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Building a Smarter Learning Ecosystem (April 2019 Update)

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L&D doesn’t own workplace learning. WHAT?!?! Every organization is a complex ecosystem with a multitude of elements. Unfortunately, many L&D teams fail to take a holistic approach. Instead, they focus on their sphere of influence, which often revolves around formal training. Employees are left to struggle with mixed messages and contradictory priorities. This lessens the perceived value of L&D, stifles employee potential and hinders long-term business growth.

In this session, we explore the components of a modern learning ecosystem. We demonstrate how these components work together to empower employees and enable performance improvement. We map popular L&D tactics, such as eLearning and performance support, to this framework. We discuss challenges L&D may encounter when working to evolve a learning ecosystem. Participants walk away with practical ideas that will help them start shifting their approach to learning so that they can meet the needs of today’s employees.

Published in: Business

Building a Smarter Learning Ecosystem (April 2019 Update)

  1. 1. JD Dillon Chief Learning Architect Principle + Founder
  2. 2. Crescendo What is a learning ecosystem?
  3. 3. Every workplace function + decision is connected in a variety of ways.
  4. 4. The working world is evolving … Transforming Talent Management for the Modern Workforce Fosway Group 2017 67% changes in work require employees to increasingly learn faster 44% employees work primarily using mobile devices 88% find time and competing priorities are barriers to providing support 69% expect development to be more important to employees in the future … but our ability to support it hasn’t kept pace.
  5. 5. Pexels A place-and-time approach to learning cannot help employees keep up.
  6. 6. Learning at HOME Learning at WORK Pexels Employees clearly notice the difference between …
  7. 7. iStock This adds to the frustration experienced every day at work.
  8. 8. CONTENT EXPERIENCE L&D must shift its focus from building to connecting.
  9. 9. Recognize that most learning happens naturally in the work Appreciate that people drive their own learning and solve their own problems Value all forms of workplace learning Realize it’s about measuring impact, not tracking consumption and completion Understand the world is changing fast Jane Hart Learning in the Modern Workplace Modern Learning Organization Mindset
  10. 10. We must enable learning in the ways it REALLY occurs in the workplace.
  11. 11. Pexels Axonify The ecosystem must support ALL employees, regardless of role.
  12. 12. break the course mentality align familiar L&D tactics to create a rapid, consistent, scalable problem-solving approach that fits in the modern workplace help you make smarter decisions when solving performance problems provide a consistent support experience for every employee ü PURPOSE
  13. 13. SMARTER 5 Steps to a ECOSYSTEM LEARNING iStock
  14. 14. Map Your Learning Ecosystem1|
  15. 15. Formal Training On-Demand Training Shared Knowledge Management Support Performance Support Reinforcement
  16. 16. Push Training Pull Training Shared Knowledge Coaching Performance Support Reinforcement HIGH LOW AVAILABILITY PRIORITY Most organizations have built their support strategy on a weak foundation of push training.
  17. 17. Our goal is to provide a consistent support experience for every employee that fits into the reality of the workplace.
  18. 18. Unstructured Structured Shared Knowledge Performance Support Reinforcement Coaching Pull Training Push Training AVAILABILITY PRIORITY New and existing tactics can be restructured in a way that better fits the realities of the workplace and how people learn and solve problems today.
  19. 19. Shared Knowledge Performance Support Reinforcement Coaching Pull Training Push Training Identify Your Tactics2| AVAILABILITY PRIORITY
  20. 20. Shared Knowledge Pexels Enable access to share information as the foundation of all workplace learning.
  21. 21. Performance Support Pexels Provide simple + reliable ways for people to get help in the time of need.
  22. 22. Reinforcement Time Reinforce need-to-know information continuously to ensure retention and application.
  23. 23. NICE to know NEED to know Pixabay There is a considerable difference between the volume of … … information, especially as an employee evolves in their role.
  24. 24. Spaced Repetition practicing a new topic repeatedly over increased periods of time to deepen memory Retrieval Practice using questions to strengthen memory by forcing the brain to recall information rather than cramming through repeated study evidence-based learning principles Cognitive Load the inherent limits of a person’s working memory that must be addressed when attempting to impart new information
  25. 25. Coaching iStock Enable managers to close performance gaps with meaningful, targeted, personalized coaching + feedback.
  26. 26. Pull Training Pexels Provide additional structure when needed.
  27. 27. Push Training Pexels Push required training only when necessary.
  28. 28. AVAILABILITY PRIORITY Shared Knowledge Performance Support Reinforcement Coaching Pull Training Push Training NEED NICE
  29. 29. Reinforcement Analytics Motivation Feedback Shared experience Community of knowledge Events Online content Experience Messaging Knowledge growth Business results Continuous learning experience Coaching This framework fundamentally changes the learning experience from place-and-time to continuous.
  30. 30. Apply Your Framework3| Pexels
  31. 31. Using the framework as a decision-making tool Pixabay
