an important time for corporate learning leadership to take stock of their learning investments and create the ecosystem and solutions that will take them through the age of disruption. In this webcast you learn about how some of the leading companies are re-thinking their learning strategies, what should be in your learning toolkit and how you can re-skill employees. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedcognizantjune2018webinar-180620165206-thumbnail.jpg?width=120&height=120&fit=bounds" /> 56% of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models, says ATD's survey on Bridging the Skills Gap. With the rise of digital disruption, a 4-generation workforce and 60-year careers, organizations are forced to re-think how they develop their employees. In order to operate differently, companies need to explore new strategies, skillsets, and modernized tools. It is an important time for corporate learning leadership to take stock of their learning investments and create the ecosystem and solutions that will take them through the age of disruption. In this webcast you learn about how some of the leading companies are re-thinking their learning strategies, what should be in your learning toolkit and how you can re-skill employees.

Bridging the Skills Gap - How Cognizant is re-defining learning strategies from David Blake

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1 Data Fluency for Dummies /slideshow/data-fluency-for-dummies/101198838 atdwebinar-datafluencyfordummiesfinal-180607195447
A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies. ]]>
A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies. ]]> Thu, 07 Jun 2018 19:54:47 GMT /slideshow/data-fluency-for-dummies/101198838 davidblake@slideshare.net(davidblake) Data Fluency for Dummies davidblake A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/atdwebinar-datafluencyfordummiesfinal-180607195447-thumbnail.jpg?width=120&height=120&fit=bounds" /> A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies.

Data Fluency for Dummies from David Blake

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1 Retooling L&D: Building the Right Capabilities for Organizational Success /slideshow/retooling-ld-building-the-right-capabilities-for-organizational-success-97044677/97044677 degreedfocusdenveranddallaspresononotes-180514144203
Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.]]>
Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.]]> Mon, 14 May 2018 14:42:03 GMT /slideshow/retooling-ld-building-the-right-capabilities-for-organizational-success-97044677/97044677 davidblake@slideshare.net(davidblake) Retooling L&D: Building the Right Capabilities for Organizational Success davidblake Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedfocusdenveranddallaspresononotes-180514144203-thumbnail.jpg?width=120&height=120&fit=bounds" /> Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.

Retooling L&D: Building the Right Capabilities for Organizational Success from David Blake

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1 Retooling L&D: Building the Right Capabilities for Organizational Success /slideshow/retooling-ld-building-the-right-capabilities-for-organizational-success/95885573 degreedfocusdenveranddallaspresononotes-180503233237
Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.]]>
Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.]]> Thu, 03 May 2018 23:32:37 GMT /slideshow/retooling-ld-building-the-right-capabilities-for-organizational-success/95885573 davidblake@slideshare.net(davidblake) Retooling L&D: Building the Right Capabilities for Organizational Success davidblake Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedfocusdenveranddallaspresononotes-180503233237-thumbnail.jpg?width=120&height=120&fit=bounds" /> Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.

Retooling L&D: Building the Right Capabilities for Organizational Success from David Blake

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1 Shaping the Workforce: Strategies for the Future of Work /slideshow/shaping-the-workforce-strategies-for-the-future-of-work/95282632 degreed-180427202828
For many years, society has operated under the premise that growth is a linear activity: school, then university and then work. But what if you didn’t have access to school? And what happens when you’ve been out of school for more than 10 years? Are you no longer valuable? Absolutely not – yet we value employees based on their degrees or time spent in formal training settings. We have to become more modern in our approach to how we think about, and then support, the development of our employees.]]>
For many years, society has operated under the premise that growth is a linear activity: school, then university and then work. But what if you didn’t have access to school? And what happens when you’ve been out of school for more than 10 years? Are you no longer valuable? Absolutely not – yet we value employees based on their degrees or time spent in formal training settings. We have to become more modern in our approach to how we think about, and then support, the development of our employees.]]> Fri, 27 Apr 2018 20:28:27 GMT /slideshow/shaping-the-workforce-strategies-for-the-future-of-work/95282632 davidblake@slideshare.net(davidblake) Shaping the Workforce: Strategies for the Future of Work davidblake For many years, society has operated under the premise that growth is a linear activity: school, then university and then work. But what if you didn’t have access to school? And what happens when you’ve been out of school for more than 10 years? Are you no longer valuable? Absolutely not – yet we value employees based on their degrees or time spent in formal training settings. We have to become more modern in our approach to how we think about, and then support, the development of our employees. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreed-180427202828-thumbnail.jpg?width=120&height=120&fit=bounds" /> For many years, society has operated under the premise that growth is a linear activity: school, then university and then work. But what if you didn’t have access to school? And what happens when you’ve been out of school for more than 10 years? Are you no longer valuable? Absolutely not – yet we value employees based on their degrees or time spent in formal training settings. We have to become more modern in our approach to how we think about, and then support, the development of our employees.

