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Learning & Design Thinking - part 1

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really wanted to encourage the audience to see learning design as just a subset of design generally and doing do provides us with an opportunity to borrow tools from the design profession and then mix them with traditional L&D tools. This post and the subsequent part(s) over the next week or so are designed to accompany the visuals (below) from my session at the AITD 2012 conference.

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The step-wise evolution of Social Learning

Sticky Learning

The article I read was titled, "Step-wise evolution of stable sociality in primates", I'll provide the link at the end of this post for those inclined to dig a little more deeply. For a few months now this post has been bouncing around my head. It's been through a number of diferent forms until earlier today I read a science article that brought it all together for me. Part of the furniture.

Web 17

Fish are the last to recognise water = informal learning?

Sticky Learning

provide easy access to organisational knowledge, preferably online. I just twittered a thought - 'The benefit of Informal learning is that fish are the last to recognise water' - and then I started thinking. This is the real essence of informal learning. design opportunities to stretch your teams capabilities. design informal learning opportunities to meet the development needs of workers.

What's wrong with Tweeting at conferences?

Sticky Learning

Throughout the conference I did the same thing, tweeting snippets of each keynote and workshop I attended and providing links to articles and information mentioned by speakers. OK, here's my short follow up post as promised in my last post on the recent AITD conference! decided to use the hashtag #aitd I thought it a good guess that this would be the 'official' tag for the conference. Quickly I found that there were others using the same tag but guess how many? I'll give you a clue, there'd have been about 250+ people. Maybe you'd guess that 20 people tweeted, perhaps even 40 people. 

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.

(Learning) Design with Intent

Sticky Learning

The tool is named Design with Intent for a reason, it seeks to provide a way of designing " to influence or result in certain user behaviour". For example, providing users with feedback to check their intent before committing, ie "Did you mean.?'. In this post I'll introduce you briefly to the tools and how I think they apply to learning design. In fact there are 101 cards!

Social Learning - this is how it can look!

Sticky Learning

The book has again turned my mind towards the question of using social media tools to provide another channel for organisational learning. Provide them with engaging tools and let them go - together. . As in the video, someone may for a time become the teacher, helping others with a problem, whilst others will provide encouragement (like the 'method of the grandmother' in the video).

Informal Learning and Black Swans

Sticky Learning

So here is the lesson in learning Business learning today is designed to fill a skills or knowledge 'gap', to provide workers with skills and knowledge required in today's business world. It provides learners with skills and knowledge they're highly likely to need, today and tomorrow. Stickylearning got stuck! The Black Swan. But down where I live in Australia, swans are black.

5 great speakers from the AITD conference - a summary of ideas

Sticky Learning

I'll give you a bit of a summary in this post and will provide a link to my Twitter feed for the conference, I think that will help to flesh out how I found some of the sessions! Indeed Janet quickly found Jay Cross and Gary Woodill via skype to provide some further input into the session and answer questions! So here are my top 5, in no particular order! 1. Fat Chance. Shifting.

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.

'Virtual/actual' reality - WonderMart

Sticky Learning

Following the instructions provided, I got myself a trolley, put my earphones in and pressed play. could imagine real benefits in providing a new employee with an MP3 player and a recording then asking them to follow all the instructions as they move around their work site. A week ago I read an interesting newspaper review of a theatrical 'show' called Wondermart. The outcome!

TEDxMelbourne - a great day of learning!

Sticky Learning

In fact the point of here whole talk is that it is the variety in people that provides strength, or as she says, "the world needs all kinds of minds". A quick post to review today's excellent TEDx day. For those who don't know of TEDx or TED, a quick explanation. TEDx is related to the original TED but is local and smaller. And so to today's event. And so it began. fair point I reckon!

10 Best (Learning) Books of 2009

Sticky Learning

Whilst this backchannel can provide another learning tool it also has the potential interfere with learning. Cliff's book provides great ideas on how to accentuate the positive and minimise the less desirable aspects of the backchannel. When writing blog posts I draw ideas from a pretty wide range of areas and my reading over the last year has been equally wide. Delivering E-Learning.