  32. 32. Corporate Culture & Values Customer Service Loss Prevention Standards of Practice Safety Systems Onboarding Coaching & Leadership Sales Quality Assurance $ A modern ecosystem is built to support any/all workplace topics + use cases.
  33. 33. Pixabay CONTEXT when and where does the person need help? CRITICALITY how problematic is failure for this topic? COMPLEXITY how challenging is this topic to master? TIMELINESS how quickly is an intervention required?
  34. 34. Shared Knowledge Performance Support ? AVAILABILITY PRIORITY Apply only the right layers + tactics to solve problems based on framework considerations.
  35. 35. Shared Knowledge Performance Support Reinforcement Coaching Push Training ? AVAILABILITY PRIORITY Adds layers/tactics to solve more challenging problems.
  36. 36. This framework only works for PERFORMANCE PROBLEMS that are CLEARLY DEFINED and have MEASUREABLE OUTCOMES.
  37. 37. For example … An apparel retailer wants to decrease it’s store shrink rate, including employee and customer theft. Pexels
  38. 38. CONTENT Store policies + common theft indicators Identify and report potential theft Reduced Shrink Retail Associates Context | Criticality | Complexity | Timeliness
  39. 39. Availability to Employee Shared Knowledge Performance Support Reinforcement Policy available Contact options Burst reinforcement RESULT 60% reduction in shrink within 6 months without the use of formal training
  40. 40. Evolve Your Capabilities4|
  41. 41. Pixabay For most organizations this evolution cannot take place immediately. Iterative steps should be taken to begin the shift in approach.
  42. 42. Pixabay Business Awareness Context Writing Learning Science Influence Agility Collaboration Experience Design L&D pros must evolve their skills based on framework requirements.
  43. 43. Technology needs must also be assessed through small experiments.
  44. 44. Get Started!5|
  45. 45. Enabling capability in today's workplace requires a fundamental mindset shift.
  46. 46. Pixabay But you can’t just stop what you’re doing today and change approaches.
  47. 47. Unstructured Structured AVAILABILITY PRIORITY Shared Knowledge Performance Support Reinforcement Coaching Pull Training Push Training The Modern Learning Ecosystem Framework Stakeholders don’t want a framework. They want RESULTS!
  48. 48. Solving a problem at HOME Solving a problem at WORK Pexels Introduce new ideas by relating them to familiar behaviors.
  49. 49. Pexels Leverage the YES, and … approach to introduce new tactics in small but meaningful ways.
  50. 50. Pixabay Start with L&D Find champions who already “think differently” Identify motivational needs for frontline employees Shift from extrinsic to intrinsic motivators Start small – think BIG Measure and report on the impact of your new solutions Make your champions the heroes Leverage the voice of the employee
  51. 51. Map Your Learning Ecosystem1| Identify Your Tactics2| Apply Your Framework3| Evolve Your Capabilities4| Get Started!5| SMARTER 5 Steps to a ECOSYSTEM LEARNING
  52. 52. A modern learning ecosystem requires content + technology … Pexels
  53. 53. … but it’s about the experience we provide for our people. iStock
  54. 54. break the course mentality align familiar L&D tactics to create a rapid, consistent, scalable problem-solving approach that fits in the modern workplace help you make smarter decisions when solving performance problems provide a consistent support experience for every employee ü PURPOSE
  55. 55. q Reflect on how these ideas relates to your own work. q Share these ideas with your peers to begin the conversation about shifting mindsets. q Align your tactics to the MLE Framework. q Identify needs and begin skill development efforts within your team. q Identify and engage key influencers across the organization – including decision makers and frontline employees. q Outline the path from today to completed shifted for your organization. q Introduce the MLE Framework into your design process. q Execute your first YES, AND project. q Measure and report on the results from this project. q Reassess based on the results and continue your incremental shift. ü ACTION PLAN
  56. 56. JD’s BIG BIG LIST REALLY SMART PEOPLE of NEXT SLIDE >>> Pixabay
  57. 57. NAME ORGANIZATION TOPIC WEBSITE TWITTER Jane Bozarth eLearning Guild Knowledge Sharing bozarthzone.blogspot.com @JaneBozarth Julie Dirksen Usable Learning Learning Science + Behavior usablelearning.com @usablelearning Jane Hart Centre for Modern Workplace Learning Modern Workplace Learning modernworkplacelearning.com @C4LPT Charles Jennings 70:20:10 Institute 70:20:10 702010institute.com @charlesjennings Dani Johnson Red Thread Research Analyst redthreadresearch.com @danij2 Karl Kapp Bloomsburg University Gamification karlkapp.com @kkapp David Kelly eLearning Guild Curation, Technology davidkelly.me @LnDDave Connie Malamed The eLearning Coach Design theelearningcoach.com @elearningcoach Melissa Milloway Amazon xAPI, Design, Tools melslearninglab.com @MelMilloway Cathy Moore Independent Action Mapping blog.cathy-moore.com @CatMoore Bob Mosher Apply Synergies 5 Moments of Need applysynergies.com @bmosh Arun Pradhan Independent Learning Ecosystems arunpradhan.com @arunzpradhan Clark Quinn Quinnovation Learning Ecosystems quinnovation.com @Quinnovator Patti Shank Independent Learning Science pattishank.com @pattishank Mike Taylor Mindset Digital Resources + Tools mike-taylor.org @tmiket Will Thalheimer Work-Learning Research Learning Science worklearning.com/ @WillWorkLearn Megan Torrance TorranceLearning xAPI, Data, Design torrancelearning.com @MMTorrance
  58. 58. @JD_Dillon LearnGeek.co jd@learngeek.co slideshare.net/JDDillon JD Dillon

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