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Separating Fact from Fiction: Today’s
Learners, What Do They Really Want
(and Need)?
Sponsored by:
@degreed @mikemmoon
#wh...
15+ years in HR: practitioner, analyst, and academic
Industry Experience:
• Analyst: Research Director, Aberdeen Group; Se...
 The basic tenets of adult learning theory, the brain-science behind
micro-learning, and a few other geeky things about l...
Order of Topics
 Today’s Learners: Myth #1 and #2
 Technology: Personalization and Transparency
 What’s a Training Depa...
Myth #1
The Modern Learner Wants…
The Modern Learner...
“…flexibility in where and how they learn is
increasingly important.”
“…they want to learn from thei...
Pedagogy vs. Andragogy
Image source: http://assets.uxbooth.com/uploads/2014/12/andragogy.jpg
Based on the work of Knowles,...
Andragogy
1. Adults are motivated to learn as the experience needs
and interests that learning will satisfy
2. Adults orie...
Myth #2
We are simply too busy, the attention span of
today’s learners is shrinking…
Everyone’s Attention Span is Shrinking…
 12 -> 8 seconds
 Thank the internet and smartphones
 Crave information
 Bette...
Working Memory
Chunking, Mnemonics, and Neuroscience, Oh My!
Chunking:
7 +/- 2 numbers
4404249231
440 424 9231
Mnemonics:
...
Micro-Learning is not a Trend, The Brain Simply Likes
Smaller Chunks
 Micro-learning - a way of teaching, delivering and/...
Personalization &
Transparency
Two Learning Trends Coming out of 2015
Personalization
 Technology affords greater personalization
• Mass Customization
• Accessible
• Adaptive
• Continuous
 P...
What Can Personalization Look Like?
Source: http://www.c4lpt.co.uk/blog/2016/03/20/supporting-all-the-ways-people-learn-at...
Transparency as the New Norm
 Technology facilitates greater levels of transparency
• Goal Planning
• Feedback
• ESN
 Tr...
What’s a Training
Department to Do?
Practical Guidance
Learning Experience Manager
Source: DDI: http://www.ddiworld.com/blog/tmi/february-2016/the-rise-of-the-learning-experienc...
Teach employees “how to learn”
 Practice
• Testing
• Distributed
• Interleaved
 Elaborative
Interrogation (why)
 Self-e...
Fixed vs. Growth Mindset
 Self-directed
learning does not
come easy for
everyone
 Growth mindset
does not come
naturally...
Using Technology and Social Learning to Improve a Growth Mindset: Xerox
Xerox
 Create pathways
to empower the
self-direct...
Using Technology and Social Learning to Improve a Growth Mindset: Xerox
Learning Events
1. Reflection
2. Social Learning
A...
Using Technology and Social Learning to Improve a Growth Mindset: Xerox
 Growth Mindset –
Activity
 Enable
application,
...
Personal Knowledge Mastery (PKM)
• Seek – valuable information
• Sense – reflect and reinforce
• Share – exchange and coll...
Continuous Learning
 Continuous e-learning expands the parameters that
once limited training to an at-work activity
 Req...
Rethinking the Modern Workplace (by Jane Hart)
 RECOGNIZE that learning happens as a natural part of work
 APPRECIATE th...
Thanks!
Any questions?
You can find me on Twitter @mikemmon &
mmm@michaelmoonhcm.com
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Separating Fact from Fiction: Today's Learners, What Do They Really Want (and Need)? Presented by Michael Moon, PhD

Traditional approaches to workplace learning are getting less and less attention—and for good reason. These approaches simply do not meet the needs of today’s learners.

Concepts such as experiential learning, personalized learning, self-directed learning and life-long learning existed long before training functions began appearing in organizations. Today, innovations in technology allow employees to capitalize on ubiquitous sources of learning that exist beyond the traditional four walls of their organization.

Employees want a personalized learning experience that fits their individual needs, learning speed, and preferred learning style. Now it is up to you to answer their call.