Shaping the Workforce: Strategies for the Future of Work from David Blake

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1 Decoding L&D Jargon: How Learning Can Use Machine Learning and AI /slideshow/decoding-ld-jargon-how-learning-can-use-machine-learning-and-ai/91446881 decoding-ld-artificial-intelligence-sprintwell-degreed1-180321170706
Artificial intelligence (AI) and machine learning could prove to be invaluable as solutions to both hiring and modern skill development challenges. The problem? Many of us don’t actually know the differences, and most tech providers that say they do AI don’t actually provide exactly that. This webinar provided a better understanding of these terms and how they can be used to benefit both employees and L&D management.]]>
Artificial intelligence (AI) and machine learning could prove to be invaluable as solutions to both hiring and modern skill development challenges. The problem? Many of us don’t actually know the differences, and most tech providers that say they do AI don’t actually provide exactly that. This webinar provided a better understanding of these terms and how they can be used to benefit both employees and L&D management.]]> Wed, 21 Mar 2018 17:07:05 GMT /slideshow/decoding-ld-jargon-how-learning-can-use-machine-learning-and-ai/91446881 davidblake@slideshare.net(davidblake) Decoding L&D Jargon: How Learning Can Use Machine Learning and AI davidblake Artificial intelligence (AI) and machine learning could prove to be invaluable as solutions to both hiring and modern skill development challenges. The problem? Many of us don’t actually know the differences, and most tech providers that say they do AI don’t actually provide exactly that. This webinar provided a better understanding of these terms and how they can be used to benefit both employees and L&D management. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/decoding-ld-artificial-intelligence-sprintwell-degreed1-180321170706-thumbnail.jpg?width=120&height=120&fit=bounds" /> Artificial intelligence (AI) and machine learning could prove to be invaluable as solutions to both hiring and modern skill development challenges. The problem? Many of us don’t actually know the differences, and most tech providers that say they do AI don’t actually provide exactly that. This webinar provided a better understanding of these terms and how they can be used to benefit both employees and L&D management.

Decoding L&D Jargon: How Learning Can Use Machine Learning and AI from David Blake

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1 Getting Started Using Data-Driven Learning Design /slideshow/getting-started-using-datadriven-learning-design/83515826 clodata-drivenlearningdesign-171206232716
A savvy facilitator observes the body language of their participants to gauge interest and engage. While an online environment lacks the face-to-face interaction, every drop-off, click, or share is a learner shouting their likes and dislikes. These actions are the digital equivalents of the eyerolls, smiles, and arms-crossed in the classroom. But are we paying attention? Learn practical ways to use data you already have access to in ways to uncover valuable insights and make design decisions with better results, increased engagements, and save your content from the digital dustbin. ]]>
A savvy facilitator observes the body language of their participants to gauge interest and engage. While an online environment lacks the face-to-face interaction, every drop-off, click, or share is a learner shouting their likes and dislikes. These actions are the digital equivalents of the eyerolls, smiles, and arms-crossed in the classroom. But are we paying attention? Learn practical ways to use data you already have access to in ways to uncover valuable insights and make design decisions with better results, increased engagements, and save your content from the digital dustbin. ]]> Wed, 06 Dec 2017 23:27:16 GMT /slideshow/getting-started-using-datadriven-learning-design/83515826 davidblake@slideshare.net(davidblake) Getting Started Using Data-Driven Learning Design davidblake A savvy facilitator observes the body language of their participants to gauge interest and engage. While an online environment lacks the face-to-face interaction, every drop-off, click, or share is a learner shouting their likes and dislikes. These actions are the digital equivalents of the eyerolls, smiles, and arms-crossed in the classroom. But are we paying attention? Learn practical ways to use data you already have access to in ways to uncover valuable insights and make design decisions with better results, increased engagements, and save your content from the digital dustbin. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/clodata-drivenlearningdesign-171206232716-thumbnail.jpg?width=120&height=120&fit=bounds" /> A savvy facilitator observes the body language of their participants to gauge interest and engage. While an online environment lacks the face-to-face interaction, every drop-off, click, or share is a learner shouting their likes and dislikes. These actions are the digital equivalents of the eyerolls, smiles, and arms-crossed in the classroom. But are we paying attention? Learn practical ways to use data you already have access to in ways to uncover valuable insights and make design decisions with better results, increased engagements, and save your content from the digital dustbin.