PresentationZen Design - Review

Sticky Learning

Finally Garr provides pages of examples of great Slide Samples that illustrate the principles outlined throughout the book. Garr Reynolds' new book, PresentationZen Design , is his follow-up to his first book, PresentationZen of 2008. His first book was in many ways a summary of Garr's presentation style, looking at presentation preparation, design and delivery. Design Matters. Components.

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.

Online social networks, learning and viral expansion loops

Sticky Learning

Content - it met users needs, providing a forum to ask questions and source solutions. It's just about Christmas time and now is the time of end of year catch ups and Christmas parties. and they nod politely! Some go as far as to put words to their thoughts with "isn't that sort of thing just for bored celebrities?". Well, maybe that's what bored celebrities do, who knows? Where are we at?

Designing successful learning - walking 'a fine line'

Sticky Learning

In a fine line, he provides stories and examples to illustrate his design approach (these alone are almost worth reading the book for). Our task as learning designers is to help businesses see that learning is more than an expense, in fact it is the key that has the potential to unlock innovation and provide a business with strategic reserves and competitive advantages.

Read Write v Read Only

Sticky Learning

The internet, digital media and cheap, powerful computers have provided people with an option they never had - Read Write. Learners Learners today do not want to sit passively as the 'teacher' provides them with knowledge. expect more than that, I need more than that and learners need learning designers to provide them with opportunities to Read Write as they learn.

Learning styles and fixed ideas

Sticky Learning

for what it matters, I'm in the 'no they don't' camp) However, this post isn't so much about whether or not they exist, rather I'm more interested in why people believe so strongly that learning styles indicators do in fact provide a measure of how an individual learns best. Where am I coming from? Over the last few months I've read a number of blog posts about learning styles (see references at end of post). So, do learning styles exist? Let's put aside our opinions for a moment! Just for the sake of it, put aside your personal view for a moment and join me. Just another fallacy?

Living up to the Promise of eLearning: Closing the Learning-Doing Gap

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?

Twitter for learning

Sticky Learning

The people I follow find links to articles and research that I'd never come across, I can't always find time to read it on the spot so I save many links to my Delicious page (social bookmarking site) for later (and to provide others with access to all the links and sites I've found interesting). Why wouldn't you use Twitter?! I've only been actively participating on Twitter for 4-5 months now. tweet (as @stickylearning ) mainly about learning related topics and follow people who also have learning as their main focus. could attend workshops, but they take time and cost money. rnarchana.

'Scared of first' - why business is resisting new learning.

Sticky Learning

So, why do many businesses not embrace learning approaches that would provide their businesses with real competitive advantages?  10 Reasons. The past I'd like to take you back to where I was 5 years ago. My role was working for Australia's then largest retailer, ColesMyer. managed a team of facilitators whose role was to deliver face-to-face workshops to staff, from entry level, through to senior management. Face-to-face learning was the dominant delivery method with some elearning to deliver generally fact-based knowledge, for example, induction, food safety, OHS and so forth.

The Powerpoint 12 - the slideshow!

Sticky Learning

The first installment provided the written tips, much like many slide presentations you are subjected to - heavy on text. In reality, an actual presentation on this would use these slides with the text from yesterday's post forming much of the basis for what I would be saying. I may, at the end of the session, provide participants with the written version as a reference. My last post was a list of tips for using Powerpoint/Keynote more effectively - The Powerpoint Dozen ! Here is part 2, the slideshow. Below you will find the slideshow of my powerpoint tips, The Powerpoint 12!

The Powerpoint Dozen

Sticky Learning

Provide a separate handout with the details. . Powerpoint/Keynote provide a range of themes to choose from.   My advice is always to use the simpler themes. I use Powerpoint in some of the workshops I run, not all, but when it suits the audience, venue and most importantly learning objectives. have, on the other hand, been a participant where slides have been the 'star'! Slides that contained too much text in colours and sizes that were too hard to read and more bullets than Ned Kelly's last stand! That said, Powerpoint can have its place. Plan your workshop. Story before slides.

