Learning organization capabilities needed now: no longer managing curricula, now managing employee journeys
People
ENABLERS
People teaching people: the sign of a strong company is people helping others
Micro + Macro
On-demand
Video
Mobile first
Repetitive
Technology tools
Social/peer created
Learner Experience
Mobile-first
VR/AR
Personalized recommendations
Community/social network
Super simple
Interactive
Curated from multiple sources (PGC + UGC); (from within organization + from respected experts)
Process and approaches
In flow of work
Streamlined, save time, reduce time to find
Constantly challenged yet capable of moving up the learning curve
New learners: structured learning (macro)
More advanced learners: unstructured learning (micro)
Micro-learning approaches
Macro-learning approaches
Micro-learning approaches: retention of operational knowledge: using adaptive learning to refresh and remind people of what they need to know
Practice: repetition is not enough; practice is needed to reinforce and solidify retention
Add peer feedback for quick engagement
Ex: MOOCs, lengthy and in-depth courses to get someone up to a level of comfort and effectiveness
Best for new learners or people entering into new roles
Mentorships
Coaching
Developmental assignments
Peer coaching
Exposure
PLATFORMS
What's next: Learning experience platforms - LXP Learner-centric portals that allows you to curate and publish content of any type from any source
content curation
personalized search
Learning
Albert Bandura's Social Learning Theory: Most human behavior is learned observationally through modeling
- Motivation: Having a good reason to imitate this new skill or behavoir
Learning motivation: the 'why' of the activity - giving people a good reason to do something
Attention: grab learners attention
Humor: small amount is good
Incongruity and conflict
Specific examples: storytelling, visuals, etc.
Inquiry, problems to solve: eg brainstorming
Relevance: use concrete language and examples
Experience: using existing skills
Present worth: what will the subject do for me today?
Future usefulness: what will this do for me tomorrow?
Needs matching: achievement, risk taking, power, affiliation
Modeling: be what you want them to do!
Choice: allow learners to choose own method
Confidence
Self-efficacy - help learners see their likelihood for success
Awareness of performance requirements and evaluation criteria from the start
Gamification
Leaderboards
Microcredentialing
Skills certification
Peer feedback on projects
Project-utilized
engaging people
Satisfaction
Allow for meaningful success
Feedback
Growth: allow for small steps of growth
Learner control: learners should believe that their success is a direct result of the amount of effort they have put forth
Rewarding or satisfying learning
Opportunities to use knowledge in a real setting makes learners feel that the new skill is useful or beneficial
Feedback and reinforcement lead to satisfying results
Do not over-reward easy tasks
Variability: variety of methods in presenting material
- Attention: Paying attention to the peer or model and the behavior they exhibit
- Retention: Recalling the new knowledge or behavior
- Reproduction: Modeling or imitating this new skill or behavior
Active participation: games, role play, engagement
Learning engagement: the 'what' of the activity - making sure that the experience itself is enjoyable, challenging, and engaging
The future of learning: Social Learning
Attention
Curiosity
Interest
Passion
Use a mix of positive, negative, internal and external incentives
Incentives
usually external, but some incentives can trigger internal rewards
Use rewards appropriately
Rewards
external: monetary/non-monetary; positive/negative
internal: feelings of accomplishment, community, or autonomy
Result of the behavior
Offered before the action takes place
external incentives can REDUCE motivation because it puts the focus on the outcome instead of the activity
Give a strong reason: a good WHY
Show the value of the learning program to each person, personally
Add to percieved value through contribution: need to pay or use own free time, made exclusive, limited enrollment, etc.
Metrics-focused case studies of success
Build motivation:
Build engagement
Good content, enough content, variety of content
Right level of difficulty
Use good learning design principles: learner-centric, interactive, clear objectives and explanations, variety in media and activities
First impression important: keep logistics smooth, pace flowing
Use tech/platform that is fun and easy to use
ways to motivate
prize or benefit
CONTENT CREATION TOOLS
Strategic
Experience leadership
Experience management/architecture
Tech tools & leadership
Core
Data analysis + data-driven experiences
Content curation
Experience design
Branding & communication
DATA
User experience/interface design
learning pathways
learning aggregation platforms
content libraries: Udacity, EdX
AI-based analysis and learning tools
gamification environments
virtual reality systems and products
Cloud-based authoring tools
xAPI is new technology standard: tracks interactions with learning systems: when, how much time, what asset
Devices
Culture
Social tools: Youtube, douyin, etc.
EXPERIENCE
Collaboration tools
Mentoring/coaching platforms
Wechat (or other social chat)
ENVIRONMENT
Online-live video tools
Mobile platforms
Learning marketplaces
EXPOSURE
Social networks
Blogs
Content marketing
Social learning platforms
EDUCATION
LMS: learning management systems
Reporting & analytics tools
MOOCs
Virtual classroom platforms
ebooks
Podcasts
Saas hosting for video content (wistia) and creation (soapbox)
Use meta-data to give better search
micro-learning platforms (adaptive)
program delivery platforms
Slack
LMS and content platforms
OKP apps (China)
Chatbots
AI-powered content creation
AI search by chat and feeds
Repetition and re-inforcement
Tools
Peer coaching platform: Imperative