Clark Quinn

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What’s Your Learning Tool Stack?

Clark Quinn

Seriously, this is important, as the tools we use and provide through the organization impact the effectiveness with which people can work. And we should be connecting with colleagues in other organizations, so we might be using society-provided platforms or leverage LinkedIn groups. I woke up this morning thinking about the tools we use at various levels. Maybe OneNote?

eLearning Process Survey results!

Clark Quinn

The alternatives were ‘providing what’s asked for’ (e.g. The third question was looking at the feedback provided. So, a few weeks ago I ran a survey asking about elearning processes*, and it’s time to look at the results (I’ve closed it). With those caveats, what did we see? The first question was looking at how we align our efforts with business needs.

Ambiguity Denial Syndrome?

Clark Quinn

We should be providing them with models to use to interpret and adapt to situations (explain and predict). I was talking with a colleague at an event one of the past weeks, and I noted down the concept of ambiguity denial syndrome. And I’m retrospectively making up what we were talking about, but it’s an interesting idea to me. And yet, in so many ways, they don’t.

Learning in context

Clark Quinn

In preparation for the upcoming FocusOn Learning Conference, where I’ll be running a workshop about cognitive science for L&D, not just for learning but also for mobile and performance support, I was thinking about how  context can be leveraged to provide more optimal learning  and performance. medicine, transportation. But that’s not as often as we think.

Seven Simple Secrets to Off-the-Shelf Course Success

but might be a little vague in providing concrete actions, so you’ll need to dig a bit deeper. Providing OTS courseware in these situations has several advantages. OTS curriculum, it’s fairly easy to provide training to individuals or groups whenever you. While the mainstream social media platforms can provide opportunities for. Seven Simple Secrets to. capital. You’re.

A richer suite of support

Clark Quinn

And, of course, once an individual advances far enough, there’s little anyone can be providing for them, instead they need the ‘creative friction’ of interactions with other experts and ideas to generate the new understandings that will advance the individual  and the organization. As they start performing however, their needs change. There are cultural factors as well.

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70:20:10 and the Learning Curve

Clark Quinn

sparked by a diagram provided by another ITA colleague, Jane Hart (that I also thought was insightful). My colleague Charles Jennings recently posted on the value of autonomous learning (worth reading!), In Charles’ post he also included an IBM diagram that triggered some associations. The point was that the closer to the work that learning is, the more value. Hence the revolution. :).

xAPI conceptualized

Clark Quinn

Our business intelligence system can provide  aggregated data of performance for A (whatever A is being measured on: sales data, errors, time to solve customer problems, customer satisfaction, etc). A couple of weeks ago, I had the pleasure of attending the xAPI Base Camp, to present on content strategy. So I asked and was confirmed in my suspicion. And, second does this help, at all?

A complex look at task assignments

Clark Quinn

And the instructor reviews the reviews, and provides feedback. I was thinking (one morning at 4AM, when I was wishing I was asleep) about designing assignment structures that matched my activity-based learning model. And a model emerged that I managed to recall when I finally did get up.  I’ve been workshopping it a bit since, tuning some details. Of course, this could continue.

The Grail of Effective and Engaging Learning Experiences

Clark Quinn

real world consequences providing feedback coupled with scaffolded reflection. Serious games are one way to achieve this end, by contextualizing practice as decisions in a meaningful environment and using a game engine to adapt the challenge and providing essentially unlimited practice. There’s a considerable gap between what we can be doing, and what we are doing. design

Social Training?

Clark Quinn

She goes on and says it’s got to be “relevant, purposeful and appealing”, and what you do is provide the environment and conditions. Help people ask for help, and to offer help, and about how to provide feedback, and… And of course you need to manage the messaging around it. Sparked by the sight of a post about ‘social training’, I jokingly asked my ITA colleagues whether they could train me to be social. And, of course, they’ve posted about it. And it made me think a little bit more too. Particularly if it’s not safe to share.

Reactivating Learning

Clark Quinn

don’t just provide abstract knowledge). Reapplication : this is the best, where instead of consuming a concept model or an example, we actually provide a new practice problem. (I looked because I’m sure I’ve talked about this before, but apparently not a full post, so here we go.). If we want our learning to stick, it needs to be spaced out over time. But what sorts of things will accomplish this?  I like to think of three types, all different forms of reactivating learning. Reactivating learning is important. All of these serve as reactivation. design mobile

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Evaluating Training - Capturing the Benefits Aspects of ROI

event are important and the happy sheets do serve a purpose, but will they really provide enough hard. Whether making the decision to invest in people, or to simply maintain or decrease training budgets, training programs that provide immediate impact and maximum overall return on investment are an. Evaluating Training – Capturing the Benefits Aspect of ROI. But because. incurred.