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?

There's still a place for Learning 0.0

Sticky Learning

New learning technologies do however provide learning designers with a far greater range of tools and options so that you are better able to tailor learning solutions to the specific needs of both the learner and the organisation.  I've written a range of posts over the last few months that in some way have referred to the rising use of various technologies in workplace learning environments. that is low tech in nature!) I think it is time for a little breather! Without a doubt the emergence of new technologies gives learning professionals a greater range of tools to choose from. Web 2.0

Web 0

Permission Learning - encouraging the informal

Sticky Learning

This describes a situation where the worker has given explicit permission for the business to provide them with the elearning/videos/webinars/etc that the business believes the worker might need and be interested in. Such an idea may work as long as the learning opportunities provided continue to meet the workers' expectations of the brand. I've been a keen reader of Seth Godin's perspectives on marketing (and everything) for a while now. But this morning one of his books caught my eye as I went to sit at my desk - Permission Marketing. So, to informal learning! It's a good point!

The Village of Twitter

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The conclusion, the real difference in children's performance at school over a number of years was not due to 'clever' children learning more during the school year but rather it was due to some children being provided with continued informal learning  by their family during school holidays.  I strongly believe that something similar happens in the workplace. You can add to conversations, provide helpful links/knowledge and feedback to others. In an earlier post on Informal Learning I made the observation that social networks allow people to create their own villages of learning.

Top six business (learning) books of 2009 (so far!!)

Sticky Learning

I've reviewed some of these in others places on my blog, however I'll quickly explain what each book has provided for me (with an emphasis on learning). 6 months of 2009 have already passed me by. Amazon and my local bookstores have been kept pretty busy keeping up with my reading habits and last night I was looking at my bookshelf thinking to myself which books would make a list of the best business books I've read so far this year.  After sleeping on it I came up with a shortlist of around 10, but have cut that down to 6, one for each month so far! Tribes by Seth Godin. Web 2.0

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.

Journal of Learning Design

Sticky Learning

will continue to review articles from past journals that I believe help to alter how we see learning and to provide practical ideas that the average learning designer or facilitator can implement. I have been reading articles lately from the Journal of Learning Design. For those who don't know of the journal, it is a journal that focuses on designing the learning environment to assist the learning process, concentrating on a design focus rather than technology and looking to move beyond a traditional instructional focus. Here is a quote from the article that sums this up for me: ".

Top 3 Reasons for Replacing eLearning Providers

Upside Learning

eLearning eLearning Outsourcing eLearning Providers Replacing eLearning ProvidersThe latest Brandon Hall Report is a revelation for all who are interested in the eLearning outsourcing landscape. It breaks some myths that had so far clouded the path towards outsourcing, one of the popular one was that cost drives eLearning outsourcing. On the contrary the study found that quality, innovation, trust etc. play the […].

5 Ways a Strong Learning Culture Provides ROI

ej4 eLearning

The post 5 Ways a Strong Learning Culture Provides ROI appeared first on. For many companies, investing in training and training resources tends toward two extremes. On one extreme, companies lean towards mediocrity: just enough training to say it got done, with as little money spent as possible. On the other, companies will “chase the shiny,” grabbing every new technology and teaching method that comes down the pike. [.]. eLearning Training & Development Uncategorized corporate learning ROI ROI of corporate training ROI of learning culture the right learning culture

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Providing Education to Medical Facilities Nationwide

JPL Learning

They also provide medical rehabilitation services on a contract basis at nursing homes, assisted living and senior care centers, schools and worksites. The post Providing Education to Medical Facilities Nationwide appeared first on JPL Learning Solutions. Video Interview with Select Medical’s Director of Education and Development,  Lynn Wonsick.

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.

How Are You Providing Performance Feedback in Your eLearning?

eLearning Brothers

You, your organization, and your learners don’t want to spend time—or money—on training that doesn’t provide a solid return. That same model can also serve as a framework for when to provide feedback to your learners. Learning: Throughout the course, designers should use quizzes and interactive content to provide performance feedback. about areas for improvement.