Getting Started Using Data-Driven Learning Design from David Blake

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1 Proven Practices in Learning Curation - Transforming Content Shock to Business Results /slideshow/proven-practices-in-learning-curation-transforming-content-shock-to-business-results/82187165 stccgwebinardegreed1116final1192017-171116221453
Curation is more than putting your favorite content in a word or Google doc. Take your curation efforts to the next level with curation expert, Dr. Gina Richter. In this session, Dr. Richter demonstrated tried and true methods for creating effective learning pathways. She covered content strategy, and how you can transform your organization's content shock and overload into learning experiences that drive business results.]]>
Curation is more than putting your favorite content in a word or Google doc. Take your curation efforts to the next level with curation expert, Dr. Gina Richter. In this session, Dr. Richter demonstrated tried and true methods for creating effective learning pathways. She covered content strategy, and how you can transform your organization's content shock and overload into learning experiences that drive business results.]]> Thu, 16 Nov 2017 22:14:53 GMT /slideshow/proven-practices-in-learning-curation-transforming-content-shock-to-business-results/82187165 davidblake@slideshare.net(davidblake) Proven Practices in Learning Curation - Transforming Content Shock to Business Results davidblake Curation is more than putting your favorite content in a word or Google doc. Take your curation efforts to the next level with curation expert, Dr. Gina Richter. In this session, Dr. Richter demonstrated tried and true methods for creating effective learning pathways. She covered content strategy, and how you can transform your organization's content shock and overload into learning experiences that drive business results. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/stccgwebinardegreed1116final1192017-171116221453-thumbnail.jpg?width=120&height=120&fit=bounds" /> Curation is more than putting your favorite content in a word or Google doc. Take your curation efforts to the next level with curation expert, Dr. Gina Richter. In this session, Dr. Richter demonstrated tried and true methods for creating effective learning pathways. She covered content strategy, and how you can transform your organization's content shock and overload into learning experiences that drive business results.

Proven Practices in Learning Curation - Transforming Content Shock to Business Results from David Blake

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1 Is Your Learning Ecosystem Effective? /slideshow/is-your-learning-ecosystem-effective/79732352 degreedcloeffectiveecosystem09052017-170913155656
60-year careers, the decreasing half life of skills, and digital disruption have many organizations rethinking, and maybe even struggling with how they develop their employees. “Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.” — ATD, Bridging the Skills Gap, 2015 Finding success in this turbulent time takes new strategies, skillsets and modernized tools, which makes it an important, yet perfect time for corporate learning leadership to take stock of their learning investments. Creating the right ecosystem will be the difference between those who make it through the age of disruption and those who don’t. ]]>
60-year careers, the decreasing half life of skills, and digital disruption have many organizations rethinking, and maybe even struggling with how they develop their employees. “Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.” — ATD, Bridging the Skills Gap, 2015 Finding success in this turbulent time takes new strategies, skillsets and modernized tools, which makes it an important, yet perfect time for corporate learning leadership to take stock of their learning investments. Creating the right ecosystem will be the difference between those who make it through the age of disruption and those who don’t. ]]> Wed, 13 Sep 2017 15:56:56 GMT /slideshow/is-your-learning-ecosystem-effective/79732352 davidblake@slideshare.net(davidblake) Is Your Learning Ecosystem Effective? davidblake 60-year careers, the decreasing half life of skills, and digital disruption have many organizations rethinking, and maybe even struggling with how they develop their employees. “Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.” — ATD, Bridging the Skills Gap, 2015 Finding success in this turbulent time takes new strategies, skillsets and modernized tools, which makes it an important, yet perfect time for corporate learning leadership to take stock of their learning investments. Creating the right ecosystem will be the difference between those who make it through the age of disruption and those who don’t. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedcloeffectiveecosystem09052017-170913155656-thumbnail.jpg?width=120&height=120&fit=bounds" /> 60-year careers, the decreasing half life of skills, and digital disruption have many organizations rethinking, and maybe even struggling with how they develop their employees. “Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.” — ATD, Bridging the Skills Gap, 2015 Finding success in this turbulent time takes new strategies, skillsets and modernized tools, which makes it an important, yet perfect time for corporate learning leadership to take stock of their learning investments. Creating the right ecosystem will be the difference between those who make it through the age of disruption and those who don’t.

