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Copyright ©2015 Cognitive Advisors LLC All Rights Reserved
Becoming a
Learning Experience Designer
Marty Rosenheck, Ph.D.,...
2
Why LXD?
3
Proficiency
70% On-the-Job Experience
20% Informal/Coaching
10%
Formal
Training
Time
Proficiency
70:20:10
4
Proficiency
70% On-the-Job Experience
20% Informal/Coaching
10%
Formal
Training
Instructional Design
Learning Experience...
LXD Definition (Draft)
Learning Experience Design:
The process of facilitating the
development of skills (expertise,
profi...
Learning
Experience
Design
Learning
Science
User
Experience
Design
Design
Thinking
Learning
Technology
Knowledge
Harvestin...
7
How Humans Learn
8
How Humans LearnProficiency
Time
©2014 Cognitive Advisors LLC All Rights Reserved
Skill or
Competency
Expert-Novice Studies
• Physics
• Novices: Top University Students
• Experts: Physicists
From Categorization and Represent...
10
Focus on
Results
Learner
Centered
Experience
Rules
Content is a
Servant
Feedback and
Reflection are
Key
Situated
Learni...
11
Gather Input
Design Experience Map
Develop Learning
Experiences
Prepare Context
Implement with
Technology
Perform Analy...
12
LXD Process
Gather Input
Design Experience Map
Develop Learning
Experiences
Prepare Context
Implement with
Technology
P...
13
• Goals
– Organizational
– Individual
• Performance
– Outcomes
– Metrics
• Proficiency Statements
– Measurable
– Observ...
Call Center
Example Proficiency Statements
Done Category Proficiency Statement Milestone Evaluation
Order Status
Calls
1. ...
15
• Learner
– Job/Role
– Prior Experience/Knowledge
– Motivations
• Existing Content
– Background
– Relevance/Usefulness
...
16
Experts or master practitioners
Input: Situations & Knowledge
17
Get experts or master practitioners to:
Input: Situations & Knowledge
Situations
• List all of the situations they hand...
18
LXD Process
19
• Sequence – Organizing Principle
– Simple to Complex
– Job/Task Process
Experience Map
Learning Path
Learning Path
Exp...
Simple to Complex
Eligibility Factors
Simple Complex
Marital
Relationships
Citizenship
Status
……
…….
Rep
Payee
Deeming
Sin...
Demonstration
Guided
Simulations
Supervised WorkFacilitated Practice
Structured OJT Independent
Work
Experience Map:
Scaff...
22
•Practice
•Timing
•Adaptive
Experience Map
Learning Path
Learning Path
Experiences (Formal, Informal, On-the-Job) Profi...
23
• Modeling
• Cases/Scenarios
• Simulation
• On-the-Job
Experience Map
Types
Learning Path
Experiences (Formal, Informal...
24
LXD Process
25
• Tasks or Scenarios
• Instructions
• Work Products
• Reflection Questions
• Checklists
Learning Experiences
Develop Ex...
Teacher Education
 Teachers unprepared for classroom realities
 Student teaching haphazard, uncoordinated
 Need to focu...
27
28
29
30
31
32
33
Learning Experiences:
Content
Learning Path
Experiences (Formal, Informal, On-the-Job) Proficiency
Content
Takeaway:
eL...
75a
76a
36
• On-demand content
– Knowledge Base
– Video or Audio clips
– Social
– Checklists, Guidelines
– Mini-Tutorial
• Perform...
37
Water Quality Association
38
39
40
41
• Targeted, specific feedback
• Types:
– Coaching
– Peer/Social
– Self
– Automated
Learning Experience: Feedback
Learni...
42
• Short Interactions
• Targeted Feedback
• Mobile Tech Enabled
• Coaching Support
• Coaching Network
Nano-Coaching
©201...
43
Nano-Coaching Cycle
Perform
Task
Submit
Work
Product
Notify
Coach
Coach
Reviews
Work
Product
Specific
Feedback
Approved...
44
Sales Rep
45
47
Coach
48
LXD Process
49
• Change Management
• Culture Change
• Roles and Responsibilities
– Learner
– Managers
– Leadership
– Learning and Deve...
50
LXD Process
Enabling Technologies
51
Uconn.edu
Openmatt.org
www.ucsc-extension.edu
Mobile
Analytics
52
Activity Stream (like Facebook)
<Actor> <Verb> <Object>
( I did this)
Experience API
Any
Learning
Experience
Experience...
53
Gather Input
Design Experience Map
Develop Learning
Experiences
Prepare Context
Implement with
Technology
Perform Analy...
54
Analytics
55
56
Learning Experience DesignProficiency
Time (Gradually increase task difficulty and decrease scaffolding/support)
©2014 ...
Learning
Experience
Design
Learning
Science
User
Experience
Design
Design
Thinking
Learning
Technology
Knowledge
Harvestin...
Questions?
Marty Rosenheck, Ph.D.
Chief Learning Strategist
mrosenheck@CognitiveAdvisors.com
@mbr1online
www.CognitiveAdvi...
Becoming a Learning Experience Designer
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Becoming a Learning Experience Designer

