The document discusses approaches to digital learning and the 70-20-10 model. It explores performance support approaches, using digital learning to support transferring learning to performance, and providing opportunities to practice new skills. It also discusses success factors for social learning.

2. We will explore:
How to realise the full potential of digital learning and the
70-20-10 learning model:
• performance support approaches to digital learning
• approaches to digital learning that can be used to support
the transfer of learning into performance changes
• how digital learning can be used to provide for learners
with opportunities to practise new skills
• success factors for social learning.

3. What is meant by accelerating
learning?

4. Increase learning while working

5. Functions of L&D
Päivi Tynjälä - Perspectives into learning at the workplace
new knowledge
sharing knowledge
creating new knowledge

6. concrete experience
observation and
reflection
formation of abstract concepts
based upon reflection
testing new
concepts

7. ReflectionCollaborationExperience

8. What are the barriers and enablers for reflective thinking
in our workplaces?
Barriers Enablers

9. Why the term digital learning?

10. Digital technologies change over
time

11. Digital thinking
Automation
Flexibility
Interaction
Collaboration

12. Digital workplace
Eg. Social project management software
such as Podio
Digital learning

13. Often a shift in the technology
that is being used is a way to
shift learning cultures

14. I need to improve our employees’ risk
management skills

15. Design pattern - new knowledge

16. Improving formal learning

17. We copy what we see around us.
Most of the internet is only content,
not learning experiences.

18. Simulate the real decisions and
environment

19. A learning program for patent examiners is designed around the
documents they work with on daily basis

20. Which approaches to the “10” could Rebecca use?

21. Learning transfer

24. Do the course
Email
message 1
Email
message 2

27. How could Rebecca use transfer approaches to solve her
risk management problems?

28. Performance support
Just in time – instead of just in case

29. New
• When they
are learning
an aspect for
the first time
More
• When they
want to
deep-dive
and learn
more
Apply
• When they
want to apply
or remember
something
Solve
• When they
need to solve
a problem or
fix something
that has
gone wrong
Change
• When
something
changes
Dr. Conrad Gottfredson and Bob Mosher’s
Five Distinct Moments of Need

31. How could Rebecca use performance supports approaches
to solve her risk management problems?

32. Social learning

33. 70:20:10
The bit which holds the rest together

34. We don’t use online
social learning
Online social learning is
embedded in what we do
Where’s your organisation?
We have a platform but
don’t use it very well

35. Social learning success factors
• "Don't just add discussion topics” - make the learning experience the
discussion topics
• Give the activities a time frame eg a week, an hour !
• Email is still important
• Community build activities are important
• Hunt out the members of the community who exhibit the attributes you need
or want and work with them
• It’s not all about discussions – build something eg a Book of Knowledge

36. How could Rebecca use social learning to solve her risk
management problems?

37. How to evaluate

38. Learning logs

39. Learning logs

40. Thank you for your participation!
Dr Robin Petterd
Learning Consultant
M: +61 419 101 928
E: robin@sproutlabs.com.au
T: @sproutlabs_au