The document discusses the growing gap between learner expectations and the realities of workplace learning, emphasizing the need for organizations to adapt and integrate social and mobile learning practices. It highlights the importance of curating relevant content and utilizing learning analytics to enhance engagement and align learning with business performance. Ultimately, it calls for a shift towards dynamic, personalized, and integrated learning experiences that are meaningful to both learners and organizations.

1. Making Learning Alive
Charles Gould, Managing Director
29 November 2012 brightwave.co.uk

2. “ If we’re going to
thrive in uncertainty
we have some
serious work to do.

3. What L&D professionals desire
and what they achieve
Towards Maturity 2012 Benchmark Study results
This graph from Towards Maturity shows the gap between what we think
is needed to engage learners and integrate learning and work with
what’s actually being achieved.

4. “ The new generation
joining the workforce –
and the rest of us - are
always online…

5. “ … they think nothing
of Googling over
breakfast, tweeting
over lunch, or
checking out the latest
on flipboard on the
train home.

7. “ Learning for work is
gradually becoming
woven into every hour
of our waking lives...

8. Work-based learning evolves
Work
3-day F2F Self- Multimedia A mosaic
residential course paced e-learning approach
course at work CBT
Life

9. Increasingly we all expect to be able
to:
• Learn on the move via multiple
devices
• Organise our own learning via
trusted experts
• Share ideas with colleagues, using
social tools like Yammer.

11. …but organisations are slow to react
Employee
Learner
expectation gap
Use of technology
and social media
Employer

12. “ The gap between
learner
expectations and
reality is growing.

13. We either have classroom courses…

14. …or we have e-learning courses.

15. We have a choice as Learning
professionals:
We can …or we can
become add value by
increasingly making
irrelevant (to learning more
our bosses social, more
and our new personal, more
employees)… alive.

16. So, what’s stopping us?

17. Content frozen in time

18. “ Yes, we can track
usage but are we really
taking advantage of
our learning being
online?

19. Speed matters

20. Speed matters
Be responsive.

21. Fresh Current
Learning
Relevant

22. But, how do we achieve
this?

23. User-generated
Peer-created
Expert-curated

24. A core skill for both learners and
those who facilitate learning is to
select nuggets of value from the
plethora of dross
- and to do that constantly.
Curation tools like Scoop.It can
help…

27. Being able to receive recommendations online
from people who do a similar job to you is learning
at its informal, social best.

28. Being able to receive recommendations online
from people who do a similar job to you is learning
at its informal, social best.
The emerging Tin Can / Experience API can enable
those experiences to be tracked and
acknowledged.

29. Use competition and gaming
Leaderboards capture results from
tests or build up points for
experience you’ve gained.

31. Use likes and ratings
The most valuable and relevant
learning rises to the top as in this
example.

33. But making learning alive isn’t just
about making it
social, personalised and relevant
to the learner.
Learning for work is more than just
learning for the individual but for
the organisation.
We need…

34. Learning with a clear
business purpose

35. “ What is relevant to
employers is that we
perform.

36. We’re moving into a world of
Big Data. The question is what
do we do with it?
We have an opportunity to apply
Learning Analytics much more
effectively, helping us prioritise
in response to the way learners
behave.
It also helps measure against
KPIs and business impact.

37. Learning Analytics

38. Make Learning Alive

39. Make it:
 Dynamic, social, relevant and personal

40. Make it:
 Dynamic, social, relevant and personal
through content curation and sharing of
experience

41. Make it:
 Dynamic, social, relevant and personal
through content curation and sharing of
experience
 Personal, engaging and integrated

42. Make it:
 Dynamic, social, relevant and personal
through content curation and sharing of
experience
 Personal, engaging and integrated
using Learning Analytics aligning learning to
performance.

43. Connect with us:
Twitter: @BrightTweet |
@CharlesGouldUK
+44 (0)1273 827676
Watch this presentation:
www.youtube.com/watch?v=s8bh72r3HMI