Continuous Embedded Learning - Assocation for Talent Development 2018
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The document discusses the shift from traditional instructional design to experience design for continuous learning in the workplace, emphasizing the need for learning to be relevant and integrated into daily tasks. It debunks common learning myths and highlights the importance of embedding learning within organizational processes to improve effectiveness. Additionally, it showcases technology's role in enabling these changes through various innovative approaches such as augmented reality and gamification.
Continuous Embedded Learning - Assocation for Talent Development 2018
- 1. CONTINUOUS LEARNING USING TECHNOLOGY TO EMBED LEARNING IN WORK
- 2. AGENDA • Modern Learning Myths & Impact on Work L&D Approaches • From Instructional Design to Experience Design • Changing Linear Approaches to be Continuous • Experiential Learning Processes + New technologies • How Continuous Learning Leads to Behavior Change • Small Steps You Can Take NOW
- 3. COMMON LEARNING MYTHS People are either dominantly analytical (and left brained) OR more creative (and right brained). #1
- 4. COMMON LEARNING MYTHS After early childhood the trajectory of human development is deemed to be more or less fixed. #2
- 5. COMMON LEARNING MYTHS Best learning occurs in an isolated environment where people are removed from their day to day concerns (work) #3
- 7. DELIVERY APPROACHES EFFECTIVENESS OF TRAINING BY TYPE 0 25 50 75 100 REPEATED& PERFORMED REPEATED SAW&HEARD SAW HEARD READ
- 8. POST-DELIVERY RETENTION HOW DO WE REINFORCE THESE CONCEPTS?
- 9. POST-DELIVERY RETENTION number of key actions taken (of 50)
- 10. SHIFTING APPROACH 0 25 50 75 100 77% 53% 32% 2009 2012 2015 INSTRUCTOR LEAD TRAINING VIRTUAL INSTRUCTOR LEAD TRAINING ONLINE SELF - STUDY ON THE JOB COLLABORATION
- 12. INSTRUCTIONAL VS EXPERIENCE DESIGN ‣ “Learning departments need to reorient from what they’re trying to teach to where these things show up in the work.” ~ Harvard Business Review ‣ “The central idea — shifting from instructional design to experience design — is profound and important. In today’s always-on, distracting work environment, people simply don’t take the time to learn unless it feels relevant and it’s embedded in the work. ~ Josh Bersin, Deloitte
- 13. INSTRUCTIONAL VS EXPERIENCE DESIGN 1.Understanding the Problem 2.Data / Experience to support Requirements 3.Define Learning Approach 4.Iterative Feedback and Adjustment 5.Operationalize
- 14. INSTRUCTIONAL VS EXPERIENCE DESIGN - CASE STUDY
- 15. LINEAR VS CONTINUOUS HAVE TRADITIONALLY THOUGHT OF CAREER PATHS AS LINEAR, BUT HOW EMPLOYEES SEE CAREER PATHS TODAY IS ANYTHING BUT LINEAR
- 16. LINEAR VS CONTINUOUS HAVE TRADITIONALLY THOUGHT OF PERFORMANCE MANAGEMENT AS LINEAR, BUT HOW EMPLOYEES WANT FEEDBACK IS CONTINUOUS
- 17. LINEAR VS CONTINUOUS CASE STUDY - REDDIT PERFORMANCE CONVERSATIONS WERE INEFFECTIVE, OFTEN BECAUSE PAY GOT IN THE WAY SEPARATED PAY & PERFORMANCE WENT TO LIGHTWEIGHT, STRUCTURED CONVERSATIONS
- 18. TECHNOLOGY TO ENABLE EMBEDDED LEARNING AUGMENTED REALITY GAMIFICATION ARTIFICIAL INTELLIGENCE MOBILE TECHNOLOGIES