In this presentation, you will learn:

-The basic tenets of adult learning theory, the brain-science behind microlearning, and a few other geeky things
Traditional approaches to workplace learning are getting less and less attention—and for good reason. These approaches simply do not meet the needs of today’s learners.

-The roles that "personalization" and "transparency" play in a learning function

-Practical guidance on how to transform from a training mindset to a "ubiquitous learning" mindset

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Separating Fact from Fiction: Today's Learners, What Do They Really Want (and Need)? Presented by Michael Moon, PhD

  1. 1. Separating Fact from Fiction: Today’s Learners, What Do They Really Want (and Need)? Sponsored by: @degreed @mikemmoon #whatlearnerswant
  2. 2. 15+ years in HR: practitioner, analyst, and academic Industry Experience: • Analyst: Research Director, Aberdeen Group; Senior HCM Researcher, i4cp • HR Practitioner: Thomson Reuters, Raytheon, John Hancock, Vistaprint, Fleet Bank (now Bank of America)  Talent & Development, OD, HR Analytics, HRIS, HR Management, and L&D Education and Certifications: • PhD, Human Capital Management: Bellevue University • Master of Science, Human Resources: Suffolk University • Master of Music, Musical Theatre: Boston Conservatory • Bachelor of Science, Theatre: Eckerd College • Memberships/Certifications: SHRM, NEHRA, AOM, Actor’s Equity; PHR (HRCI) Dr. Michael M. Moon Founder & Principal Consultant, MMM & Associates @mikemmoon www.linkedin.com/in/mikemmoon mmm@michaelmoonhcm.com
  3. 3.  The basic tenets of adult learning theory, the brain-science behind micro-learning, and a few other geeky things about learning  Understand the role that “personalization” and “transparency” play in a Learning function  Practical guidance on how to transform from a “Training” mindset to a “Ubiquitous (continuous)” mindset Today’s Webinar
  4. 4. Order of Topics  Today’s Learners: Myth #1 and #2  Technology: Personalization and Transparency  What’s a Training Department to Do?  Rethinking the Modern Workplace
  5. 5. Myth #1 The Modern Learner Wants…
  6. 6. The Modern Learner... “…flexibility in where and how they learn is increasingly important.” “…they want to learn from their peers and managers as much as from experts.” “…they are taking control over their own development” - Bersin by Deloitte, Meet the Modern Learner, 2014 “…want options and to choose when, where, what, and how to learn” - DDI, The Rise of The Learning Experience Manager, 2016 “…is more interested in exploring on their own and learning from peers than being told what to do when”. - Intrepid Learning Image Source: Bersin by Deloitte, Dec. 2014 “Today’s employees are overwhelmed, distracted, and impatient.”
  7. 7. Pedagogy vs. Andragogy Image source: http://assets.uxbooth.com/uploads/2014/12/andragogy.jpg Based on the work of Knowles, Holton, and Swanson (1998)  the art or science of teaching PEDAGOGY  the method and practice of teaching adult learners ANDRAGOGY
  8. 8. Andragogy 1. Adults are motivated to learn as the experience needs and interests that learning will satisfy 2. Adults orientation to learning is life centered 3. Experience is the richest source for adults learning 4. Adults have a deep need to be self-directing 5. Individual differences among people increase with age – therefore, provision should be made for differences in style, time, place, and pace of learning. Source: Eduard Lindeman (1926), The Meaning of Education
  9. 9. Myth #2 We are simply too busy, the attention span of today’s learners is shrinking…
  10. 10. Everyone’s Attention Span is Shrinking…  12 -> 8 seconds  Thank the internet and smartphones  Crave information  Better at multi-tasking, well, sort- of… Source: http://www.telegraph.co.uk/news/science/science-news/11607315/Humans-have-shorter-attention-span-than-goldfish-thanks-to-smartphones.html