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Learning and development professionals are under pressure to produce real results. Many times the traditional methods of instructional design and content development are not getting the job done. We have to think differently on how to design, develop, and leverage technology to create learning experiences that actually impact performance and get the results that matter.

In this session you will learn the importance of building experiences in the form of online scenarios, simulations, and real-world on-the-job tasks. You’ll leave understanding better how to apply research-based guidelines to design, structure, and sequence experiences into optimized learning paths. You’ll see to how to leverage technology, especially mobile and the Experience API (formerly Tin Can) to deliver, capture, and track learning experiences. Finally, in this session you’ll see examples of how learning-experience designers are transforming how people learn professional, technical, sales, and leadership skills.

In this session, you will learn:

How to capture the experiences of experts
How to design effective learning experiences
How to sequence learning experiences into an optimized learning path
How to use mobile and the Experience API to capture and track real-world experience

Published in: Design
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Becoming a Learning Experience Designer

  1. 1. Copyright ©2015 Cognitive Advisors LLC All Rights Reserved Becoming a Learning Experience Designer Marty Rosenheck, Ph.D., CPT CEO, Chief Learning Strategist mrosenheck@CognitiveAdvisors.com www.CognitiveAdvisors.com @mbr1online LXD
  2. 2. 2 Why LXD?
  3. 3. 3 Proficiency 70% On-the-Job Experience 20% Informal/Coaching 10% Formal Training Time Proficiency 70:20:10
  4. 4. 4 Proficiency 70% On-the-Job Experience 20% Informal/Coaching 10% Formal Training Instructional Design Learning Experience Design Takeaway: Instruction is only a small part of learning.
  5. 5. LXD Definition (Draft) Learning Experience Design: The process of facilitating the development of skills (expertise, proficiency) by providing learners with a systematic set of learning activities (experiences) supported by content, feedback, and technology. 5
  6. 6. Learning Experience Design Learning Science User Experience Design Design Thinking Learning Technology Knowledge Harvesting Content Design and Curation 6 LXD Parent Disciplines Resource List and Slides: mrosenheck@CognitiveAdvisors.com
  7. 7. 7 How Humans Learn
  8. 8. 8 How Humans LearnProficiency Time ©2014 Cognitive Advisors LLC All Rights Reserved Skill or Competency
  9. 9. Expert-Novice Studies • Physics • Novices: Top University Students • Experts: Physicists From Categorization and Representation of Physics Problems by Experts and Novices CHI, FELTOVICH. & GLASER in Cognitive Science 5, 121-152 Experience forges the mental link between knowledge and the way it is applied to situations. Takeaway:
  10. 10. 10 Focus on Results Learner Centered Experience Rules Content is a Servant Feedback and Reflection are Key Situated Learning Iterative Design Technology Enabled LXD Principles
  11. 11. 11 Gather Input Design Experience Map Develop Learning Experiences Prepare Context Implement with Technology Perform Analytics LXD Process
  12. 12. 12 LXD Process Gather Input Design Experience Map Develop Learning Experiences Prepare Context Implement with Technology Perform Analytics
  13. 13. 13 • Goals – Organizational – Individual • Performance – Outcomes – Metrics • Proficiency Statements – Measurable – Observable – Quantitatively or Qualitatively Input: Results Break competencies into proficiency statements. Takeaway:
