Alexa - "Ask Gary Wise about the PDR Model" LinkedIn: Gary Wise - Human Performance Outfitters, LLC Training Magazine Network: Discussion Group - "PDR Model" Email: gwise@mycagroup.com Phone: (317) 437-2555 Website: www.mycagroup.com

1. Using the
PDR Learning Continuum
to Support Work Context
Gary Wise
Chief Learning Architect
MYCA Multimedia & Learning Solutions
Founder/Principal
Human Performance Outfitters, LLC
gwise@mycagroup.com
(317) 437-2555
1

2. My Background and…
 30+ years in Learning Industry
 12 years @ Director and above
 Training – Sales, Client Ed., HR/L&D, Mfg., & Healthcare
 Learning Strategy Consultant & Performance Consultant
 4-LMSs…3-Virtual Classrooms…Web 2.0 & Learning 2.0
 Design of Learning Technology Road Maps
 Obsessed by the concept of Learning Ecosystems
 PDR/Work Context Matrix Worksheet et
2

3. What Are We Really Selling?
Knowledge &
Skills Transfer
Or…
Building Capacity &
Sustaining Capability
3

4. Days of Our Lives
How many hours do you think average knowledge
workers spend in formal Learning/Training
each year?
0 – 25 hours
26 – 50
51 – 75
76 – 100
101+

5. Learning Resource Imbalance?
Are we spending the right amount of resources
… on the wrong learner context?
Knowledge Worker’s time spent in Formal Learning
Average 100 hrs/yr out of 2,080 working hours
+/- 5%
If learner’s are not in training,
they must be at work… in their
Formal WORK CONTEXT
Learning
Informal
Learning Knowledge Worker’s time NOT spent in Formal Learning
+/- 95%
Source: Josh Bersin comment on “Future of Business of Learning” – July 23, 2009

6. Just Throw Money
What percentage of training budgets/resources
does your organization allocate annually to formal
Learning/Training? (Not sure?...Guess)
0 – 20 %
21 – 40%
41 – 60%
61 – 80 %
81 – 100 %

7. Learning Resource Imbalance?
Are we spending the right amount of resources
… on the wrong learner context?
Current resource
allocations up to
Knowledge Worker’s time spent in Formal Learning
80% on average Average 100 hrs/yr out of 2,080 working hours
goes to formal learning
+/- 5%
If learner’s are not in training,
they must be at work… in their
Formal WORK CONTEXT
Learning
Informal
Learning Knowledge Worker’s time NOT spent in Formal Learning
+/- 95%
Source: Josh Bersin comment on “Future of Business of Learning – July 23, 2009

8. Learning Ecosystem
Expanded “Design-Think”
FORMAL INFORMAL
LEARNING Plus LEARNING
Environment Environment
LEARNING
MOMENTS
of NEED !!!
Discovery focus… Discovery includes…
KNOWLEDGE & SKILL Plus ATTRIBUTES of
WORK CONTEXT
WORK CONTEXT
Desired Outcome… Desired Outcome…
SUCCESSFUL Plus FLAWLESS
TRANSFER PERFORMANCE

9. Learning Moments of Need (5)
…confronted by every learner
FORMAL LEARNING
1. Learning something for 1st time • Classroom / Virtual ILT
• On-line Training
• Webinar / Virtual Workshop
2. Learning more of something
• Blends of any or all…
INFORMAL LEARNING
WORK CONTEXT
3. Trying to remember/apply • Performer Support
• Job Aids (PSOs) Quick Ref. Guides
• Coaching / Mentoring Guides
• Knowledge Bases
4. When things change • Best Practice Repositories
• FAQs
• Collaboration
• Communities of Practice
5. When something goes wrong – • Social Media – Blogs/Wikis/Messaging
• Access to SMEs – Help Desk
“break/fix” Conduit TecKnowledgy 2007
Copyright
Used with Permission from Bob Mosher
& Dr. Conrad Gottfredson

10. You Wanna Know What ???
What percent of knowledge is retained one month
following a formal Learning/Training event?
0 – 20 %
21 – 40%
41 – 60%
61 – 80 %
81 – 100 %

11. Learning Retention
…critical to performance in WORK CONTEXT
WORK CONTEXT
100%
80% INFORMAL LEARNING
Performer Support Impact
60% 58%
40% 33%
Classroom Learning Retention
20% 15%
0%
30 48 Time after course completion 3
Min Hrs. Weeks
Used with Permission from Bob Mosher
Source: Research Institute of America
Copyright Conduit TecKnowledgy 2007

12. ECOSYSTEM Attributes
Specific to “Learning Moments of Need”
• Physical location of learner/stakeholder(s)
• Proximity to (& within) the workflow
SPACE • Urgency related to flawless performance
• Business Risk related to flawless execution
• Most compelling mix of medium, mode, &
transport venue
MEDIA • Work Context-friendly amount
• Readily consumable format
Influenced by SPACE
• Most effective & efficient application of
learning “systems” & business technology
SYSTEMS
• Search, accessible, connectivity, security
Influenced by SPACE & MEDIA

