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Architecting for Results at #LSCON 2018


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Session slides from Learning Solutions, "Architecting for Results" with Cammy Bean of Kineo.

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Architecting for Results at #LSCON 2018

  1. 1. Architecting for Results Cammy Bean, Senior Solutions Consultant Learning Solutions 503 March 28, 2018
  2. 2. In a crowded conference room, the performance results for the quarter look rather dismal.
  3. 3. The training team’s morale hits rock bottom.
  4. 4. “I know! Let’s create more engaging training!”
  5. 5. “Make it pretty! Make it fun! Make it fast!”
  6. 6. The reviews are in and people love it. It’s fun!
  7. 7. But those performance results? They haven’t changed a bit.
  8. 8. What’s a training team to do? How can you get better results and have real impact?
  9. 9. We need to do something different.
  10. 10. Let’s look at the numbers.
  11. 11. 76% of L&D Functions have redesigned learning content to make it more enjoyable. 76% CEB 2016 Head of L&D Digital Learner Survey
  12. 12. 67% of L&D Functions have increased the number of learning channels they utilize. 67% CEB 2016 Head of L&D Digital Learner Survey
  13. 13. I guess we’re doing something right, right? So what are you doing to make content more engaging?
  14. 14. And yet with all that effort, traditional training still only creates 37% learning transfer back on the job. 37% CEB 2016 Head of L&D Digital Learner Survey An Update on Learning Transfer
  15. 15. While only 25% of CEOs think that their training programs are effective at measurably improving performance. 25% Building capabilities for performance: McKinsey Global Survey Results, September 2014
  16. 16. Houston, we have a problem.
  17. 17. We can’t just focus on knowledge delivery. Let’s try a different model. Robert Brinkerhoff’s Courageous Training Model.
  18. 18. Before training: create motivation, focus, alignment, and intentionality.
  19. 19. During training: provide quality learning interventions and tools.
  20. 20. After training: support performance improvement and implementation.
  21. 21. Learning Designers need to think like conductors…
  22. 22. …instead of thinking of training or learning design as merely the act of getting content into people’s heads. * This image depicts what is called a Keg Stand and involves getting a LOT of beer into one’s head in a very short amount of time. This is NOT recommended for either drinking OR training.
  23. 23. We need to shift from thinking solely about the content to thinking about the journey from current state to future state and bridging the learning-doing gap.
  24. 24. Remember learning how to drive? It was quite a journey…perhaps, even, a bumpy ride.
  25. 25. How motivated were you? Did someone need to convince you or were you all in?
  26. 26. Then there was that moment when you realized “hey, maybe this isn’t so easy.” You realized you had a gap.
  27. 27. You took the required Drivers’ Ed class and learned.
  28. 28. You put in practice time on the road (possibly with your Dad).
  29. 29. And finally you took the completely terrifying road test (maybe more than once?!)
  30. 30. So now you’ve got the skills, but sometimes you need to review the rules of the road…or take a class because of all those speeding tickets you seem to get…
  31. 31. The learning to drive journey really isn’t all that different from any other learning journey.
  32. 32. The journey model
  33. 33. Engage • How ready is your audience to move toward a change? • Do they need to be convinced? • Do you need to capture their attention? • Or do they already have the intrinsic motivation to go on this journey?
  34. 34. Diagnose • How aware is your audience of their current performance and abilities? • Do they have a solid understanding of their strengths, weaknesses and gaps? • Will users have a concrete and meaningful goal for improvement?
  35. 35. Learn/Understand • Will users need new explanations, models, or other content? • Is it a knowledge or skills gap, or does a behavior need to change? • What sort of learning solution is most appropriate?
  36. 36. Apply (Deliberate Practice) • How difficult will it be to apply the knowledge or skill back on the job? How much practice, help, and support is appropriate? • What’s the cost of failure on the job? • Will users need job aids, references, or other performance support when back on the job?
  37. 37. Assess • How will you determine if the desired outcome was achieved? • Will users need to demonstrate their proficiency to earn a credential?
  38. 38. Reinforce • Will the information, processes or technology being used taught over time? • How important is it to keep the content top-of- mind? • Will users need to keep current with changes and advance their capabilities over time?
  39. 39. Mix it up because every journey is unique.
  40. 40. Test Drive #1
  41. 41. Developing new Front-Line Leaders
  42. 42. What’s the mix? Key solution components for new front line leaders.
  43. 43. Test Drive #2
  44. 44. Information Security
  45. 45. What’s the mix? Key solution components.
  46. 46. Barclay & Fisk – Engage! •Video promos •Posters/flyers •Catchy jingles! •Branded sweets •Themed cafeteria menus
  47. 47. Learn!
  48. 48. Reinforce! Provide ongoing support! (Tip Sheets, Decoder Wheels) Keep the messages coming! Reward participation!
  49. 49. Mix your own.
  50. 50. Wrapping it up
  51. 51. Hope is not a method.
  52. 52. Hey, look! I wrote a book! Available at Amazon and
  53. 53. Cammy Bean @cammybean
  54. 54. Discover how we’re shaping the future of learning Kineo helps the world’s leading businesses improve performance through learning and technology. We combine quality in learning with award-winning customer service and innovation. We’re here to take on your learning and performance challenges – and deliver results. So, how can we help you? • Consultancy and evaluation • Bespoke digital learning • Off the shelf learning content • Learning management systems and platforms