Rethinking Learning Systems with the Tin Can API


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Rethinking Learning Systems with the Tin Can API: Slides from Mike's webinar from 6/11/13.

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  • Logistics:HashtagPut your questions in the panel, we’ll answer all of them after the webinar
  • Poll question: Are you familiar with Tin Can?How familiar are you with Tin Can?---I'm your biggest fan boy/girl---I've done some reading---Heard the name, but not much more---Are we talking about soup today?
  • what is tin can 5-10 minutes---spec overview------replacement for SCORM------emerging, but very rapid adoption------learning solutions anecdote------1.0 about 6 weeks agoWe’ll do a very quick overview of what it is going to enable, for more detail see a recorded webinar
  • New plumbingSummary is that it removes constraints of SCORM and enables us to use modern technologies for training
  • This is where we’re going to focus this webinar, what are the new possibilities enabled by Tin Can?
  • Five technical capabilities of Tin Can enable new models of enterprise learning systems.
  • important point, learning record stores are based on activity streams, can represent any kind of activity whether it is learning specific or not
  • Diagram 1 – LMS as magical cloud of learning that learners enter intoThis is our corporate view of learningWhat percentage of what you’ve learned in your life comes from an e-learning course in your LMS? <1%?
  • Diagram 2 – LMS as magical cloud, but user goes to other places for learningBlogs, articles, youtube, schools, seminars, conferences, peers, booksThis learning happens, it is the majority of how/where people learn, but we don’t have any visibility into it, we don’t track itLearning happens at the point of need, in many contextsWhat good is a learning system if it only captures a miniscule fraction of what we’re learning
  • Diagram 3 – LMS functionality boxLMS’s do many things, try to be everything to everyone.50 functions, how many of them are really core?How many of them are best of breed?How many of them are just right for your organization?
  • Diagram 4 –Same LMS functionality box plus show broken connectors to HR Systems, Business Intelligence Systems, Reporting Systemswe're seeing trend of learning management systems morphing into other systems, or being subsumed by larger enterprise systems, that's because learning is just one piece of the puzzle
  • Diagram 5 – highlight Content Delivery and tracking from diagram 3Two core pieces provide most of the utility of the LMS
  • Diagram 6 – same as Diagram 5, but arrows labeling them “Learning Record Store (LRS)” and “Training Delivery System (TDS)”With Tin Can we can separate these components, the LRS and TDS
  • Diagram 7a – just two bubbles, one labeled LRS and the other TDSIntroducing the LRS and TDScentralized components to allow learning data to be collected from anywhere and formal training to be accessed from anywhereThese are emerging tools in the marketplace. We don’t know exactly what their full set of features will be yet, but the concepts are gaining momentum.Story of accidental invention
  • Diagram 7b – LRS and TDS bubbles, now surrounded by many of the other LMS feature bubbles and also HR, BI, Reporting, etcall the other junk in an LMS can be best of breed components bolted onInherently open for integration with HR Systems, Business Intelligence Systems, Reporting SystemsEver wanted to just mix and match parts of different LMS’s and systems? We’re starting to be able to do that.Is there a better social network than what is in your LMS? What about content management system? What about reporting? Search? Industry specific regulatory management?tin can is inherently opendata that goes into the LRS can be read by any other system through an open protocolwe going to see an explosion of tools capable of interacting with this dataLet’s look at some new models
  • Diagram 8Incoming dataTraditional Tin Can model – LRS is central repository of data coming in from many learning sourcesNote that data can really come from anywhere
  • Diagram 9Outgoing dataLRS can send data that it receives from all these sources to many places, including an LMS.More interestingly, a specialized reporting tool. Aviation example.
  • Diagram 10, 8&9 together, myriad of sources flowing to many places
  • Diagram 11 – take Diagram 10 and add job performance data coming in and business intelligence coming out
  • Poll Question: How many of you work at organizations with more than one LMS?30% in last poll
  • Diagram 12A LRS can be used to consolidate data from multiple LMS’s.
  • Diagram 13What that might look like in practice.LRS can be used either as a central storage place for learning data, or as a conduit to synchronize LMS data.
