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Getting Started with Adaptive Learning

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Are you stuck providing a one-size-fits-all training that really isn’t benefiting anyone? Too often, L&D must make a lose/lose decision and choose between building personalized experiences or providing something generic to the entire organization. Thankfully, evolutions in the application of data, instructional design and learning technology now make it possible for L&D to provide right-size-fits-one support to every employee, even within the largest, most complex organizations.

In this session, we dissect the concept of adaptive learning. We discuss the converging trends that are opening the door to a new form of personalized learning in the workplace. We explore the types of data available in the workplace that can enable adaptive experiences. We demonstrate how learning designers can shift their development processes and build content that fits an adaptive model. Finally, we discuss principles for enabling adaptive learners as well as maintaining an agile, responsive L&D team.

If you’re a designer, project lead or L&D manager who is struggling to provide high-value support to employees with diverse needs, this is your opportunity to make adaptive learning a foundational, transformational component of your strategy.

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Getting Started with Adaptive Learning

  1. 1. RIGHT SIZE FITS ONE Getting Started with Adaptive Learning
  2. 2. JD Dillon Chief Learning Architect Founder + Principal
  3. 3. Let’s make a stop at the grocery store …
  4. 4. Janet Michael Adam … and meet 3 store associates with very different backgrounds + aspirations.
  5. 5. Every employee is UNIQUE. iStock
  6. 6. VERY UNIQUE PEOPLE EXACTLY THE SAME TRAINING Unfortunately we support them the same way regardless of these differences.
  7. 7. Individual Scale iStock L&D is historically challenged with balancing the needs of the individual with the scale of a modern business.
  8. 8. Pixabay In a perfect world, we could provide a personal coach for everyone.
  9. 9. But that’s just unrealistic at the scale and pace of a modern company.
  10. 10. How do we evolve from one-size-fits-all to right-size-fits-one?
  11. 11. donaldhtaylor.co.uk/ld-gss-2019-the-results Personalization is a topic of increasing interest throughout the industry.
  12. 12. Pixabay the evolution of PERSONALIZATION in workplace learning
  13. 13. Pixabay SEGMENTATION Training can be assigned to individuals based on their employee profile data, such as job title, location, department, tenure, etc.
  14. 14. Department 1, 2, 3 Job Titles A, B, C Department 4, 5, 6 Job Titles D, E, F Tenure > 2 years BENEFITS time savings reduced clutter TECH LMS DATA minimal APPLICATION easy
  15. 15. CONTENT Pixabay Individual content objects can “branch” based on user decisions. This is a familiar tactic for most learning professionals.
  16. 16. USER DECISION SLIDE 1 SLIDE 2 SLIDE 5 SLIDE 4 SLIDE 3 SLIDE 6 SLIDE 7 SLIDE 8 BENEFITS time savings respect existing knowledge TECH rapid development tools DATA minimal APPLICATION easy
  17. 17. Users may be able to skip or “test out” of certain objects based on an assessment. This is also rather familiar but historically difficult to scale. CURRICULUM
  18. 18. ASSESS BENEFITS time savings respect existing knowledge DATA knowledge and/or performance APPLICATION medium TECH select LMS/adaptive
  19. 19. Netflix RECOMMENDATION Users receive recommendations for new content based on past consumption and that of their peers (aka the Netflix of Learning).
  20. 20. PEOPLE SIMILAR TO YOU YOU CONSUMED YOU MAY LIKE CONSUMED YOU MAY LIKE AND/OR BENEFITS aids discovery user choice DATA consumption and/or demographic APPLICATION medium TECH LXP
  21. 21. SEGMENTATION CONTENT CURRICULUM RECOMMENDATION iStock These approaches still require a content-centric, place-and-time approach to learning.
  22. 22. TIME CAPABILITY How people THINK learning happens
  23. 23. TIME CAPABILITY What ACTUALLY happens as people develop
  24. 24. ServiceSafetyProductsBrand 20% 75% 55% 60% ServiceSafetyProductsBrand 65% 75% 5% 20% SUSTAINED CAPABILITY People come don’t just arrive with different levels of ability. They also progress at their own paces.
  25. 25. ServiceSafetyProductsBrand ServiceSafetyProductsBrand SUSTAINED CAPABILITY The goal is to enable AND sustain mastery for the duration of the person’s time in the role.
  26. 26. To provide right-fit support, we must shift how we think about the experience of workplace learning.