13. PDR Learning Continuum
PREPARE 5% DEPLOY
(Theory - Fact - Concept ) (Hands-On Application)
Create Learner Readiness Transfer Knowledge & Skills
Pre-requisite Assignments Experiential Learning – ILT & online
Intro Flow/Tools & Support Objects Scenario-based Simulations - Labs
Preparatory Activity Utilize Tools in Safe Environment
REINFORCE
(Implementation - Routinization) 95%
Shift Emphasis to Performer Support
“Just-in-Time” Learning – Job Aids, Quick Reference, Support Objects
Coaching / Mentoring – Help Desk & SME Support, REALITY BYTES TM
Collaboration – Communities of Practice – Social Learning – Blogs/Wikis
Harvest – Best Practice – User-Generated Content – ID Top Guns
Build Knowledge – FAQs – Best Practices – Blogs/Wikis
Seek Feedback – Relevance/Usability Rating & Ranking – Track Usage
Learning Spans the Entire
ECOSYSTEM
SPACE – MEDIA – SYSTEMS

14. Scope of Ecosystem
Vendors
Resellers
5% MKTG
SALES
Suppliers
DIST Colleges
SERVICE
MFG
Clients
IT Customers
HR
FIN

15. Ain’t Tellin’…
What’s your opinion of the ADDIE design model?
- Great! A solid structure to support linear design
- I’d rather have my teeth cleaned than use ADDIE
- ADDIE died in the 2000’s, maybe earlier…
- It depends, sometimes it is useful
- Who is ADDIE?

16. Impact to Instructional Design
…expanded DISCOVERY leads to ITERATION
D ..... A D D I E
Discovery Analysis Design Develop Implement Evaluate
DISCOVERY
S Y S T E M S
E
A
P R E P A R E
(Theory – Fact – Concept)
C
I
5%
D E P L O Y
D
A
(Hands-On Application)
E
P
R E I N F O R C E 95%
(Implementation – Routinization)
M
S

17. Work Context = “New Classroom”
Work Context L E A R N I N G C O N T I N U U M
Attributes Prepare Deploy Reinforce
Space Space Space Space
Stakeholders Learner Learner & Instructor Learner-Boss-Help Desk
Physical Location Mobile – In their car Hotel – Corp office Mobile – Both @ Corp ofc
Where in Workflow Between client visits Scheduled ILT event During sales activity
Urgency & Risk Low/Minimal Low/Minimal High/Potential revenue risk
Media Media Media Media
Medium/Mode/Venue Podcast - Workflow Synchronous - Virtual Synch Feedback & Asynch
Authoring Tool(s) Audacity - Visio PowerPoint SnagIt/Word (PDF)
Re-Use/Re-Purpose Streaming archive Embedded PSOs Download PSO (Mobile)
Object Granularity 15-minute podcast Process-step chunks PSO-level w/ push & pull
Systems Systems Systems Systems
End-User Devices MP3 capable device Laptops Smart Phone, Laptops, & VC
Delivery Systems Streaming server Virtual Classroom VC LMS (pull)-EPSS (push/pull)
Network Access Broadband cellular Broadband/Wireless Broadband cellular/Wi-Fi
Access to Content Direct email link LMS ID & Password Network ID & password
Utilization Tracking Return-receipt LMS & Test Tool Relevance & Feedback
Learning ECOSYSTEM Using a Learning Continuum

18. You Want Me To Do WHAT???
In your opinion, which of the following stakeholder groups:
- Are the FIRST 2 GROUPS to accept the PDR Model?
- Are the LAST 2 GROUPS to accept the PDR Model?
- Learners – Knowledge Workers
FIRST
- Client Managers/Departmental Leadership
- Organizational Leadership (Senior Level)
- Training Managers/Training Leadership
LAST
- Instructional Designers & Developers
- Vendors/Contractors

19. CHANGE - Put on your “Sales Hat”
Fortress Training Client Picnic
VS.
• Minimize Threats/Leverage Opportunities • Stipulate training role – “Yes, and…”
• Sell & lead increments of CHANGE • Define tangible performance outcomes
• Start with expanded discovery • Emphasize performance in work context
• Prepare to move outside of training comfort zone • Sell “sustained capability”
and go downstream with informal learning
• “Localize” alignment to their mission
• Build performance consulting competencies,
• Be prepared to prove sustainability
Learn 2.0 methods & Web 2.0 technology
• Get a testimonial

20. Related Blog Posts
Living in Learning – http://gdogwise.wordpress.com/
• EPSS: When Change Overruns Competency
• Velocity of Business Changing the Training Game
• Selling Change to Training – Please! Hurry!
• Work Context is Ground Zero for Expanded Role of Training
• PDR Design Model Supports Shift to Learning Design in the
Work Context
• The Learning Continuum – Using the PDR Design Model
• Harvesting Learning’s Fruit: A Downstream Training Investment
• Work Context: The New Classroom TrainingMagNetwork.com
Discussion Group

21. Contact Options
Gary Wise
gwise@mycagroup.com
(317) 437-2555
Twitter: gdogwise
Blog: Living in Learning - http://gdogwise.wordpress.com/