  • Diagram 14 – a real world exampleVandy:-Using LRS as center of architecture-Previously many LMS’s, transition from LMS being the center to LMS being one source of learning data-Data to come in from many other places-Independent reporting tool possibilities-Tying learning outcomes to organizational pillar goals
  • Note periods and question marks. Technology is enabling new models
  • Poll question43% think company should own in prior poll
  • Poll question56% yes in prior poll
  • Diagram 15 – PDLLRS in employer 1 bubbleLRS in employer 2 bubbleLRS in school bubbleElective informal learning experiencesAll feed into PDLA learner owns all his/her own data from many sources, stored in a Personal Data Locker
  • The technology is here for this new model? Are we ready for it?my contention: on balance, the value of the incoming data outweighs the cost of sharing outgoing datasharing should be the norm. just like their resume, the learner owns the data about their experienceAs employer, I care more about person’s desire and ability to learn than about experience on resume
  • big questions:how do you decide what training is proprietary?how much do you trust data from external systems? tin can enables signing for validation of the system at least, one step better than a resume at leastdo you report failed outcomes on a personal learner's transcript?can a learner remove bad outcomes from his/her profile?
  • Pause, that’s a lot to throw at you. Now, going to go back and consider this diagram some more.We can track data from a lot of learning sources now.Really need to broaden our approach, Take a more comprehensive look. Learning happens everywhere, now we can track it, but do we want to?How much is too much? What do we care about? What are the key learning events that lead to significant outcomes?Can we prove causation or just correlation?Methodology for figuring this stuff out.Industry needs a whole new set of thought models and best practices, need to get much more strategic
  • --some examples of the social-type learning tools that aren't traditional page turners, ---any tool can now be turned into an e-learning authoring tool---use whatever modality is best for the instruction, then retrofit some tracking. ---Curatr - online platform that enables instructors to transform any digital content into a social game for learning. ---Tappestry – 4Square for learning events---PulseWeb – internal social network, Uses Tin Can to track social learning events, including Yammer posts---Brightwave - Captures informal learning events into next-generation LMS---Grassblade – make statements from a Wordpress site---Google Hangouts – record attendance at virtual meetings
  • --actual system usage, look at how people are using systems, (engineering software case study), assessments done in the process of conducting the workcan your assessment system be actual job performance? that is a lot more accurate than a multiple choice test. with software this is easy, but anything can make statements, most of our work is being controlled by digital devices, especially when you consider that we have our mobile phones on us all the time,lots of things can make statements, some ideas:---GPS device in a car that reports on safe driving---point of sale system that reports on selling activitywe can assess our competency and deliver learning just in time
  • outcome analysis - tie in to actual P&L, improved software usage cut down on tech support tickets or resulting in producing engineering drawings 10% faster. Safe driving reduced accidents and cut insurance premiums. improved selling techniques resulted in 15% more up-sells netting $XX of additional sales learning becomes a strategic functionBroaden your horizons – this is how heros are made
  • consider feedback loops for associating this continuous assessment data with the training dataas we iterate on and improve our training, does it affect outcomes?
  • Favorite example of broadening horizonsMany new things they’re doing, but one simple exampleQR codes example, scavenger hunt for new hire training, but same QR codes link back to just in time training information later onWhat I like:Using simple, existing technology (QR codes, mobile devices)Combining performance support with trainingIntersection between the real world and virtual world
  • big questions:privacy, big brother, knowing you're being tracked. in employer context, well established precedent for this kind of thing, outside corporate, it's a different story. Methodology for designing feedback loops, proving causation, deciding what to track
  • LMS vendors have a big choice to make?Do they want to be consumers of all statements? Do they want to be the LRS with sophisticated analytics bolted on? Or, do they want to be specialized deliverers of training for specific models and niches and publish statements. We're starting to see different vendors adopt both of those models.The LMS isn't dead, but it will be different and there will be a lot of new options on the market very soon. I don't know what the market will look like, but I do know that it will be different. We’re excited to be working on some projects with innovative organizations putting some these things in place.
  • We never have time for all the questions we get. Generally a few people want to go really deep.If that’s you, we’re trying something new. We’re offering free one-on-one sessions with one of our Tin Can experts to explore how Tin Can will affect the learning environment at your organization.Gather your team for your own personalized webinar and imagination session.I’ll be doing six of these personally.Simply respond to the poll question if you’re interested.
  • Will answer questions asynchronously if we don’t get to all of them – other webinars, newsletter, blogQuick survey at the end when you close the webinar, provide suggestions for future topics, ask additional questions
  • Rethinking Learning Systems with the Tin Can API

    1. 1. Connecting Learning Experiences —#TinCanAPIRethinking Learning Systemswith Tin CanMike * @mike_rusticiTwitter Hash Tag: #tincanapihttp://tincanapi.comCC image by @boetter on flickr
    2. 2. Connecting Learning Experiences —#TinCanAPIHow familiar are you with Tin Can?
