Learning & development June 2014

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Half day open training event held in Toronto in Canada for learning & development (L&D) and training professionals on recent developments in their field.

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Learning & development June 2014

  1. 1. Learning & development during the second half of 2014 by Toronto Training and HR June 2014
  2. 2. CONTENTS 3-4 Introduction 5-6 Personality types 7-8 User design 9-10 Gamification 11-12 Project management 13-14 Listening 15-16 Cultural intelligence 17-18 Generational differences 19-20 Ways to unlock curiosity 21-24 Considerations for mobile learning 25-26 Rationale for mobile learning 27-28 Effectiveness of mobile learning 29-30 Mental models for mobile learning 31-32 Keys for user adoption of mobile learning 33-34 Successful virtual learning initiatives 35-36 Micro learning 37-38 Experiential learning styles 39-40 Build an active learning culture 41-42 Use pull learning to increase agility 43-44 Make e-learning effective 45-46 Forms of informal learning 47-48 Case studies 49-50 Conclusion, summary and questions Page 2
  3. 3. Page 3 Introduction
  4. 4. Page 4 Introduction to Toronto Training and HR Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking 15 years in training and human resources Freelance practitioner since 2006 The core services provided by Toronto Training and HR are: Training event design Training event delivery HR support with an emphasis on reducing costs, saving time plus improving employee engagement and morale Services for job seekers
  5. 5. Page 5 Personality types
  6. 6. Personality types • Preferences • Broad interest patterns Page 6
  7. 7. Page 7 User design
  8. 8. User design • Definition • When is it appropriate? Page 8
  9. 9. Page 9 Gamification
  10. 10. Gamification THREE PSYCHOLOGICAL NEEDS • Related • Autonomous • Competent Page 10
  11. 11. Page 11 Project management
  12. 12. Project management • Start • Plan • Administer • Develop • Engage • Stop Page 12
  13. 13. Page 13 Listening
  14. 14. Listening • Attributes of active listening • Ways of improving one’s listening skills Page 14
  15. 15. Page 15 Cultural intelligence
  16. 16. Cultural intelligence • Definition • Cognitive cultural intelligence • Metacognitive ability Page 16
  17. 17. Page 17 Generational differences
  18. 18. Generational differences • Behavioural difference • Demographic difference • Sources of conflict between people in their 20s and people in their 50s Page 18
  19. 19. Page 19 Ways to unlock curiosity
  20. 20. Ways to unlock curiosity • Relinquish control • Jettison judgement • Expect surprises from every party • Gag the ‘fix it’ reflex • Embrace ignorance • Woo the cue Page 20
  21. 21. Page 21 Considerations for mobile learning
  22. 22. Considerations for mobile learning 1 of 3 • Is this individual a good candidate for mobile learning? • Have you established your objective? • Remember that mobile learning is not e-learning on a mobile device • Mobile learning is not always the right choice • Build in time for testing Page 22
  23. 23. Considerations for mobile learning 2 of 3 • Don’t arbitrarily add bells and whistles • Is the information credible, reliable and in the right format for accessibility? • Is this a web or native solution? • Do your research • Can your pilot be measured and evaluated? Page 23
  24. 24. Considerations for mobile learning 3 of 3 USER INTERFACE DESIGN • Feedback • Tasks relevance and consistency • Exploration and guidance • Uniformity • Efficiency of use • Minimalist design • Initial value • Test on real devices Page 24
  25. 25. Page 25 Rationale for mobile learning
  26. 26. Rationale for mobile learning • Disintermediation defence • Distribution channel • Financial rationale • Effectiveness play Page 26
  27. 27. Page 27 Effectiveness of mobile learning
  28. 28. Effectiveness of mobile learning • Availability • Scope • In situ learning • Learner control Page 28
  29. 29. Page 29 Mental models for mobile learning
  30. 30. Mental models for mobile learning • Trainer control model • Building for the ages model • University model Page 30
  31. 31. Page 31 Keys for user adoption of mobile learning
  32. 32. Keys for user adoption of mobile learning • Communication • Design • Engagement • How do employees learn? Page 32
  33. 33. Page 33 Successful virtual learning initiatives
  34. 34. Successful virtual learning initiatives • Definition • Setting the stage for success • Prepare people Page 34
  35. 35. Page 35 Micro learning
  36. 36. Micro learning • Definition • Relevant analogies • Work management tools • Common issues with micro learning in a learning & development strategy Page 36
  37. 37. Page 37 Experiential learning styles
  38. 38. Experiential learning styles • Divergent learning style • Accommodative learning style • Assimilative learning style • Convergent learning style Page 38
  39. 39. Page 39 Build an active learning culture
  40. 40. Build an active learning culture • Set up learning environments and systems that are personally motivating • Look for systems that have push and pull • Reward and recognize people for building the organization’s learning culture Page 40
  41. 41. Page 41 Use pull learning to increase agility
  42. 42. Use pull learning to increase agility • Video channels • Intelligent recommendations • Mobile learning • Learning demand planning Page 42
  43. 43. Page 43 Make e-learning effective
  44. 44. Make e-learning effective • Multimedia • Interactive • Keeping things brief • Tell a story • Give a reward Page 44
  45. 45. Page 45 Forms of informal learning
  46. 46. Forms of informal learning • On-demand • Social • Embedded Page 46
  47. 47. Page 47 Case studies
  48. 48. Case studies Page 48
  49. 49. Page 49 Conclusion, summary and questions
  50. 50. Page 50 Conclusion, summary and questions Conclusion Summary Videos Questions

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