Is Your Learning Ecosystem Effective? from David Blake

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1 How to Train the Smartest People in the World /slideshow/how-to-train-the-smartest-people-in-the-world/78868266 degreednasajplwebinar082017-170815201623
It is responsible for putting 12 people on the moon and sending countless more to space, and has some of the world’s most advanced technology and brightest minds inside its walls. But even NASA’s Jet Propulsion Laboratory (JPL) has learning challenges.Recognizing the shift is already under way in the technology, skills, and employee demographic that will lead them into the future, JPL has shifted its learning strategy and technology ecosystem.Join us for a question and answer session with NASA Jet Propulsion Laboratory Head of Technical Learning and Development Tony Gagliardo.]]>
It is responsible for putting 12 people on the moon and sending countless more to space, and has some of the world’s most advanced technology and brightest minds inside its walls. But even NASA’s Jet Propulsion Laboratory (JPL) has learning challenges.Recognizing the shift is already under way in the technology, skills, and employee demographic that will lead them into the future, JPL has shifted its learning strategy and technology ecosystem.Join us for a question and answer session with NASA Jet Propulsion Laboratory Head of Technical Learning and Development Tony Gagliardo.]]> Tue, 15 Aug 2017 20:16:23 GMT /slideshow/how-to-train-the-smartest-people-in-the-world/78868266 davidblake@slideshare.net(davidblake) How to Train the Smartest People in the World davidblake It is responsible for putting 12 people on the moon and sending countless more to space, and has some of the world’s most advanced technology and brightest minds inside its walls. But even NASA’s Jet Propulsion Laboratory (JPL) has learning challenges.Recognizing the shift is already under way in the technology, skills, and employee demographic that will lead them into the future, JPL has shifted its learning strategy and technology ecosystem.Join us for a question and answer session with NASA Jet Propulsion Laboratory Head of Technical Learning and Development Tony Gagliardo. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreednasajplwebinar082017-170815201623-thumbnail.jpg?width=120&height=120&fit=bounds" /> It is responsible for putting 12 people on the moon and sending countless more to space, and has some of the world’s most advanced technology and brightest minds inside its walls. But even NASA’s Jet Propulsion Laboratory (JPL) has learning challenges.Recognizing the shift is already under way in the technology, skills, and employee demographic that will lead them into the future, JPL has shifted its learning strategy and technology ecosystem.Join us for a question and answer session with NASA Jet Propulsion Laboratory Head of Technical Learning and Development Tony Gagliardo.

How to Train the Smartest People in the World from David Blake

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1 How To Measure Informal Learning's Value /slideshow/how-to-measure-informal-learnings-value-76988342/76988342 informallearningdegreedcredsparkclowebinar-170615224924
We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.]]>
We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.]]> Thu, 15 Jun 2017 22:49:24 GMT /slideshow/how-to-measure-informal-learnings-value-76988342/76988342 davidblake@slideshare.net(davidblake) How To Measure Informal Learning's Value davidblake We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/informallearningdegreedcredsparkclowebinar-170615224924-thumbnail.jpg?width=120&height=120&fit=bounds" /> We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.

How To Measure Informal Learning's Value from David Blake

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1 The Workforce is Learning Differently. What Does it Mean for the Digital CLO? /slideshow/the-workforce-is-learning-differently-what-does-it-mean-for-the-digital-clo/73801546 3-170328164052
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience? ]]>
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience? ]]> Tue, 28 Mar 2017 16:40:52 GMT /slideshow/the-workforce-is-learning-differently-what-does-it-mean-for-the-digital-clo/73801546 davidblake@slideshare.net(davidblake) The Workforce is Learning Differently. What Does it Mean for the Digital CLO? davidblake Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/3-170328164052-thumbnail.jpg?width=120&height=120&fit=bounds" /> Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience?