Badass

Clark Quinn

While she’s more focused on developing complex products with interfaces that remove barriers like cognitive load, and provide incremental capability, this applies to learning as well. That’s the actual title of a book, not me being a bit irreverent.  I’ve been a fan of Kathy Sierra’s since I came across her work, e.g. I regularly refer to how she expresses ‘ incrementalism ‘ She’s on top of usability and learning in very important ways. So what’s she doing differently? It’s an easy read, too. design

The Learning Styles Zombie

Clark Quinn

Then, if the learner has trouble with that approach, provide help. It’s June, and June is Learning Styles month for the Debunker’s Club. Now, I’ve gone off on Learning Styles before ( here , here , here , and here ), but  it’s been a while, and they refuse to die. They’re like zombies, coming to eat your brain! Er, no. So, what’s a learning designer to do?

Defining Microlearning?

Clark Quinn

Microlearning as a phrase has probably become current (he says, cynically) because elearning providers are touting it to sell the ability of their tools to now deliver to mobile.   But it can also be a watch word to emphasize thinking about performance support, learning ‘in context’, and minimalism.  So I think we may want to continue to use it, but I suggest it’s worthwhile to be very clear what we mean by it. Last week on the #chat2lrn twitter chat, the topic was microlearning. That is learning, but it’s not microlearning. To explain, let me digress.

L&D Value

Clark Quinn

If, instead of just providing courses, P&D were focused on making sure people could do their jobs, using performance consulting and developing the appropriate solutions – whether job aids, contextual support, coaching, or what have you – they’d be contributing to optimal execution. If they went further, and were also facilitating the ability for the organization to continually innovate – fostering communication and collaboration via tools, practices, and culture – they’d be key to getting people to provide their best. Together. strategy

Supporting our Brains

Clark Quinn

Other phenomena include that previous experience can bias us in particular directions, but we can put in place supports to provide lateral prompts. This applies more broadly to performance support in general, so I though I’d share where my thinking is going. So what I’ve done here is to outline the flaws, and how we’ve created tools to get around those limitations.

New Brandon Hall Group report forecasts major shift in 2016 online learning trends

technology providers. other areas in which organizations give learning technology providers failing grades. 11 Research Summary About Brandon Hall Group Brandon Hall Group is a HCM research and advisory services firm that provides insights around key performance areas, including Learning and. Your membership provides you with personal connections to fellow professionals.

Why Work Out Loud? (for #wolweek)

Clark Quinn

They can provide pointers to useful information, they can provide tips about what worked, and didn’t, for them, and they’re better prepared for what will be forthcoming. Why should one work out loud (aka Show Your Work )? Certainly, there are risks involved. You could be wrong. You could have to share a mistake. Others might steal your ideas.  So why would anyone want to be Working Out Loud ? Because the risks are trumped by the benefits. Working out loud is all about being transparent about what you’re doing. The benefits of these are multiple. Those risks?

The magic question

Clark Quinn

A number of years ago, I wrote a paper about design, some of the barriers our cognitive architecture provides, and some heuristics I used to get around them.  I wrote a summary of the paper as four posts, starting here.  I was reminded of one of the heuristics in a conversation, and had a slightly deeper realization that of course I wanted to share. Clarke quote ). And while I indicated one in the past, I think there are two benefits to this approach. First, if you consider what you’d do if you have magic, you can help prevent a common problem, premature convergence. design

2015 top 10 tools for learning

Clark Quinn

99.99% of the time) provides me with links that give me the answer i need. WordPress: my blogging tool, that provides regular reflection opportunities for me in generating them, and from the feedback others provide via comments. Share with Jane in one of the methods she provides, and it’s always interesting to see what emerges. Twitter: I am pointed to many amazing and interesting things via Twitter. Skype: the Internet Time Alliance maintains a Skype channel where we regularly discuss issues, and ask and answer each other’s questions.

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Learning and frameworks

Clark Quinn

That’s real learning, and the recognition that it should not be left to chance is how these frameworks help raise awareness and provide an opportunity for L&D to become more relevant to the organization. There’s recently been a spate of attacks on 70:20:10 and moving beyond courses, and I have to admit I just don’t get it.  So I thought it’s time to set out why I think these approaches make sense. Let’s start with what we know about how we learn. Learning is action and reflection. People need to actively apply the information. So, what do you think?

Microlearning Whitepaper: Small Bites, Big Impact

been providing lukewarm results for years. techniques and solutions that provide more impactful methods for improving employee. But microlearning offers far more than that: • It adapts to the pace of today’s business and meets the needs of your modern learners, providing learning in short bites that are fast and easy to absorb. Aside from providing access over the.