    3. 3. Connecting Learning Experiences —#TinCanAPI
    4. 4. Connecting Learning Experiences —#TinCanAPIA Quick RefresherCC images by curimedia, velkr0 and mikecogh on flickrMobile SimulationsEducational GamesPerformance SupportReal World Activities Offline AccessInformal LearningAnalytics /ReportingData Portability
    5. 5. Connecting Learning Experiences —#TinCanAPILayer 1: Use any training modalityMobileSimulationsEducational GamesOffline AccessReal World ActivitiesPerformance Support
    6. 6. Connecting Learning Experiences —#TinCanAPILayer 2: Everything is Learning
    7. 7. Connecting Learning Experiences —#TinCanAPILayer 3: Free the Data
    8. 8. Connecting Learning Experiences —#TinCanAPIFive Key EnablersCC image by Richard-G on flickr
    9. 9. Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems
    10. 10. Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system
    11. 11. Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system3. Learning doesn’t have to originate in an LMS
    12. 12. Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system3. Learning doesn’t have to originate in an LMS4. Correlation of general activity with learning data
    13. 13. Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system3. Learning doesn’t have to originate in an LMS4. Correlation of general activity with learning data5. Specialized analytics
    14. 14. Connecting Learning Experiences —#TinCanAPIThe World Today
    15. 15. Connecting Learning Experiences —#TinCanAPIThe Real World
    16. 16. Connecting Learning Experiences —#TinCanAPIOur Learning Systems Today
    17. 17. Connecting Learning Experiences —#TinCanAPIOur Learning Systems Today
    18. 18. Connecting Learning Experiences —#TinCanAPI80 / 20
    19. 19. Connecting Learning Experiences —#TinCanAPI80 / 20
    20. 20. Connecting Learning Experiences —#TinCanAPI
    21. 21. Connecting Learning Experiences —#TinCanAPI
    22. 22. Connecting Learning Experiences —#TinCanAPI
    23. 23. Connecting Learning Experiences —#TinCanAPI
    24. 24. Connecting Learning Experiences —#TinCanAPI
    25. 25. Connecting Learning Experiences —#TinCanAPI
    26. 26. Connecting Learning Experiences —#TinCanAPIDo you work at an organization withmore than one LMS?
    27. 27. Connecting Learning Experiences —#TinCanAPI
    28. 28. Connecting Learning Experiences —#TinCanAPI
    29. 29. Connecting Learning Experiences —#TinCanAPIMoving to an LRS-centric architecture
    30. 30. Connecting Learning Experiences —#TinCanAPIWhere else can we share data?• Talent management systems.• Compliance or regulatory tracking.• Directly with a regulatory body?• With past or future employers?• With the learner?• ….wait, what did he just say?
    31. 31. Connecting Learning Experiences —#TinCanAPIIn your opinion, when a companyprovides training to an employee,should the company own all informationpertaining to the learner’s completion ofthat training?
    32. 32. Connecting Learning Experiences —#TinCanAPIDo you think that your company wouldbe willing to share non-confidentialtraining data about departingemployees if it also meant that it couldreceive the same data about incomingemployees?
    33. 33. Connecting Learning Experiences —#TinCanAPI
    34. 34. Connecting Learning Experiences —#TinCanAPIAre you ready?
    35. 35. Connecting Learning Experiences —#TinCanAPI
    36. 36. Connecting Learning Experiences —#TinCanAPISources of Learning Data
    37. 37. Connecting Learning Experiences —#TinCanAPIWhere does real learning happen?• Web page visits• Accessing help systems• Knowledge bases• Posts to internal social networks or forums• Performance support tools• Many more, think through yourorganization, broaden your horizons
    38. 38. Connecting Learning Experiences —#TinCanAPINon-Traditional ToolsHangouts ConnectorGrassblade
    39. 39. Connecting Learning Experiences —#TinCanAPIActual System Usage
    40. 40. Connecting Learning Experiences —#TinCanAPIOutcome Analysis
    41. 41. Connecting Learning Experiences —#TinCanAPIThink in Feedback LoopsCC image by austingovella on slideshare
    42. 42. Connecting Learning Experiences —#TinCanAPI“Use-cases we have never been able to comeclose to trying.”
    43. 43. Connecting Learning Experiences —#TinCanAPI
    44. 44. Connecting Learning Experiences —#TinCanAPIWhere does that leave the LMS?
    45. 45. Connecting Learning Experiences —#TinCanAPIRethink YOUR learning systems,a special one-on-one opportunity.
    46. 46. Connecting Learning Experiences —#TinCanAPIQuestions?Comments?Concerns?Jokes?Mike