Cets 2014 rosenheck using mobile technology

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See how an organization used mobile devices to enable short, frequent, asynchronous, targeted coaching interactions—or nano-coaching

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  • Start with two stories – SSA formal --- Quadel - informal

    How many are responsible for complex skills?

    What are the goals, outcomes for learning?

  • Add other variations – Jay Cross, Jarche, others.
  • Embedded Learning
    Informal
    Learning is becoming inseparable from work –
    in our knowledge society – change is the norm –
    always new and better ways – information explosion.
     
    EPSS – Gloria Gery in the early 90’s
    “Enable people to do more than they know how to do.”
     
    Now more feasible – user generated content – wikis, rate on usefulness, more accessible technology.
    Even simple help system
    Searching Google.
     
    SMN – SME - Subject matter Network – coined last year by Mark Oehlert .
    Connect to people who have the answers –
    Twitter – Grainger yammer
    How many are using Twitter now? Raise you smart phones
  • Do you think this makes sense for learning in your situations?
    Do any of you do anything like this?
  • Why? What are the challenges? What is difficult?
  • Tanya – visuals will be cleaned up
  • Embedded Learning
    Informal
    Learning is becoming inseparable from work –
    in our knowledge society – change is the norm –
    always new and better ways – information explosion.
     
    EPSS – Gloria Gery in the early 90’s
    “Enable people to do more than they know how to do.”
     
    Now more feasible – user generated content – wikis, rate on usefulness, more accessible technology.
    Even simple help system
    Searching Google.
     
    SMN – SME - Subject matter Network – coined last year by Mark Oehlert .
    Connect to people who have the answers –
    Twitter – Grainger yammer
    How many are using Twitter now? Raise you smart phones
  • Cets 2014 rosenheck using mobile technology

    1. 1. Client logo Marty Rosenheck, Ph.D., CPT Chief Learning Strategist mrosenheck@CognitiveAdvisors.com www.CognitiveAdvisors.com @mbr1online TM Using Mobile Technology to Make On-the-Job Learning & Coaching Practical Chicago eLearning & Technology Showcase 2014 August 5, 2014 ©2014 Cognitive Advisors LLC All Rights Reserved
    2. 2. Focus on Results 2 Errors and Rework Customer Satisfaction Speed to Proficiency V A L U E ©2014 Cognitive Advisors LLC All Rights Reserved
    3. 3. 3 The 70:20:10 Framework Eichinger & Lombardo – Center for Creative Leadership ©2014 Cognitive Advisors LLC All Rights Reserved
    4. 4. On–the-Job Learning Nano- Coaching Mobile Technology
    5. 5. 5 On-the-Job LearningProficiency Time (Gradually increase task difficulty and decrease scaffolding/support) ©2014 Cognitive Advisors LLC All Rights Reserved • Decide: - Next Learning Goal - What to Change • Prepare • Mini-tutorial • Modelling • Ask someone • Lookup in Knowledge Base • Job Task • Simulation • Observation • Performance Support • Scaffolding • Guidance at Teachable Moment • Articulate • Lessons Learned • Analyze Data • Coaching • Social Media • Comm. of Practice • Peer Review • Portfolio Skill or Competency
    6. 6. 6 Your Experience? Manager as Coach?
    7. 7. 7 • Short Interactions • Targeted • Mobile Tech Enabled • Coaching Support • Coaching Network Nano-Coaching ©2014 Cognitive Advisors LLC All Rights Reserved
    8. 8. Coaching vs. Nano-Coaching Traditional Workplace Coaching Tech Supported Nano-Coaching Long sessions Very short interactions Infrequent Frequent General Specific/Targeted Removed from job task Close to job task Abstract View work product No tracking or accountability Tracked, Accountable No support for coach Coach is supported Hard to find the time Asynchronous, Mobile 8 ©2014 Cognitive Advisors LLC All Rights Reserved
    9. 9. Why is it rarely done? 9©2014 Cognitive Advisors LLC All Rights Reserved
    10. 10. Enabling Technologies 10 Uconn.edu Rustici Software Openmatt.org www.ucsc-extension.edu Mobile Experience API Analytics
    11. 11. 11 Learning Experience Manager ©2014 Cognitive Advisors LLC All Rights Reserved
    12. 12. 12 Nano-Coaching Cycle Perform Task Submit Work Product Notify Coach Coach Reviews Work Product Specific Feedback Approved? • Photo • Checklist • Text • Video • Audio • Document • Direct Observation Email & Dashboard Coaching Support • Checklists, Guidelines • Coach the Coach • Photo • Checklist • Text Comment • Audio • Document • Direct Goal Achieved! YES NO ©2014 Cognitive Advisors LLC All Rights Reserved
    13. 13. 13 Student Teacher Student Mentor Teacher Practicum Professor Literacy Experts Lesson Support Learning Outcomes Work products: Lesson Plan Video of lesson QuestionsCoaching/ Feedback ©2014 Cognitive Advisors LLC All Rights Reserved
    14. 14. 14 Water Quality Association
    15. 15. 15 Learning Experience Manager ©2014 Cognitive Advisors LLC All Rights Reserved
    16. 16. Certification, Badges Formal Learning Activities (e.g., eLearning, workshops, courses) Informal Learning Activities (e.g., knowledge base, social learning, coaching) Experiential Learning Activities (e.g., real job tasks, field work) Experience API to Learning Record Store (LRS) Individualized Learning Path Tracking, Analytics, Reporting Competencies (Desired Skills and Knowledge) Social Site Copyright ©2014 Cognitive Advisors LLC All Rights Reserved Learning Experience Manager (LEM) Performance Metrics Coach/Mentor Observation Checklist Feedback TM
    17. 17. 17 Pilot Results “I love the ability to communicate back and forth with my employees. I love being proactively prompted that something is ready for me to review. This system gives me a reason to talk with my people about customers and issues so I can tell if they understand what they’re learning. I liked it so much I want to coach more people.”
    18. 18. On–the-Job Learning Nano- Coaching Mobile Tech RESULTS!
    19. 19. Questions? Marty Rosenheck, Ph.D. Chief Learning Strategist mrosenheck@CognitiveAdvisors.com @mbr1online www.CognitiveAdvisors.com
    20. 20. Evaluation • We value your feedback. Please complete the Breakout Session Evaluation form before you leave. • If this is the last session you plan to attend, turn over the form and rate the entire event. • Return the form to the room monitor once you are finished. 20

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