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Critical skills learning professionals need now
The document outlines essential skills for learning professionals, emphasizing the importance of collaboration, social media, and rapid instructional design. It includes participation instructions and activities for group discussions, goal-setting, and overcoming challenges in training. The presentation advocates for a proactive approach to professional development and aligning training goals with client needs.
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Critical skills learning professionals need now
- 1. Critical Skills LearningProfessionals Need NowBill CushardChief Learning Officer The Knowland Group@billcush
- 2. The Un-Ground RulesTurnon your cell phonesFeel free to multitaskAsk question in and out of classBackchannel - #calsae11Attendance is voluntaryParticipation is voluntaryYou are responsible for your own learning
- 4. “If you don’tlike change, you’re going to like irrelevance even less.”– General Eric Shinseki, former U.S. Army Chief of Staff.
- 5. Just One thing!
- 6. Free Knowledge:Bring YourOwn Container
- 7. Twenty years fromnow you will be more disappointed by the things you didn't do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover. Mark Twain
- 8. I would havewrittensent a shorter lettertweet, but I did not have the time.- Mark Twain, if he used Twitter.
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- 10. Critical Skills LearningProfessionals Needs Now
- 11. ActivityInstructionsForm groups of2–4 peopleTake turns and tell your group what you know about at least one of these topics.If you don’t know much, but want to know more, ask your group to explain it to you.Critical SkillsSocial MediaCollaborationFast HRM / Rapid Learning DevelopmentPerformance SupportBusiness Acumen
- 12. Social Media –Fad or Here to Stay?
- 13. Social Media: Fador Here to Stay?
- 20. Use Twitter toDeliver TrainingRole playsDiscussionsShare links to resourcesSend assignmentsHold people accountableFollow people who tweet about the topicBring in experts to the classroom
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- 26. Let’s ReviewWith yourneighbor, identify one problem, concern, or issue related to what you just learned? Then discuss ways you might overcome those problems, concerns, or issues.
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- 28. 70 – 20- 10
- 29. Where Do PeopleLearn?
- 30. A New Goal……toenable people to work together, so they can learn from each other in the moment of need.
- 31. Collaboration Tools –Short List
- 34. Real Rapid InstructionalDesign
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- 37. Activity: Labor IntensiveHowmany hours does it take to develop one hour of training?
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- 39. What is RapidInstructional Design?
- 42. Design is critical– content is not
- 44. Real Rapid InstructionalDesignWrite workbooks – Manuals “tell” Workbooks “engage”Discussions and activity heavyReal workPause to reviewHave learners create their own…Goal setting and action plans
- 45. Activity: Training ProjectListList all of the training projects that you have on your plate. Circle the ones you think could be implemented more quickly by using principles of Fast HRM and Rapid Instructional Design.
- 46. Let’s Review: EarnYour Seat BackStand up: To earn your seat back, you need to tell everyone in your row how you plan to use what you have learned in this session so far. When you have done this, you may sit back down.
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- 48. Who Needs Training?JobAids and “How to” procedures (Just give me what I need to know)Jing, Screenr, or CamtasiaFlip video Camera / WebcamList procedures on intranet, wiki, Google Site
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- 50. Activity: Are YourGoals Aligned?Your Training GoalsClient Goals
- 51. Instead of tryingto educate your stakeholders on your language, try learning their language
- 52. Questions You Needto AnswerHow does your audience makes money?What does your audience care about?What challenges do they face everyday?What are their top 10 customer complaints?What are their priorities?
- 53. Activity: Best Wayto Get StartedThe best way to get started is to start small. Identify a problem that needs solving…preferably a client problem. Implement one thing you learned from this workshop to solve that problem. Experiment!List three problems that need solving:1. 2. 3.
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- 55. Questions?Bill CushardThe KnowlandGroupTwitter: @billcushLinkedin.com/in/billcushardMindflash.com/blog
Editor's Notes
- #30 Jay Cross, who wrote the book on informal learning….did a study below with Sara Lee
- #36 Theresa Welbourne’s Study
- #37 Research by Theresa Welbourne shows that High/High is best…..but if you have to choose
- #38 Activity: How long does it take you to develop one hour of training? You have been asked to create a training program that will be about one week long? Calculate how long it will take you to develop the course? What would you tell your stakeholder about the time it would take?Source: http://www.astd.org/LC/2009/0809_kapp.htm
- #39 So what does that mean – do the math. How long would it take you…by these standards….to create a 1 week training program? Any guesses?Well, I did the math >>> 11.25 monthsHow many people have 11.25 months to create an education program?
- #41 Let me give you an example:http://www.youtube.com/watch?v=T9AajQn7b18Play this video if you think you have time.Set it up…..building a collection of college kids who never played together…in fact many were rivals. Introductions….Name and what team do you play for….they would all say their name and the name of the college they played for.Did a 1 hour class in teamwork using this video and a short list of discussion questions.
- #42 http://tinyurl.com/47uysrjDoes anyone have this book? Its great….get it. And let me show you why….You will have to indulge me….The preface in this book sold me hook, line, and sinker.It will take 2 minutes to read this (trust me I timed it)…and it will set up everything we need to know about rapid Instructional Design.Read the passage.
- #43 The point of these examples is that its not about creating content…..the content is out there. Go out and find content….then design interesting ways to facilitate a learning experience around that content.This is how Google develops its potential leaders. Tell story of Google.
- #44 If you want to be a real rapid instructional designer…think like a software developer.
- #45 OK so what is Real Rapid Instructional Design? Here are the principles of real rapid instructional design.
- #48 Do people really need all of the education programs we give them? Think about it? Did you need a training program to learn how to use:Microsoft WordFacebookCapresso Coffee MakerRadio in your new car?What if you could give people the tools they need to get answered to their questions, when they need them? What would that mean for the training you deliver?
- #49 What is performance support?
- #50 What is business acumen in your field?It is understanding your audience’s business, what they care about most, and what their most important challenges are?
- #53 Understand these before you set your training goalsExample…make your goals, their goals…
- #54 So how do you get started with all of this….it is overwhelming.Select one of these problems. Based on what you learned today, how could you solve this problem? What new skill or technology would you implement? Whose help will you need? How will you know if the problem is solved? What barriers/roadblocks will you face?