2. Jay Cross, Internet Time Group eLearning in Corporate America

3. eLearning in Corporate America “Flag,” Jasper Johns, Museum of Modern Art, New York

4. Evolution of eLearning in corporate America Napoleon & Moscow & eLearning Cost/benefit analysis, ROI Success Stories Trends Agenda

5. No need to take notes… InternetTime.com

7. “I don’t want to think about it.” Enterprise decisions on hold. Virtual meetings replacing travel. On time more important than exactly right. Current Mood

8. Now 2001

9. 1999 “Experiment.”

10. ASTD Dallas May 2000 2000

11. Going thru the motions 1999

13. Model: Learning Factory The only thing one learns from spoon-feeding is the shape of the spoon. Graphic by vis-a-vis, www.vis-a-vis.com

15. The Visual Display of Quantitative Information by Edward Tufte

16. 140,000 lost to death and desertion 449,000

18. 8,000 lost in battle 30,000 lost in battle 100,000

22. 35,000 lost to starvation and cold 24,000 more lost to starvation and cold another 14,000 lost 4,000 lost in battle

23. another 10,000 die here 10,000

27. Customer service reps 1,000 new hires How many skilled workers? eLearning

28. 31% do not attend compulsory eLearning -30%

30. -20% Computer errors I love you virus! Kournikova virus!! Nimda virus/worm!!!

31. -10% Interruption

32. -20% Roadblocks

33. -20% Irrelevant

34. -20% Low priority

35. -30% Don’t know how to learn

36. -50% Forget

37. Time From First LearningPercentage of Material RememberedPercentage of Material Forgotten After 1 day54%46% After 7 days35%65% After 14 days21%79% After 21 days18%82% After 28 days19%81% After 63 days17%83% Spitzer (1939) The Forgetting Curve

38. 90 Survivors 910 eLearning casualties

40. Line Manager Training Manager Senior Executive Evolution of Corporate Motivation

41. Training Manager Get them trained Cut costs Satisfy the IT department Cut costs: instructor salaries, travel

42. Line Manager Make my numbers Increase customer satisfaction Stomp the competition Improve business results

43. Transform the business Recruit and retain the best people Reduce cycle time Be nimble and innovative Senior Executive Strengthen the organization

44. “Learning is at the heart of a company. It is the competitive advantage in an organization.” “Raising the intellect of the company, every day, is what it takes to win.” Senior Executive Attention Jack and Jay, November 2001

45. © 2001, Internet Time Group Graphic by vis-a-vis, www.vis-a-vis.com

46. Reach more people Time to performance 3 Success Stories Depth of learning © 2001, Internet Time Group

47. Depth of learning transform the workforce – retooling for new business models, certifying large numbers of staff, making mergers work, keeping up with the times and changing corporate culture

49. Unisys University Electronic-Business School My Portfolio, a personal, secure, online tool containing career development and training information.

50. Results Employee satisfaction 29%  76% Unisys U satisfaction 82%-90% Reduces training costs by 25-45% Reduces training time by 35-45% Increases learning effectiveness by 15-25% + $100,000,000/year incremental revenue

51. Reach more people improve relationships with customers – help customers learn to “pump their own gas,” get dealers and channel partners up to speed

52. Extended Enterprise The “ecosystem” Extended Enterprise Customer Dealers Suppliers Raw materials Value Chain 2001 Our workers

55. Results of Educating Customers More than 100,000 customers signed up to learn Windows, Word, and Office apps online. Value of increased customer loyalty? Conservatively, $20 million in repeat business over three years.

56. Time to performance accelerate sales – speed up sales force development, roll out new products faster, learn to sell solutions

58. Previous Sales Training One-week workshop in California 1,440 new additions to sales force each year $5 million average quota 15 months to reach proficiency

59. New Sales Training Add introductory eLearning before F2F Change nature of workshop Add practice and reference material after

60. Result Time-to-proficiency cut 9 months 1440 people x ¾ year x $5 million quota = $3.5 billion/year

61. Personalization Learning to learn Integration Best practices Internet Time Group

63. Personalization Learning to learn Integration Best practices

64. Concept / Explanation 7x24 Mentoring Software Simulation Pre- Assessment Demonstration Seminar Interactive Exercise Threaded Discussion Expert-Led Chat Peer-to-Peer Chat Mentored Exercise Role-Play Simulation Quantitative Simulation Mentored Exercise Case Study Interactive Exercise Web Research Project Simulation Test Proficiency Assessment Certification Prep Test White Paper Article Seminar Collaborative Workshop Online Lab Study Group Meeting Reference Articles Web-Links

65. 2001 Learner is the Customer Personalization Learning to learn Integration Best practices

66. Personalized Content Personalization Learning to learn Integration Best practices

67. Learning Content Management System Learner Profile Personalization Learning to learn Integration Best practices

68. Personalization Learning to learn Integration Best practices Events Process Learning

69. Meta-LearningLab.com www. Where corporations invest 90% Formal 10% Informal How workers learn 20% Formal 80% Informal Formal learning, class, seminar, course Informal learning, on the job, trial & error Improving the Process Personalization Learning to learn Integration Best practices

70. Enterprise Integration Knowledge Management eLearning Performance Support Communities of Practice Customer Learning ERP 2002 CRM Supply Chain Web services XML Personalization Learning to learn Integration Best practices

71. Personalization Learning to learn Integration Best practices

72. eLearningForum.com www. Personalization Learning to learn Integration Best practices

73. The Economy 2001 2000 2001 2002 2003 2004

74. Internet Time Group InternetTime.com

75. Jay Cross, Internet Time Group eLearning in Corporate America

76. eLearning is learning on Internet Time eLearning © 2001, Internet Time Group