  14. 14. Call Center Example Proficiency Statements Done Category Proficiency Statement Milestone Evaluation Order Status Calls 1. Finds and provides customers with correct status information using the Look Up search function following all customer service standards with less than a 2 minute handle time. 2 Weeks Direct Observation and Call Evaluation Checklist Order Status Calls 2. Identifies and resolves issues with shipment delays and backorders through working with sales and shipping and provides the customer with an answer within 2 hours. 3 Weeks Direct Observation and Call Evaluation Checklist Order Status Calls 3. Records and submits required information in a complete and accurate manner about each status call and is ready to take the next call within 2 minutes. 3 Weeks Call Report 14 Done Category Proficiency Statement Milestone Evaluation Billing Calls 4. Finds and provides customers with current billing information including current balances, past due amounts and credits will following a customer service standards with less than a 3 minute handle time. 3 Weeks Direct Observation and Call Evaluation Checklist Billing Calls 5. Takes payments by credit card or checking account debit by getting the correct customer information and verifying the payment has been received with less than a .05% error rate. 4 Weeks Direct Observation Call Report Billing Calls 6. Handles billing disputes by correctly transferring the call to the accounting department. 4 Weeks Direct Observation and Call Evaluation Checklist Copyright LPI 2011 Steve Rosenbaum Learning Paths International
  15. 15. 15 • Learner – Job/Role – Prior Experience/Knowledge – Motivations • Existing Content – Background – Relevance/Usefulness • Organizational – Culture – Business Unit Buy-in – Mangers/coaches Input: Context A great design that doesn’t take into account context will make a great paperweight! Takeaway:
  16. 16. 16 Experts or master practitioners Input: Situations & Knowledge
  17. 17. 17 Get experts or master practitioners to: Input: Situations & Knowledge Situations • List all of the situations they handle Categorize • Organize those situations into categories Variations • Identify how they vary on various parameters Taxonomy • Create a “Taxonomy of Situations” to guide creation of learning experiences. Knowledge • Identify the knowledge (content), strategies, heuristics, and process that experts use to handle the situations
  18. 18. 18 LXD Process
  19. 19. 19 • Sequence – Organizing Principle – Simple to Complex – Job/Task Process Experience Map Learning Path Learning Path Experiences (Formal, Informal, On-the-Job) Proficiency
  20. 20. Simple to Complex Eligibility Factors Simple Complex Marital Relationships Citizenship Status …… ……. Rep Payee Deeming Single/divorced US Citizen born in US ………. . No rep payee Spouse to spouse Legally married US Citizen born abroad ………. . Legal guardianship Parent to child Holding out Alien Status ………. . Facility w/custody Spouse to spouse to child Legally married and separated and holding out Refugee Status ………. . Non-relative w/custody Sponsor to alien Simple Complex
  21. 21. Demonstration Guided Simulations Supervised WorkFacilitated Practice Structured OJT Independent Work Experience Map: Scaffolding
  22. 22. 22 •Practice •Timing •Adaptive Experience Map Learning Path Learning Path Experiences (Formal, Informal, On-the-Job) Proficiency
  23. 23. 23 • Modeling • Cases/Scenarios • Simulation • On-the-Job Experience Map Types Learning Path Experiences (Formal, Informal, On-the-Job) Proficiency
  24. 24. 24 LXD Process
