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Transform your training with simulations speaker deck - march 2011


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The speaker Deck for a Keynote at the 'Financial Training Innovation' conference for Learning and Development professionals - March 15, 2011

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Transform your training with simulations speaker deck - march 2011

  1. 1. Transforming your Training with Simulations<br />
  2. 2. CapitalWave, Inc.<br />Delivering Innovative Training Solutions<br />Simulations & Technology<br />
  3. 3. Points of Discussion<br />1<br />Why use Simulations?<br />2<br />Simulation benefits<br />3<br />Simulations in Online Learning<br />5<br />Simulation Components<br />6<br />Evaluating Simulations<br />
  4. 4. Simulators<br />
  5. 5. Simulators<br />
  6. 6. Simulators<br />
  7. 7. Simulators<br />
  8. 8. Simulators<br />
  9. 9. Why use Simulations?<br />Learn new processes & strategies<br />Team building aspect<br />Helps in decision making<br />Aspect of Execution<br />Why Simulations?<br />It’s time to move simulations from the cockpit and out of burning buildings – and into board rooms and training rooms in a multitude of businesses and organizations<br />
  10. 10. Simulators<br />
  11. 11. Simulation benefits<br />Learning through actions<br />Benefit 1<br /><ul><li>Outcome in simulation comes through experience and not just reading, discussion & testing</li></ul>Learning through mistakes<br />Benefit 2<br /><ul><li>Participants are free to make mistakes, learn from them & apply learning before venturing out</li></ul>Benefit of consistent, constant & immediate feedback<br />Benefit 3<br /><ul><li>Through constant feedback, participants can make corrections & move forward</li></ul>Enjoyable & Exciting Learning Experience<br />Benefit 4<br /><ul><li>Enjoyable application of knowledge helps in better retention among participants</li></ul>Developing Moderators or facilitators<br />Benefit 5<br /><ul><li>Aids in developing capabilities & coverage of existing professional training staffs</li></ul>“Capstone” for training or Certification programs<br />Benefit 6<br /><ul><li>Acting as the final step towards certification or training programs</li></li></ul><li>Simulations in Online Learning<br />Virtual Interactions<br />Reinforce Learning<br />Games & Live Interactions<br />Online simulation training is highly effective as it goes against the norm of isolating learners for a geographically dispersed target audience<br />
  12. 12. Simulations in Online Learning – Virtual Interactions<br />Web & Video Conference<br />Second Life Applications<br />Discussion Boards<br />Chat Rooms<br />Based on the target audience and Organization’s technology, the structure of online simulation interventions should be chosen<br />
  13. 13. Simulations in Online Learning – Reinforce Learning<br />Simulation can be offered to participants who are returning to the office after a classroom intervention<br />Simulation can be offered as a part of overall online course<br />1<br />2<br />Virtual simulations to reinforce Learning<br />The focus of using simulation in online learning is to continue the knowledge process and to continue application of that knowledge<br />
  14. 14. Simulations in Online Learning – Games & Live Interactions<br /><ul><li>Each team begins to formulate their own strategies, choices & decisions while competing against each other when simulation cases are handed to them
  15. 15. The moderator can check in frequently to determine where the teams are and to coach virtually</li></ul>Team A<br />Simulation Case<br />Team B<br />
  16. 16. Simulations in Online Learning – Limitations<br />No overuse of Technology<br /><ul><li>Entire programs should not be moved to simulation medium
  17. 17. Online simulation should be a reinforcement to classroom or seminar type training interventions</li></ul>Complex topics or issues to stay out of Online simulations<br /><ul><li>Leadership or cultural simulations may need to stay in the classroom or boardroom to encourage face to face interaction
  18. 18. Concepts that can be influenced through social media can move to the online environment</li></li></ul><li>Simulation Components<br />Realistic<br />Network creation outside the Classroom<br />Sense of Competition<br />Combination of Learning & Dialogue<br />Targeted & not Blanketed<br />
  19. 19. Simulation Components - Realistic<br />Current External Forces<br />Decisions<br />Be as realistic as possible in order to create the real world in a simulated and controlled environment<br />Current Internal Forces<br />
  20. 20. Simulation Components – Sense of Competition<br />New thought patterns<br />The idea behind the simulation is to open eyes and minds to doing things differently<br />Simulation Case<br />
  21. 21. Simulation Components – Combination of Learning & Dialogue<br />Simulation Outcome should be evaluated against<br />Organization’s Strategy & Culture<br />Outcome Driven Simulation<br />The final result of the simulation should not be a checkmark for getting through it but to reinforce the Organization’s culture & values<br />
  22. 22. Simulation Components – Targeted but not Blanketed<br />An effective Simulation loses essence when not used selectively and applied all across the board<br />Recruitment & Selection <br />Competitive Analysis<br />Performance Appraisal<br />Site Review and Analysis<br />Career Planning<br />Evaluate & Refine Performance<br />Marketing Strategies<br />HR Strategies<br />Training & Development<br />Analytics<br />Health & Safety<br />Marketing Metrics<br />Job Classification<br />Optimize site structure<br />Simulation for HR executives should focus on helping personnel within the confines of HR law<br />Simulation for Marketing executives should focus on creating revenue & customer relationships<br />
  23. 23. Simulators<br />
  24. 24. Simulation Components – Network creation outside the Classroom<br />Real World<br />Simulation Focus<br /><ul><li>Teamwork
  25. 25. Identifying strengths of team members
  26. 26. Application of learned concepts</li></ul>Simulated Environment (Classroom)<br />Real World<br />
  27. 27. Simulation Evaluation <br />If the simulation is a complex, computer-based operation, then the programming should also deliver an evaluation in an immediate context<br />Delivery Method<br />Preferred steps should coincide with applicable laws, natural phenomenon, organizational procedures, and even organizational culture<br />Preferred steps for Outcome<br />Matrix Creation <br />Create a matrix or rubric that shows the criterion for the evaluation so that it is useful to both the moderator and the participants<br />Consequences for wrong actions<br />Use of decision tree that maps out the right steps, the wrong steps, and the consequences. This help the participants learn and apply knowledge to<br />the situation.<br />
  28. 28. The Learning Pyramid – Current Learning<br />
  29. 29. Engagement<br />“You don’t learn because your engaged. You’re engaged because you’re learning.” <br />– Nick deKanter<br />
  30. 30. Bryant Nielson, CEO & Managing Director<br /><br />http://www.facebook/capitalwave<br />!/capitalwave<br />Bryant Nielson CEO & Managing Director.<br />http://www.CapitalWave.com<br /><br />bryant.nielson<br />CapitalWave, Inc.<br />Delivering Innovative Training Solutions<br />
  31. 31. The Learning Pyramid – Current Learning<br />Questions?Bryant Nielson, bryant.nielson@CapitalWave.comt: 917-477-3221<br />Nick Barcia, Ph.D., t: 917-607-3425<br />