Improving Organizational Performance using the Experience API

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People are learning everywhere. Modern and natural learning happens on mobile devices, in social networks, on the job, and via formal assessments. It happens on numerous systems, from Yammer and SharePoint to SkillSoft and Khan Academy. Organizations are spending hundreds of thousands of dollars to create this training using old technology standards. As a result, data is stuck in silos and L&D has little to no idea what training is effective or how it impacts business results.

This session provided a brief non-technical overview of the Experience API and showed real-use cases inside organizations. It also covers how to assess organizational readiness, strategic planning, and practical implementation. Participants will acquire the knowledge needed to improve organizational performance using the Experience API.

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Improving Organizational Performance using the Experience API

  1. 1. Improving  Performance  with  Experience  API  (xAPI)    John  Delano  CEO  
  2. 2. How  many  of  you…  …have  a  comfortable  knowledge  of  xAPI?    …have  employees  using  social,  informal,  and  mobile  learning  tools?    …get  meaningful  analysis  about  learning?    …feel  limited  with  your  current  learning  system?    
  3. 3. Agenda  •  Assessing  organizaHonal  readiness  for  xAPI  •  Planning  for  the  xAPI  ecosystem  •  Analyzing  learning  data  through  models  •  GeJng  started  implemenHng    xAPI  ecosystem  
  4. 4. INDUSTRY  CHALLENGE  
  5. 5. Wave  of  Change  •  Employees  learning  everywhere    •  ShiMing  to  a  Performance  Support  model    •  Mobile  is  the  “go-­‐to-­‐tool”  for  informaHon  
  6. 6. Yammer,  CommuniHes  &  Chat  Instructor  Led  Training  Online  Training  DocumentaHon  (SharePoint  or  Intranet)  Virtual  Classroom  Email  Webinar  Coaching  Peer-­‐to-­‐Peer            TwiWer  and  Text  Youtube  Web  Searches  (Google  and  Bing)  Learning  Experiences  Everywhere  
  7. 7. Learning  Leader  Challenge  •  Can’t  see  90%  of  employee  learning  experiences  •  Data  stuck  in  silos  •  Measuring  effecHveness  and  analysis  is  difficult  Learning  Management  System  
  8. 8. XAPI  ECOSYSTEM  
  9. 9. What  is  xAPI  “The  Experience  API  is  an  e-­‐learning  soMware  specificaHon  that  allows  learning  content  and  systems  to  speak  to  each  other  in  a  manner  that  records  and  tracks  all  types  of  learning  experiences”.    
  10. 10.  Part  1  -­‐  The  xAPI  Statement  [Something]  says  that  [I]  [did]  [this]  in  the  context  of  [  _____  ]  with  result  [  _____  ]  on  [date]*.  [Something]  says  that  [I]  [did]  [this]    Can  include  instructor,  groups,  team,  geographies,  and  much  more.  
  11. 11. Part  2  -­‐  Learning  Record  Store  •  A  Learning  Record  Store  (LRS)  is  a  repository  for  learning  records  (statements)  
  12. 12. Authoring  Tools  
  13. 13. AcHvity  Providers  
  14. 14. Systems  in  the  Workflow  
  15. 15. Statement  Generators  15  AcHvity  Providers  Authoring  Tools  Workflow  Systems  LRS  xAPI  Statement  
  16. 16. ?????????  16  
  17. 17. XAPI  USES  TODAY  17  
  18. 18. E-­‐books  18  
  19. 19. SimulaHons  19  
  20. 20. Mobile  Learning  Apps  20  
  21. 21. Third  Party  Courses  21  
  22. 22. Videos  22  hWp://changethis.com/  
  23. 23. Bookmarklets  23  
  24. 24. FUTURE  24  
  25. 25. Predict  Learner  Success  25  
  26. 26. Personal  Learning  RecommendaHons      26  
  27. 27. BENEFITS  TO  LEARNING  LEADERS  27  
  28. 28. Dashboard  for  Learning  AcHviHes  28  
  29. 29. Connect  to  Measurement  Tools  29  
  30. 30. Analyze  Content  Efficiency    30  
  31. 31. ?????????  31  
  32. 32. ORGANIZATIONAL  READINESS  32  
  33. 33. OrganizaHonal  Purpose?  A.  L&D  creates  and  delivers  training  B.  L&D  is  for  performance  support    33  or  
