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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
  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. How do we evolve from one-size-fits-all to right-size-fits-one?
  9. 9. Personalization is a topic of increasing interest throughout the industry.
  10. 10. WHO? WHAT? WHERE? WHEN? WHY? HOW? To provide personalized support, we must answer 6 questions …
  11. 11. Pixabay the evolution of PERSONALIZATION in workplace learning
  12. 12. Pixabay SEGMENTATION Training can be assigned to individuals based on their employee profile data, such as job title, location, department, tenure, etc.
  13. 13. 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
  14. 14. CONTENT Pixabay Individual content objects can “branch” based on user decisions. This is a familiar tactic for most learning professionals.
  15. 15. 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
  16. 16. CURRICULUM 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.
  17. 17. ASSESS BENEFITS time savings respect existing knowledge DATA knowledge and/or performance APPLICATION medium TECH select LMS/adaptive
  18. 18. Netflix RECOMMENDATION Users receive recommendations for new content based on past consumption and that of their peers (aka the Netflix of Learning).
  19. 19. 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
  20. 20. SEGMENTATION CONTENT CURRICULUM RECOMMENDATION iStock These approaches still require a content-centric, place-and-time approach to learning.
  21. 21. TIME CAPABILITY How people THINK learning happens
  22. 22. TIME CAPABILITY What ACTUALLY happens as people develop
  23. 23. ServiceSafetyProductsBrand 20% 75% 55% 60% ServiceSafetyProductsBrand 65% 75% 5% 20% SUSTAINED CAPABILITY People don’t just arrive with different levels of ability. They also progress at their own paces.
  24. 24. ServiceSafetyProductsBrand ServiceSafetyProductsBrand SUSTAINED CAPABILITY The goal is to enable AND sustain mastery for the duration of the person’s time in the role.
  25. 25. To provide right-fit support, we must shift how we think about the experience of workplace learning.
  26. 26. People are always learning. Learning is always personal. L&D must enable continuous personalized learning.
  27. 27. ADAPTIVE EXPERIENCE Shaping the entire learning and support experience around the context and always- changing needs of the individual.
  28. 28. MICRO SELF-DIRECTED DATA Pixabay These concepts are paving the way for the growth of adaptive experiences.
  29. 29. 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 Pexels
  32. 32. Building a dynamic data profile is the starting point for adapting the employee experience.
  33. 33. 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
  34. 34. Pexels Pixabay L&D must consider all relevant data sources – including manual observation and automated collection.
  35. 35. CONTENT Pixabay
  36. 36. Pexels Traditional course structures are not flexible enough to support adaptive learning.
  37. 37. Pixabay Content must be targeted to very specific topics and needs.
  38. 38. Solution Know Do Results DESIGN MEASUREMENT Content must be built to solve specific problems.
  39. 39. Pexels TECHNOLOGY
  40. 40. Algorithms + Machine Learning Variety in Content Format Continuous + Engaging Experience Data Collection Options APIs Advanced technological capability is required to scale ongoing adaptation.
  41. 41. AI can take L&D’s ability to adapt learning and support options to another level.
  42. 42. 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
  43. 43. PERSON
  44. 44. • 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. Reinforcement Analytics Motivation Practice Shared Experience Shared Knowledge Events Online Content Experiences Messaging Knowledge Growth Business Results Coaching continuous learning experience
  47. 47. 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.
  48. 48. Let’s explore the adaptive learning and support experience for Adam.
  49. 49. 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.
  50. 50. 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.
  51. 51. 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.
  52. 52. 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?
  53. 53. Change the CONVERSATION Craft a continuous EXPERIENCE Find the DATA Make it OK to personalize Adopt a RESULTS-FIRST approach Empower the PERSON Preparing for Personalization
  54. 54. The future of workplace learning is personal.
  55. 55. WHO needs our help? WHAT problem are they facing? WHERE does the problem occur? WHEN do they need help? WHY is this issue important? HOW can we help them?
  56. 56. 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 Get all of the latest + greatest LearnGeek content pushed directly to your mobile device. Articles, podcasts, events, resources + more!
  58. 58. @JD_Dillon JD Dillon
  59. 59. RIGHT SIZE FITS ONE Getting Started with Adaptive Learning