  27. 27. People are always learning. Learning is always personal. L&D must enable continuous personalized learning.
  28. 28. ADAPTIVE EXPERIENCE Shaping the entire learning and support experience around the context and always- changing needs of the individual.
  29. 29. MICRO SELF-DIRECTED DATA Pixabay These concepts are paving the way for the growth of adaptive experiences.
  30. 30. ADAPTIVE LEARNING The purposeful use of data, technology and content to provide the right support at the right time and help an individual employee improve their workplace performance.
  31. 31. DATA CONTENT TECHNOLOGY PEOPLE 4 dimensions of ADAPTIVE LEARNING
  32. 32. DATA Pexels
  33. 33. Building a dynamic data profile is the starting point for adapting the employee experience.
  34. 34. Multi-Dimensional DATA Profile Who is this person? Demographic What has this person reviewed? Consumption What does this person know right now? Knowledge What is this person doing on the job? Behavior What impact is this person having on the business? Results What else is happening around this person? Context What does this person say they want/need? Feedback How does this person engage with the org? Connections
  35. 35. Pexels Pixabay L&D must consider all relevant data sources – including manual observation and automated collection.
  36. 36. CONTENT Pixabay
  37. 37. Pexels Traditional course structures are not flexible enough to support adaptive learning.
  38. 38. Pixabay Content must be targeted to very specific topics and needs.
  39. 39. CONTENT OUTCOMESKNOW DO ALIGNED WITH DATA Content must be built to solve specific problems.
  40. 40. Pexels TECHNOLOGY
  41. 41. Algorithms + Machine Learning Variety in Content Format Continuous + Engaging Experience Data Collection Options APIs Advanced technological capability is required to scale ongoing adaptation.
  42. 42. AI can take L&D’s ability to adapt learning and support options to another level.
  43. 43. ADOPTION VALUE End User Administrator Personalization Chatbots Search Content Recommend Smart Assistants Smart Coaching Skill Recommend Content Tagging System Administration Content Authoring Impact Analysis Gap ID Expertise Matching Translation
  44. 44. PERSON
  45. 45. Respect Trust Transparency Mindset Value Agency L&D must influence stakeholders and employees to shift learning mentalities and demonstrate the value of adaptive experiences.
  46. 46. ADAPTIVE LEARNING DATA CONTENT TECHNOLOGY PEOPLE 4 dimensions of
  47. 47. Reinforcement Analytics Motivation Practice Shared Experience Shared Knowledge Events Online Content Experiences Messaging Knowledge Growth Business Results Coaching continuous learning experience
  48. 48. Janet Let’s continue with your guided learning today. Michael You have a certification due today. Adam Here’s your chance to practice your knowledge! The learning experience can continuously adapt to meet timely, individual needs.
  49. 49. Let’s explore the adaptive learning and support experience for Adam.
  50. 50. Adam Adam Adam’s Manager Identify Priority Adam receives support on topics based on both business priority and individual need as determined by his data profile.
  51. 51. Adam Adam’s Manager Here’s a quick refresh session! Adam’s support experience includes both digital content as well as in-person coaching through observation and feedback.
  52. 52. Corporate Culture & Values Customer Service Loss Prevention Standards of Practice Safety Systems Onboarding Coaching & Leadership Sales Quality Assurance $ Adaptive learning can help you balance constantly changing business priorities with individual needs.
  53. 53. SEGMENTATION CONTENT CURRICULUM RECOMMENDATION EXPERIENCE Where are you today? Where do you want to go to best support your people? What would be realistic in your organization?
  54. 54. Craft a continuous EXPERIENCE Find the DATA Make it OK to personalize Identify critical business PROBLEMS Design for SPECIFIC behaviors Empower the PERSON Preparing for Personalization
  55. 55. The future of workplace learning is personal.
  56. 56. axonify.com/take5 TAKE5your monthly burst of microlearning Keep pace with the evolving L&D profession with a curated selection of resources, articles, events plus a featured video – all in less than 5 minutes per month.
  57. 57. THE APP learngeek.co/app Get all of the latest + greatest LearnGeek content pushed directly to your mobile device. Articles, podcasts, events, resources + more!
  58. 58. @JD_Dillon LearnGeek.co jd@learngeek.co slideshare.net/JDDillon JD Dillon
  59. 59. RIGHT SIZE FITS ONE Getting Started with Adaptive Learning

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