Training trends 2010

Training Trends
From Skill-Building to Sound Bytes

1 – Share 6 trends every learning professional and workplace should know.
W
E
B
I
N
A
R
G
O
A
L
S
2 – Identify the “so what” related to these trend for learners, companies, and learning professionals.

1
The need/demand to compress time
Shift from “training” to “learning”
Shift from F2F to online classroom
“Rapid authoring”
The new blend – formal and informal
Mobile and web
2
3
The six trends I believe are most dramatically changing the workplace and the learning industry
4
5
6

Learning 2.0
HTML5/Flash battle
Touch-screen tablet PCs
Sharepoint fever
CMS systems/open-source software development tools
Changing role of IDs
SMEs as developers
Other trends to attend to….

These trends are Interconnected
Time compression
Rapid authoring
Shift from training to learning
User-generation content
Mobile and web solutions
F2F to online
A new “blend” due to rise of informal

Use Your Chat to share your response:
What’s the biggest change – related to training – that you can think of in our work world in the past 15 years?

Most folks would be pretty quick to say:
Technology. Mobile Phones. Laptops. Telecommuting. Social networks….
However, which came first?
Technologies or the demand for time compression – and budget compression?

Forrester Research, a market research firm that does deep-drill research on a variety of industry topics – including those in learning management/HRM says:
“Employees need to get smarter faster.”

How do we get smarter faster?
Rapid authoring
F2F to online
User-generation content
Shift from training – to helping people learn
A new “blend” due to rise of informal
Mobile and web solutions

So…what are the So What’s of these trends? How do they affect your jobs, learners, and companies, in general?

1
Traditional models need to be revamped; usability data matters.
Remembering is less important than being able to find something.
ID – and the role of instructional designer – have to change
The tech toolbox has to be big.
Many more distractions for learners and IDers to manage
The new blend – formal and informal – only works so well.
The “so what’s” associated with trends.
2
3
4
5
6

Traditional design and delivery methods have to be re-vamped.
Learner expectations are rapidly changing . They want to get to info quickly and be able to scan for what’s important to them. Look at how we consume information today. We looked at these kinds of sites….:
http://www.yahoo.com/
http://espn.go.com/
http://www.cnn.com/
Based on what we saw, we came up with this prototype: Notice there is no “NEXT” button:
http://www.bottomlineperformance.com/eMag/index.html

This is a “compromise” between tradition and exploration.

Mobile Apps Also Offer Ideas

Another Mobile App

Race for Marketshare
High Scores
Increase your share of the marketplace by selling. The more you play, the more territory you can capture.
Play regularly to increase your knowledge and gain technology expertise that helps you sell more..
New Game
Help

Race for Marketshare
Score: 1,515 Round: 2 Question: 1 Time:
Project XYZ is sold by which competitor?
a) ACME
b) BLP
c) TLC
d) PBJ
Lives:
Next
Quit

Traditional design and delivery methods have to be re-vamped.
Finally – we have to get comfortable with 1) rapid prototyping, 2) failing fast, and 3) letting learners figure things out on their own

Consider re-thinking Bloom.
Create
Evaluate
Analyze
Apply
Understand
Remember

Analyze training needs
Design learning solution
Instructional design – and the role of instructional designer – change.
The ADDIE model may be too linear and slow; Gagne’s learning events have to get compressed.
Develop learning solution
Implement solution
Evaluate solution’s effectiveness

Remembering is less important than being able to find.
Google Search, YouTube, Slideshare, blogs, Bing, etc all give us models for quickly finding data/information.
Special interest groups within FB, LinkedIn, and other social networking sites show us the power of being able to ask peers for help as we need it.
Do we have to design training courses – or can we design/develop good resources for helping people find what they need when they need it? (Web MD is a great example)

Instructional design – and the role of instructional designer – change.
We have to stop thinking about “training” and start designing for learning. How can we help people in 5 to 30 minute increments?
People accustomed to Wikipedia, YouTube, Facebook, Twitter, Yahoo, Google, etc. have little to no patience for the NEXT button, static screens, lengthy explanations AND NO CONTROL.
Consider the games I showed you; Mobile phones and the web change everything; design for mobile is completely different than design for a traditional e-course.

Once upon a time…
Experts created
Core Knowledge
Which was taught in hopes of achieving
Business Results

Now…
Expertiseis more widely distributed – and easier to share.

More complexity – not less.
# of tools available for understanding, creating, distributing, and connecting grows DAILY.
Learning designers HAVE to get comfortable with these tools and knowing what’s good for what.

Lots of tools for understanding.

Tools for creating.

Tools for connecting.

Tougher time engaging learners; more distractions.

Unrealistic expectations for “formalizing informal learning”
What does this really mean?

1
The need/demand to compress time
Shift from “training” to “learning”
Shift from F2F to online classroom
“Rapid authoring”
The new blend – formal and informal
Mobile and web
2
3
Review of the “what’s”
4
5
6

1
Traditional models need to be revamped; usability data matters.
Remembering is less important than being able to find something.
ID – and the role of instructional designer – have to change.
The tech toolbox has to be big.
Many more distractions for learners and IDers to manage
The new blend – formal and informal – only works so well.
Review of the “so what’s”
2
3
4
5
6

So…what do you do about the “what’s” and the “so what’s?”

Some Suggestions
Start paying attention to thought leader’s and publications that push emerging ideas/tools:
Tony Karrer, Jane Hart, BLP, Tom Kuhlman
WSJ, Wired, Fast Company
Experiment with – and evaluate – the Learning 2.0 tools that are driving so much change:
LinkedIn, Facebook
Flip cameras/YouTube
Slideshare
Play some simple games; evaluate how you can use them/modify them.

Some Suggestions
Most importantly….realize the power of the web and figure out how to make it easier for people in your organizations to find information WITHIN your company – not just outside it.
Consider custom-built web applications/tools that mimic functionality of a Yahoo site, a YouTube site, a FB.
Realize how powerful user-generated content can be for people.

Thank You
Sharon Boller
sharon@bottomlineperformance.com
www.bottomlineperformance.com/lolblog
www.twitter.com/sharon_boller

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Training trends 2010

by SharonBoller on Jun 24, 2010

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