  34. 34. OrganizaHonal  Beliefs?  A.  e-­‐Learning  courses  are  the  primary  place  for  learning  B.  Blended  experiences  are  “must  have”  for  learning    34  or  
  35. 35. OrganizaHonal  Beliefs?  A.  One  size  fits  all  for  mass  learning  B.   Personalized  learning  is  important  35  or  
  36. 36. OrganizaHonal  Current  State?  A.  Learning  happens  in  a  single  locaHon  or  system  B.  MulHple  devices,  systems,  and  tools  are  supported  places  for  learning  36  or  
  37. 37. OrganizaHonal  Measurement?  A.  Learning  acHviHes  do  not  have  to  connect  with  business  outcomes  B.  Learning  acHviHes  should  connect  with  business  outcomes  37  Or  
  38. 38. Personal  Readiness?  A.  Things  are  ok  the  way  they  are  B.  I’m  eager  for  a  change  38  
  39. 39. Confucius  Says…  All  A’s  “Do  not  impose  on  others  what  you  do  not  desire”    More  A’s  than  B’s  “It  does  not  ma@er  how  slowly  you  go  as  long  as  you  do  not  stop”    More  B’s  “Wheresoever  you  go,  go  with  all  your  heart”  39  
  40. 40. PLANNING  FOR  XAPI  
  41. 41. Mobile  Phone  Company  •  Seat  at  the  table  •  Change  the  conversaHon  •  Focus  on  behaviors  •  Measure  Success  “High  5”  
  42. 42. Ask  Ourselves  •  What  behaviors  do  top  performers  exhibit?  •  Can  we  quanHfy  the  behavior  change?    •  What  impact  will  training  have  on  sales?  •  Where  do  we  get  all  the  data?    
  43. 43. Answer  ExecuHve  QuesHons  •  How  ready  is  my  sales  force?    •  Will  training  increase  my  sales?    •  What  are  my  top  performers  doing?  
  44. 44. “High  Five”  Outcome  •  Greet  a  customer  •  Ask  probing  quesHons  •  Recommend  a  soluHon  •  Ask  for  the  sale  •  Support  the  sale    13%            Sat  Survey    8%              Sales  15%            Returns  Business  Outcome  =  $$$$$$$$$  Personal  Outcome  =  Seat  at  the  table!  
  45. 45. ANALYSIS  MODELS  
  46. 46. User  Knowledge    What  does  a  employee  know  (e.g.  specific  skills  and  concepts  or  procedural  knowledge)?  
  47. 47. User  Behavior    What  students  are  on/off  task?    
  48. 48. User  Experience  Are  students  saHsfied  with  the  learning  experience?    
  49. 49. Profiling  What  groups  do  users  cluster  into?    
  50. 50. Domain  What  is  the  correct  level  at  which  to  divide  topics  into  modules  and  how  should  these  modules  be  sequenced?    
  51. 51. PredicMve  Who  is  likely  to  succeed  or  fail?    
  52. 52. Learning  Components  What  quesHons  have  a  stronger  correlaHon  to  success?      
  53. 53. Trends  What  changes  over  Hme  and  how?  
  54. 54. SOURCES  OF  DATA  
  55. 55. Yammer,  CommuniHes  &  Chat  Performance  Outcomes  Online  Training  DocumentaHon  (SharePoint  or  Intranet)  Virtual  Classroom  Email  Webinar  Third  Party                        Self  ReporHng            TwiWer  and  Text  POS  Surveys  Sources  of  Data  
  56. 56. ?????????  56  
  57. 57. IMPLEMENTATION  57  
  58. 58. Steps  to  GeJng  Started  1.  Commit  to  a  performance  support  model  2.  IdenHfy  sources  of  employee  learning    3.  Start  small,  prove  the  model,  and  expand  over  Hme  4.  Iterate  what-­‐who-­‐how  you  are  analyzing    58  
  59. 59. SelecHng  a  LRS  •  Levels  of  FuncHonality  – Basic  aggregaHon  of  data  – Standard  reporHng    – Advanced  analysis  •  Within  an  LMS  or  Independent?  – FuncHon  – Pricing    •  SoMware  as  a  Service  (SaaS)  or  installed  59  
  60. 60. Resources  Advance  Distributed  Learning  (ADL)  – www.adlnet.gov/tla/experience-­‐api    Saltbox  Services  – www.saltbox.com    RusMci  SoRware  – www.Hncanapi.com  60  
  61. 61. Contact  Info  •  John  Delano    – john.delano@saltbox.com  – @johndelano  – @saltboxservices    61  

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