FEBRUARY 8, 2017
But representing things with diagrams is not only a personal thinking tool, it can be a powerful way to communicate concepts, and that’s an important component of a good learning experience design, providing a conceptual model to guide performance. And yet it doesn’t feel like diagramming gets enough respect. So I want to make a case for the diagram. Language is good.
DECEMBER 27, 2016
So we can provide tools to support us in the moment, we can provide tools to help us work together, and we can develop people all slowly over time. In short, I was thinking about cognitive alignment , and I was going to write about it, but it turns out I already have ! I was thinking about the ways in which organizations can support performance. And that’s all good.
DECEMBER 21, 2016
provide answers. One of the recent trends has been about ‘customer experience’, focusing the organization on a consistent and coherent customer experience from first exposure through to ongoing product or service use. And this is a ‘good thing’! I’ve participated in the efforts of an organization to achieve it, and can see the real benefits. collaborate.
70:20:10 and the Learning Curve
JANUARY 27, 2015
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. :).
Skill based learning – How it drives an organization’s performance
This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives.
FEBRUARY 14, 2017
This provides the opportunity is to accelerate the process. I wrote an article for Jane Hart’s Modern Workplace Learning magazine, triggered by my thought that in her tools survey, I didn’t see a lot about a certain set of reflection (c.f. last weeks posts on diagramming) and experimentation tools: meta-learning tools. In particular, for the latter, I wondered about what there was to track your own learnings. And Jane commented to me that she knew of one, and I was reminded of more. And I think this could become an interesting area. And our success. meta-learning strategy
Learning Through the Wild
AUGUST 10, 2016
This is very necessary for me! :) And, importantly, the processes in nature provide a counter-balance to the artificial processes we put in place to breed plants and animals. Similarly, there are rangers who visit these camps, and provide after-dinner campfire talks. So last week I was in the wilderness for some more time, this time with family. meta-learning
MARCH 1, 2016
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?
China is mobile!
SEPTEMBER 7, 2016
Establishing the consistent use of a standard can help build a powerful, and valuable, ecosystem. I can wish that the providers in the US would work and play together a little bit more! I’ve had the fortune to be hear in China speaking on mlearning. But they’re all phones, I seem to see few tablets. They vary in size from phones to phablets, but they’re here. mobile
Understanding Skill Based Learning for Business
This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture One significant way that training and learning organizations can play an active role in contributing to the bottom line of any organization is by aligning their objectives to the immediate business objectives.
Learning Strategy Issues
DECEMBER 7, 2016
second presentation was on providing tools to trainers to devolve content development locally, addressing a problem with centrally-developed content. My presentation was on the gaps between what L&D does and how our brains work, and the implications. The other thing that I was involved in at Online Educa in Berlin was a session on The Flexible Worker. Three of us presented, each addressing one particular topic. And, per our design, issues emerged. The format was interesting: our presentations were roughly 10 minutes each. user-generated content). meta-learning strategy
Learning in context
APRIL 26, 2016
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.
The Grail of Effective and Engaging Learning Experiences
FEBRUARY 10, 2015
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
A complex look at task assignments
APRIL 6, 2016
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.
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.
JULY 19, 2016
So, first of all, my focus was on formative evaluation. If we take activity-based learning seriously, we need to ensure that there are meaningful tasks set that can provide feedback. Last week I ran a workshop for an online university that is working to improve it’s learning design. Substantially. They’re ramping up their staff abilities, and we’d talked about how I could help. They have ‘content’, but wanted to improve the learning design around this. Ok, so not every formative evaluation should be such a situation. Then we moved on to more hands-on work.
A richer suite of support
MAY 25, 2016
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.
Ambiguity Denial Syndrome?
JUNE 23, 2016
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.
APRIL 14, 2015
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.
Are your managers ready for a world without formal performance reviews?
GIVING FEEDBACK: I provide constructive. SETTING. EXPECTATIONS: My team members are clear on. their roles & responsibilities. 2. DELEGATING: I eﬀectively identify tasks that. others can take on to develop their. capabilities and free my time for. more strategic activities. 3. COACHING: I support my team members by. challenging and encouraging them. to think for themselves and take.