Aligning

Clark Quinn

We should expect errors, and provide support with checklists, not naively expect that people can perform like robots. I’m realizing that a major theme of my work and the revolution is that what we do in organizations, and what we do as L&D practitioners, is not aligned with how we think, work, and learn. And to that extent, we’re doomed to failure. We can, and need to, do better. Let’s start with thinking. The major mismatch here is that our thinking is done rationally and in our head. Particularly rote information. This carries over to how we work. itashare.

Laura Overton #learnatworkau Plenary Mindmap

Clark Quinn

Laura used Towards Maturity data to provide insight into how leading L&D organizations are making their way

When (and not) to crowdsource?

Clark Quinn

Here is where you want to value diversity, be open to new ideas, make it safe to contribute, and provide time for reflection. Will Thalheimer commented on my ‘ reconciliation ‘ post, and pointed out that there are times when you would be better off going to an expert. His apt observation is that there are times when it makes sense to crowdsource and when not to, but it wasn’t clear to him or me when each was. Naturally that led to some reflection, and this is where I ended up. As a framework, I thought of Dave Snowden’s Cynefin model.

AI and Learning

Clark Quinn

He pointed to systems being on the verge of auto parsing content and developing learning around it.  He showed an example, and it created questions from dropping in a page about Las Vegas.  He also showed how systems can adapt individually to the learner, and discussed how this would be able to provide individual tutoring without many limitations of teachers (cognitive bias, fatigue), and can not only personalize but self-improve and scale! discussed them with him, but I thought I’d record them here, not least as a basis for a further discussion. design meta-learning technology

Move Beyond Learning to Applying: A Modern Management Development Program

would love to provide, we need a change. We must go beyond providing great content. to instead take responsibility for providing. Totara, an open source LMS), provides structure. Our platform provides. well beyond providing content to include. provide the manager with talking points. We provide practice guides to help Sue. We now. Right?

Cheers for #chats

Clark Quinn

Still, the fact that the organization provides resources to support them is appreciated, though they get some marketing capital as a return. For a reason I can no longer recall, I was thinking about twitter chats. Two, in particular, came to mind – #lrnchat and #chat2lrn –  for one specific reason. And I think it’s worth calling attention to them for that reason. They have a format that for an hour, questions come out every few minutes or so to the hashtag associated with the chat. And the participants answer the questions, continuing to use the hashtag. meta-learning

Teasing apart cooperation and collaboration

Clark Quinn

My initial reaction is closer to Dion’s; I’ve always seen cooperation as willingness to assist when asked, or to provide pointers. To me collaboration is higher; it’s willing to not just provide assistance in clearly defined ways such as pointers to relevant work, answering questions, etc, but to actively roll up sleeves and pitch in. There have been a couple of recent proposals about the relative role of cooperation and collaboration, and I’m trying to make sense of them. Here are a couple of different approaches, and my first take at teasing them apart.

Content engineering

Clark Quinn

First, being tighter around content definitions provides a greater opportunity to be scientific about the role the content plays. By this tighter process, we not only provide better content design, delivery, and management, but we set the stage for the future. We’ve heard about learning engineering and while the focus is on experience design, the pragmatics include designing content to create the context, resources, and motivation for the activity. And it’s time we step beyond just hardwiring this content together, and start treating it as professionals.

Context Rules

Clark Quinn

Moreover, it can have sensors, so not just providing computational capabilities where you are, but  because of when and where you are. Performance support is about providing a cognitive augment. It can be any medium – paper, audio, digital – but it’s about providing support for the gaps in our mental capabilities. Our architecture is powerful, but has limitations, and we can provide support to minimize those problems. I was watching a blab  (a video chat tool) about the upcoming FocusOn Learning, a new event from the eLearning Guild.

5 Unknown Ways You're Wasting Your Training Budget

Knowledge Retention Time Since Training 1 Hour 100% 30% 50% 10% 24 Hours 1 Week 10 Solution: Provide shorter training material with continual. WHITE PAPER 5 Unknown Ways. You’re Wasting Your. individual employees according to Bersin by Deloitte. When it comes to training budgets, leaders. struggle to pinpoint what impact (if any) their training programs are having. So what’s the result?

The new shape of organizations?

Clark Quinn

This also aligns well with the results implied by Dan Pink’s Drive , where he suggests that the three critical elements for performance are to provide people with important goals, the freedom to pursue them, and support to succeed. As I read more about how to create organizations that are resilient and adaptable, there’s an interesting emergent characteristic. What I’m seeing is a particular pattern of structure that has arisen out of totally disparate areas, yet keeps repeating. This emerged from how the military had to learn to cope with rapid changes in tactics.