  11. 11. Working Memory Chunking, Mnemonics, and Neuroscience, Oh My! Chunking: 7 +/- 2 numbers 4404249231 440 424 9231 Mnemonics: ROY G. BIV = colors of the spectrum (Red, Orange, Yellow, Green, Blue, Indigo, Violet) Techniques for Improving Working Memory
  12. 12. Micro-Learning is not a Trend, The Brain Simply Likes Smaller Chunks  Micro-learning - a way of teaching, delivering and/or consuming content in small, very specific and targeted bursts.  Think “bite-sized learning” or “learning nugget”.  Usually completed in less than 4 minutes making it digestible, and easily manageable.  Can be personalized to the learner in terms of content, pace, time, topic, etc.  Case Study: Baker Hughes - reusable bite-sized content
  13. 13. Personalization & Transparency Two Learning Trends Coming out of 2015
  14. 14. Personalization  Technology affords greater personalization • Mass Customization • Accessible • Adaptive • Continuous  Personalized Experience vs. Content  Personalized Learning Experience  xAPI (Experience API or Tin Can API) Image Source: https://tincanapi.com/overview/
  15. 15. What Can Personalization Look Like? Source: http://www.c4lpt.co.uk/blog/2016/03/20/supporting-all-the-ways-people-learn-at-work/; Jane Hart Activities: • Enabling flexible (and social) internal content. • Curate external content and learning opportunities • Offer/Facilitate Communities of Practice • Orchestrate large-scale networking or learning events
  16. 16. Transparency as the New Norm  Technology facilitates greater levels of transparency • Goal Planning • Feedback • ESN  Trust – blogs, 2-way communication  Knowledge sharing  Learning • Encourage employees to share what they know - Coactive vicarious learning
  17. 17. What’s a Training Department to Do? Practical Guidance
  18. 18. Learning Experience Manager Source: DDI: http://www.ddiworld.com/blog/tmi/february-2016/the-rise-of-the-learning-experience-manager, by Barry Stern and Russ White Implications for L&D?  Content curators  Experience facilitators  Potential architects
  19. 19. Teach employees “how to learn”  Practice • Testing • Distributed • Interleaved  Elaborative Interrogation (why)  Self-explanation Video: Learning how to learn | Barbara Oakley | TEDxOaklandUniversity Source: http://bigthink.com/neurobonkers/assessing-the-evidence-for-the-one-thing-you-never-get-taught-in-school-how-to-learn 10 techniques for improving learning
  20. 20. Fixed vs. Growth Mindset  Self-directed learning does not come easy for everyone  Growth mindset does not come naturally for all either  Requires L&D to facilitate
  21. 21. Using Technology and Social Learning to Improve a Growth Mindset: Xerox Xerox  Create pathways to empower the self-directed learner
  22. 22. Using Technology and Social Learning to Improve a Growth Mindset: Xerox Learning Events 1. Reflection 2. Social Learning Activity Xerox
  23. 23. Using Technology and Social Learning to Improve a Growth Mindset: Xerox  Growth Mindset – Activity  Enable application, reflection and social learning through sharing Xerox
  24. 24. Personal Knowledge Mastery (PKM) • Seek – valuable information • Sense – reflect and reinforce • Share – exchange and collaborate Similar to Nonaka and Takeuchi Image source: http://jarche.com/pkm/
  25. 25. Continuous Learning  Continuous e-learning expands the parameters that once limited training to an at-work activity  Requires the right mix of formal, informal and experiential learning “We are all always in the process of evolving of becoming.” – M. Moon
  26. 26. Rethinking the Modern Workplace (by Jane Hart)  RECOGNIZE that learning happens as a natural part of work  APPRECIATE that learning happens as much for themselves by using the Web in their daily activities  VALUES self-organized learning  REALIZES that evaluating impact of what is learned is more important than what was learned  UNDERSTANDS that everyone has a responsibility for learning in the workplace
  27. 27. Thanks! Any questions? You can find me on Twitter @mikemmon & mmm@michaelmoonhcm.com

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