JANUARY 27, 2016
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
The probability of wasting money
AUGUST 3, 2016
providing a sufficient and elaborated suite of examples to illustrate the concept in context. If you don’t provide examples, what’s the likelihood that learners will understand the full range of situations and appropriate adaptations for each? When you provide support at just the right places, and put in place the subtle tweaks on things like working with SMEs, you can develop and deliver learning that has a high likelihood of having the desired impact, and therefore have a process that’s justifiable for the investment. developing emotional engagement.
Pick my brain?
OCTOBER 26, 2016
So for the first one, they wanted some feedback on their design, and we arranged that I’d investigate a representative sample and provide feedback. I went through systematically, taking notes, and compiled my observations into a report I sent them. This didn’t take any investment in travel, but of course this feedback only points out what’s wrong, and doesn’t really provide mechanisms to improve. If you google the phrase, you’ll see how many people have indicated their problems with this! Both in this case were for folks who develop content.
Why Work Out Loud? (for #wolweek)
JUNE 18, 2015
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 Performance Management Storm: Four Macro-Trends Driving the Change
development, provides better data on. and providing the resources and support. effectively, monitor performance on a day- to-day basis, and provide timely feedback. Means: We have to have a way to provide an ongoing. 1Why Your Company Will Need to. Rethink Performance Management eGuide Part 1: The Argument. for Change 2 3About this Guide Organizations are increasingly.
Collaborative Modelling in AR (and VR)
SEPTEMBER 21, 2016
What I was thinking of, extending my thoughts about AR in general , that annotating the world is valuable, but how about collaboratively annotating the world? If we can provide mechanisms (e.g. A number of years ago, when we were at the height of the hype about Virtual Worlds (computer rendered 3D social worlds, e.g. Second Life), I was thinking about the affordances. And one that I thought was intriguing was co-creating, in particular collaboratively creating models that were explanatory and predictive. Models are hard enough to capture in 2D, particularly if they’re complex.
Organizational Effectiveness for L&D?
OCTOBER 11, 2016
He opined that by and large, he saw the need for formal learning shrinking, and that more and more HR was focusing on providing self-learning resources instead of course. Last week included an interesting series of events and conversations. There was a formal event on innovation in learning technology (that was only partly so), and a presentation by a colleague. also had a couple of conversations, one with said colleague following his more formal event, and another with another colleague before the initial event. And from that latter conversation came an interesting revelation. strateg
FEBRUARY 9, 2016
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.
NOVEMBER 9, 2016
The goal was to provide their learners opportunities to practice success skills. The point being, extending engagements with a few simple followups provides a much higher likelihood of improvement than just a one-off. It doesn’t take much, and the outcome is better. It is a spaced practice, really, and we know that works better. I reckon the marginal extra investment yields a much bigger benefit. In a couple of recent posts, I’ve been telling tales of helping organizations, and I wanted to tell at least one more. The key is to include some followup activities.
4 Ways to Close the Learning-Doing Gap for Front-Line Managers [GUIDE]
Live face to face: You may use a F2F training provider. Typically, the training provider will run anything from an afternoon session to a several day workshop, focusing on topics like coaching or managing performance. provide strong content and then sit back and hope. We need to provide the structure. really to provide the system and. FOUR WAYS TO CLOSE THE.
eLearning Process Survey results!
JUNE 21, 2016
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.
FEBRUARY 10, 2016
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
Supporting our Brains
OCTOBER 13, 2015
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.
JUNE 30, 2016
And I’ve previously provided lots of ways to think anew about L&D, such as posts on the topics (both carrot and stick), pointed to readings that are relevant and can help, created a group to discuss the issues, and even written a book trying to point out the ways to move forward, so I’m not apologetic about also trying to point out the gaps (hey, let’s try all levers). The notion of starting small and scaling is a proven approach, and provides a chance to understand and leverage it as a basis for both internal improvement and to take it further. strategy
A Development Journey to More Effective Managers [Infographic]
Provide them with a simple and practical way they. A DEVELOPMENT JOURNEY TO. MORE EFFECTIVE MANAGERS THE PROBLEM Too much of our focus is on activities instead of results. Research shows that many. managers lack the foundational skills they require to drive results, yet investments to. help them develop often don’t create the impact we want. The typical manager training. Hope for the.
The Learning Styles Zombie
JUNE 23, 2015
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?