Please enable JavaScript.

Coggle requires JavaScript to display documents.

Learning in the flow of work (Learner Experience (Mobile-first, VR/AR,…

- - - - 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
        
        engaging people
        
        learning pathways
        
        learning aggregation platforms
        
        content libraries: Udacity, EdX
        
        AI-based analysis and learning tools
        
        gamification environments
        
        virtual reality systems and products
        
        micro-learning platforms (adaptive)
        
        program delivery platforms
        
        LMS and content platforms
      - CONTENT CREATION TOOLS
        
        Cloud-based authoring tools
        
        Social tools: Youtube, douyin, etc.
        
        Saas hosting for video content (wistia) and creation (soapbox)
      - DATA
        
        xAPI is new technology standard: tracks interactions with learning systems: when, how much time, what asset
        
        Use meta-data to give better search
      - EXPERIENCE
        
        Collaboration tools
        
        Mentoring/coaching platforms
        
        Wechat (or other social chat)
        
        Slack
        
        Chatbots
      - ENVIRONMENT
        
        Online-live video tools
        
        Mobile platforms
        
        Learning marketplaces
        
        OKP apps (China)
      - EXPOSURE
        
        Social networks
        
        Blogs
        
        Content marketing
        
        Social learning platforms
      - EDUCATION
        
        LMS: learning management systems
        
        Reporting & analytics tools
        
        MOOCs
        
        Virtual classroom platforms
        
        ebooks
    - - AI-powered content creation
        
        Wildfire
        
        Volley
      - AI search by chat and feeds
- - - - 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
- - - - Learning motivation: the 'why' of the activity - giving people a good reason to do something
        
        ARCS Model of Motivational Design (Keller):
        
        Attention: grab learners attention
        
        Humor: small amount is good
        
        Incongruity and conflict
        
        Specific examples: storytelling, visuals, etc.
        
        Inquiry, problems to solve: eg brainstorming
        
        Variability: variety of methods in presenting material
        
        Active participation: games, role play, engagement
        
        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
        
        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
        
        Satisfaction
        
        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
        
        Use a mix of positive, negative, internal and external incentives
        
        Incentives
        
        usually external, but some incentives can trigger internal rewards
        
        Offered before the action takes place
        
        external incentives can REDUCE motivation because it puts the focus on the outcome instead of the activity
        
        ways to motivate
        
        Use rewards appropriately
        
        Rewards
        
        external: monetary/non-monetary; positive/negative
        
        internal: feelings of accomplishment, community, or autonomy
        
        Result of the behavior
        
        prize or benefit
        
        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:
  - - - 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