The Workforce is Learning Differently. What Does it Mean for the Digital CLO? from David Blake

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1 4 Effective Strategies for Engaging the New Consumer Learner /slideshow/4-effective-strategies-for-engaging-the-new-consumer-learner/73213966 degreedmindtoolsconsumerlearnerfinal4-170316143239
For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands. This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be. The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.]]>
For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands. This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be. The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.]]> Thu, 16 Mar 2017 14:32:39 GMT /slideshow/4-effective-strategies-for-engaging-the-new-consumer-learner/73213966 davidblake@slideshare.net(davidblake) 4 Effective Strategies for Engaging the New Consumer Learner davidblake For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands. This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be. The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedmindtoolsconsumerlearnerfinal4-170316143239-thumbnail.jpg?width=120&height=120&fit=bounds" /> For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands. This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be. The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.

4 Effective Strategies for Engaging the New Consumer Learner from David Blake

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1 4 Generations: How to Make Learning Part of Your Brand /slideshow/4-generations-how-to-make-learning-part-of-your-brand/73154154 generationwebinar-170315010627
Tuesday, March 14, 2017 1:00pm - 2:00pm CDT By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them?]]>
Tuesday, March 14, 2017 1:00pm - 2:00pm CDT By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them?]]> Wed, 15 Mar 2017 01:06:27 GMT /slideshow/4-generations-how-to-make-learning-part-of-your-brand/73154154 davidblake@slideshare.net(davidblake) 4 Generations: How to Make Learning Part of Your Brand davidblake Tuesday, March 14, 2017 1:00pm - 2:00pm CDT By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/generationwebinar-170315010627-thumbnail.jpg?width=120&height=120&fit=bounds" /> Tuesday, March 14, 2017 1:00pm - 2:00pm CDT By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them?

4 Generations: How to Make Learning Part of Your Brand from David Blake

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1 the near future of learning technology /slideshow/the-near-future-of-learning-technology/72514028 bbddegreednearfutureoflearningtechnology-170223184014
Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results. But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger. This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers: - Barry Murphy, global learning at airbnb - Chris Trout, VP of L&D at The Walt Disney Company - Amy Rouse, Senior Learning Strategist, formerly of AT&T We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D.]]>
Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results. But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger. This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers: - Barry Murphy, global learning at airbnb - Chris Trout, VP of L&D at The Walt Disney Company - Amy Rouse, Senior Learning Strategist, formerly of AT&T We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D.]]> Thu, 23 Feb 2017 18:40:14 GMT /slideshow/the-near-future-of-learning-technology/72514028 davidblake@slideshare.net(davidblake) the near future of learning technology davidblake Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results. But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger. This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers: - Barry Murphy, global learning at airbnb - Chris Trout, VP of L&D at The Walt Disney Company - Amy Rouse, Senior Learning Strategist, formerly of AT&T We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/bbddegreednearfutureoflearningtechnology-170223184014-thumbnail.jpg?width=120&height=120&fit=bounds" /> Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results. But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger. This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers: - Barry Murphy, global learning at airbnb - Chris Trout, VP of L&D at The Walt Disney Company - Amy Rouse, Senior Learning Strategist, formerly of AT&T We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D.

the near future of learning technology from David Blake

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1 The Digital CLO Playbook /slideshow/the-digital-clo-playbook-71608861/71608861 degreedinteldigitalclo2017-170131215650
Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work. Find out: - Why progressive learning leaders are rethinking their strategies - How innovative L&D professionals are redesigning their toolkits and technology architectures - What forward-thinking CLOs are doing to re-organize and re-skill their teams]]>
Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work. Find out: - Why progressive learning leaders are rethinking their strategies - How innovative L&D professionals are redesigning their toolkits and technology architectures - What forward-thinking CLOs are doing to re-organize and re-skill their teams]]> Tue, 31 Jan 2017 21:56:50 GMT /slideshow/the-digital-clo-playbook-71608861/71608861 davidblake@slideshare.net(davidblake) The Digital CLO Playbook davidblake Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work. Find out: - Why progressive learning leaders are rethinking their strategies - How innovative L&D professionals are redesigning their toolkits and technology architectures - What forward-thinking CLOs are doing to re-organize and re-skill their teams <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedinteldigitalclo2017-170131215650-thumbnail.jpg?width=120&height=120&fit=bounds" /> Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work. Find out: - Why progressive learning leaders are rethinking their strategies - How innovative L&D professionals are redesigning their toolkits and technology architectures - What forward-thinking CLOs are doing to re-organize and re-skill their teams