  25. 25. 25 • Tasks or Scenarios • Instructions • Work Products • Reflection Questions • Checklists Learning Experiences Develop Experience Guides Learning Path Experiences (Formal, Informal, On-the-Job) Proficiency
  26. 26. Teacher Education  Teachers unprepared for classroom realities  Student teaching haphazard, uncoordinated  Need to focus on competence
  27. 27. 27
  28. 28. 28
  29. 29. 29
  30. 30. 30
  31. 31. 31
  32. 32. 32
  33. 33. 33 Learning Experiences: Content Learning Path Experiences (Formal, Informal, On-the-Job) Proficiency Content Takeaway: eLearning courses should contain NO content!
  34. 34. 75a
  35. 35. 76a
  36. 36. 36 • On-demand content – Knowledge Base – Video or Audio clips – Social – Checklists, Guidelines – Mini-Tutorial • Performance Support Learning Experiences: Content Provide content and feedback at the Teachable Moment. Takeaway:
  37. 37. 37 Water Quality Association
  38. 38. 38
  39. 39. 39
  40. 40. 40
  41. 41. 41 • Targeted, specific feedback • Types: – Coaching – Peer/Social – Self – Automated Learning Experience: Feedback Learning Path Experiences (Formal, Informal, On-the-Job) Proficiency Content Feedback Feedback enables reflection. Experience + Reflection = Learning Takeaway:
  42. 42. 42 • Short Interactions • Targeted Feedback • Mobile Tech Enabled • Coaching Support • Coaching Network Nano-Coaching ©2014 Cognitive Advisors LLC All Rights Reserved “Very short burst support” - Elliot Masie
  43. 43. 43 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
  44. 44. 44 Sales Rep
  45. 45. 45
  46. 46. 47 Coach
  47. 47. 48 LXD Process
  48. 48. 49 • Change Management • Culture Change • Roles and Responsibilities – Learner – Managers – Leadership – Learning and Development Prepare Context
  49. 49. 50 LXD Process
  50. 50. Enabling Technologies 51 Uconn.edu Openmatt.org www.ucsc-extension.edu Mobile Analytics
  51. 51. 52 Activity Stream (like Facebook) <Actor> <Verb> <Object> ( I did this) Experience API Any Learning Experience Experience API Learning Record Store LRS Analytics Reporting
  52. 52. 53 Gather Input Design Experience Map Develop Learning Experiences Prepare Context Implement with Technology Perform Analytics LXD Process
  53. 53. 54 Analytics
  54. 54. 55
  55. 55. 56 Learning Experience DesignProficiency Time (Gradually increase task difficulty and decrease scaffolding/support) ©2014 Cognitive Advisors LLC All Rights Reserved • Decide: - Next Learning Goal - What to Change • Prepare Support: • Mini-tutorial • Ask someone • Lookup in Knowledge Base • Job Task • Simulation • Scenarios • Modeling • Capture Experience Support: • Performance Support • Scaffolding • Guidance at Teachable Moment • Principles • Articulation • Feedback Support: • Coaching • Social Media • Comm. of Practice • Peer Review • Portfolio Skill or Proficiency
  56. 56. Learning Experience Design Learning Science User Experience Design Design Thinking Learning Technology Knowledge Harvesting Content Design and Curation 57 Resources • Ruth Clark • Julie Dirkson • Connie Melamed • Clark Quinn • Steve Rosenbaum • Will Thalheimer • Jesse James Garrett • Andre Plaut • Tim Brown –Ideo • Juliette LaMontagne • Nigel Cross • Mobile • Chad Udell • Gary Woodhill • xAPI • ADL • Ben Betts • Janet Efron • Mike Hruska • Rustici • Saltbox • Aaron Silvers • Cognitive Task Analysis – Beth Crandall et. al. • Rueben Tozman • Richard Sheffield • Charles Jennings • Jay Cross Resource List: mrosenheck@CognitiveAdvisors.com
  57. 57. Questions? Marty Rosenheck, Ph.D. Chief Learning Strategist mrosenheck@CognitiveAdvisors.com @mbr1online www.CognitiveAdvisors.com Makers of the TREK Learning Experience Manager

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