3 C’s of Engaging Practice

Clark Quinn

This has to be more than just recognizing the correct knowledge option, and providing a ‘right’ or ‘wrong’ feedback. The right decision has to be made, in a plausible situation with plausible alternatives, and the right feedback has to be provided. Then you can provide feedback (or not, if you’re embedding this single decision in a scenario or game where other choices are precipitated by this choice). And I realized I had a nice little alliteration going, so I’m going to elaborate and see if it makes sense to me (and you). design games

Meta-Learning Manifestations

Clark Quinn

You can only teach meta-learning on top of real goals, and we (should) have those in schools, so it’s the ideal place and arguably the best contribution schools can provide in this rapidly changing environment. I recently mentioned that one of my reflections on the past year was that learning to learn, aka meta-learning, is emerging. And this has come about in several ways recently, and I think it’s a relatively ‘meta’ thing to do ;) to look at the principles across these areas. So, yesterday I was talking with a colleague about libraries. Are you ready?

Buy this…for your boss

Clark Quinn

What L&D  could be doing – providing a rich performance ecosystem that not only empowers optimal execution, but foster the necessary continual innovation – is a truly deep contribution to the success of the organization. feel so strongly that I wrote a book about it.   If you’ve read it, you know it documents the problems, provides framing concepts, is illustrated with examples, and promotes a roadmap forward (if you’ve read and liked it, I’d love  an Amazon review!). All the way to the C-suite, potentially. strategy

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How the right tech tools for your team can power your sales enablement strategy

providing an opportunity to practice the skills required. here is to ensure your training program provides individual attention and im- mediate feedback for trainees. INSTANT ACCESS TO CONTENT IN THE FIELD Provide learning content in both push and pull modalities to accommodate a. Always look for a LMS that provides an off-the-shelf integration with your CRM. ENABLEMENT?

Getting pragmatic on what L&D can do

Clark Quinn

However, assuming good coaching and mentoring skills would be a mistake, so there’s a real for L&D to provide explicit development of coaching and mentoring, as well as ensuring that those relationships are established and occur. My breakout starts with the 10 (though you should start your solution thinking with the 70, as my colleague Charles Jennings suggests ). social strategy

ALIGN!

Clark Quinn

I’m recognizing that there’s an opportunity to provide more support for implementing the Revolution. Given that the core focus in on aligning with how we think, work, and learn (elements we’re largely missing), I thought I’d see whether that could provide a framework. So I’ve been thinking through what sort of process might be a way to go about making progress. Learn : this step is about reviewing the conceptual frameworks available, e.g. our understandings of how we think, work and learn. This may not be a major initiative. Feedback solicited!

Leverage points for organizational agility

Clark Quinn

The claim was that if you trusted to human sensing, you’d be only able to track what’s become common knowledge, and that doesn’t provide the necessary competitive advantage. I received some feedback on my post on Organizational Knowledge Mastery. The extension was that you needed market analytics to see new trends. And it caused me to think a little deeper. I’m thinking that the individuals in the organization, in their sensing/sharing, are tracking things before it becomes common knowledge. If Different insights from different mechanisms. social strategy

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Got Game?

Clark Quinn

Games build upon that by providing deep practice; embedding important decisions in a context that makes the experience as meaningful as when it really counts.  We use game techniques to heighten and deep the experience, which makes it closer to live practice, reducing transfer distance. And we can provide repeated practice. Why should you, as a learning designer, take a game design workshop? What is the relationship between games and learning?  I want to suggest that there are  very  important reasons why you should. Clark Aldrich has written three, at least count. design games

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Workbook: Gamification and Your Enterprise Learning Strategy

The purpose of this guide is to provide you with the information and tools you need to. Provide a step-by-step work-plan to show you how to integrate gamification into. Game-based learning is often used as a one- time event to provide insights and instruction in a formal learning setting, either online or. Most games provide. Introduction.3 What is Gamification? system.

Working wiser?

Clark Quinn

Well, pragmatically, we can provide rubrics for evaluation of ideas that include considerations of others inside and outside your circles of your acquaintances, and in short- and long-term timeframes, and the impacts on existing states of affairs, ultimately focusing on the common good. So we can have job aids that provide guidance, or bake it into our templates. And movements like this, that provide real meaning, ongoing support, freedom of approach, and time for reflection, are to me about working not just smarter but also wiser. But there’s another approach.

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Quinn-Thalheimer: Tools, ADDIE, and Limitations on Design

Clark Quinn

Subscription learning is the idea that we can provide learners with learning events of very short duration (less than 5 or 10 minutes), and thread those events over time, preferably utilizing the spacing effect. A few months back, the esteemed Dr. Will Thalheimer encouraged me to join him in a blog dialog, and we posted the first one on who L&D had responsibility to. What is the root cause of our suffering?  I’ll suggest it’s not massive consumption of heinous chemicals, but instead think that we might want to look to our tools and methods. Where do you see the devil in the details?