The Digital CLO Playbook from David Blake

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1 Democratizing Learning and Development /slideshow/democratizing-learning-and-development/70318473 degreedcaterpillardemocratizinglearning-161220205923
The near future of learning and development (L&D) is already here. And this new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices and tools are obsolete – they still play an important role. But they do need to evolve. These days, the most successful CLOs do more than just “supply” learning. They also enable their workers to take learning into their own hands. Caterpillar has done just that, having created a dynamic learning environment that empowers workers to both discover and track learning at their moment of need, rather than wait for the next formal session.]]>
The near future of learning and development (L&D) is already here. And this new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices and tools are obsolete – they still play an important role. But they do need to evolve. These days, the most successful CLOs do more than just “supply” learning. They also enable their workers to take learning into their own hands. Caterpillar has done just that, having created a dynamic learning environment that empowers workers to both discover and track learning at their moment of need, rather than wait for the next formal session.]]> Tue, 20 Dec 2016 20:59:23 GMT /slideshow/democratizing-learning-and-development/70318473 davidblake@slideshare.net(davidblake) Democratizing Learning and Development davidblake The near future of learning and development (L&D) is already here. And this new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices and tools are obsolete – they still play an important role. But they do need to evolve. These days, the most successful CLOs do more than just “supply” learning. They also enable their workers to take learning into their own hands. Caterpillar has done just that, having created a dynamic learning environment that empowers workers to both discover and track learning at their moment of need, rather than wait for the next formal session. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedcaterpillardemocratizinglearning-161220205923-thumbnail.jpg?width=120&height=120&fit=bounds" /> The near future of learning and development (L&D) is already here. And this new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices and tools are obsolete – they still play an important role. But they do need to evolve. These days, the most successful CLOs do more than just “supply” learning. They also enable their workers to take learning into their own hands. Caterpillar has done just that, having created a dynamic learning environment that empowers workers to both discover and track learning at their moment of need, rather than wait for the next formal session.

Democratizing Learning and Development from David Blake

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1 The Democratization of Learning and Development /slideshow/the-democratization-of-learning-and-development/69931181 degreedatddemocratizinglearning122016-161207213957
The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands.]]>
The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands.]]> Wed, 07 Dec 2016 21:39:56 GMT /slideshow/the-democratization-of-learning-and-development/69931181 davidblake@slideshare.net(davidblake) The Democratization of Learning and Development davidblake The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/degreedatddemocratizinglearning122016-161207213957-thumbnail.jpg?width=120&height=120&fit=bounds" /> The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands.

The Democratization of Learning and Development from David Blake

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1 https://cdn.slidesharecdn.com/profile-photo-davidblake-48x48.jpg?cb=1650939206 Education is too important to stay the way it is. My life’s work and personal mission is to help create an educational system that will: - Drive the cost of learning to zero - Promote universal access to education - Create meaningful indicators of personal educational outcomes and success - Help organize meaningful curricula and establish interoperable standards - Restructure the physical learning environment - Enable a measured and meaningful system for lifelong learning Currently, I am the CEO of Degreed. Individuals and organizations use Degreed to find, track, and recognize ALL learning. If you are passionate about fixing education let's connect. degreed.com https://cdn.slidesharecdn.com/ss_thumbnails/unicondirectorsconference2020-vfinal-200325150050-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/unicon-directors-conference-2020-v-final/230848811 Unicon directors confe... https://cdn.slidesharecdn.com/ss_thumbnails/davidblakeskillsfutureofworkconduent-200211205846-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/david-blake-skills-future-of-work-conduent/227672344 Conduent Webinar Feb 2... https://cdn.slidesharecdn.com/ss_thumbnails/degreedcognizantjune2018webinar-180620165206-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/bridging-the-skills-gap-how-cognizant-is-redefining-learning-strategies/102726596 Bridging the Skills Ga...