Clark Quinn

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Learning Through the Wild

Clark Quinn

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

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?

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. :).

China is mobile!

Clark Quinn

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

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.

‘Form’ing learning

Clark Quinn

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 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 probability of wasting money

Clark Quinn

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.

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.

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.

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

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.

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.

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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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?

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.

Moving forward

Clark Quinn

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

Serious Comics

Clark Quinn

However, more serious games, requiring applying the knowledge available through the comic, could provide an embedded practice environment.  It’s sort of a blend between a pure comic and a pure game, for important outcomes. I attended  ComicCon  again this year, and addition to the wild costumes, crowded exhibit hall, and over-priced food, there are a series of sessions. They cover television, movies, and print in a wide variety of markets. And I like the sessions that aren’t associated with popular media (as waiting in lines is something I’m fairly averse too).


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.

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.


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

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?

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.

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.

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?

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.

Skype 70


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.

Whitepaper: When The LMS Isn’t Enough

of respondents are looking to leave their current LMS platform and move to a new provider. do not provide the data and analytics the companies need.” When the LMS isn’t Enough How to Turbocharge Your LMS and Improve. Learning Retention for Bottom Line Results W H I T E P A P E R 2Table of Contents. The LMS is running out of gas.3 The LMS doesn’t have enough horse power.4 expectations.

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

Quinnovation Fall 2016 Schedule

Clark Quinn

My fall  schedule is coalescing, so I thought I’d provide pointers to when and where I’ll be for the rest of this year: I’m doing two  webinars for a government agency, one at the end of August, and one at the end of September. I’ll be in Beijing running a mobile learning workshop on the 6th of September, and keynoting the CEFE conference on the 7th. The week after I’ll be keynoting a private event in Connecticut. Then, on the very last day of November, I’ll be running an elearning design workshop at Online Educa in Berlin. If so, say hi!


Clark Quinn

The value in looking at other approaches is that it provides lateral insight (I’m currently reading Stephen Johnson’s Where Good Ideas Come From ) that we may be able to transfer. I recently wrote about serious comics , and realized there’s a form I hadn’t addressed yet has some valuable insights. And the source this time is editorial cartoons. Editorial cartoons use imagery and text to convey a comment on a current topic. The best ones portray a poignant insight into an issue of the day, via a twist that emphasizes the point to be made. design meta-learning

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?

Ditching the formal performance review? Kineo shares 3 Elements for Success

Means: We have to have a way to provide an ongoing stream. Skills Gap 3% 38% 59% 5% 61% 33% 6% 46% 48% 9% 62% 29% 1000 Providing career. GIVING FEEDBACK: I provide constructive. provide the system and environment. provide coaching and accountability to. An improved solution for developing front- line managers should provide a scorecard. The e-learning provides an. in the e-learning program, providing fertile ground. Extend the Learning Activities within each module provide. tools are provided to help the manager. Moving.

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.

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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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.

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?

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. ManagementPlus portal We provide detailed reporting on results and. 1Why Your Company Will Need to. moving from traditional performance. it happen.