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Similar to TH301 - Reimagine Your Role? Mindsets, Tool Sets, and Skill Sets for Modern Blended Learning
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TH301 - Reimagine Your Role? Mindsets, Tool Sets, and Skill Sets for Modern Blended Learning
- 2. Reimagine Your Role: Mindsets, Tool Sets, and Skill Sets for Modern Blended Learning Jennifer Hofmann, InSync Training
- 3. E-mail: jennifer@insynctraining.com Website: www.insynctraining.com Facebook: www.facebook.com/InSyncTraining Twitter: twitter.com/InSyncJennifer Blog: blog.insynctraining.com/ Jennifer Hofmann
- 5. Topics Becoming a Learning Experience Architect Designing the Experience Managing Mindsets
- 8. Who is the Learning Experience Architect? ModeratorsProducers Curators Learner Advocates
- 9. Learning The Learning Experience Architect Experience Architect
- 11. Designing the Experience Making the right design choices Determining when and how to encourage collaboration Providing curated resources
- 12. 4 Step Process
- 13. Designing The Experience: Making the Right Design Choices Get back to the basics ✓ ✓ ✓ ✓ Needs analysis Instructional goals Learning objectives Assessment
- 14. Designing The Experience: Making the Right Design Choices Match Learning Objectives to the Right Experiences Learning Objectives Experiences • Objective 1 • Objective 2 • Objective 3 • Objective 4 • Objective 5 • Microlearning • Social learning • Job Aids • eLearning • Virtual class
- 15. Designing The Experience: Making the Right Design Choices Know the Technologies, Techniques, and Models gamification infographics social collaborative simulations
- 16. Designing The Experience: Creating Connections & Encouraging Collaboration Blended Learning
- 17. Designing The Experience: Curating Content What is “curation”
- 18. Designing The Experience: Curating Content • Purposes of curation when creating a blend: – Providing context between external sources and your course – Identifying additional resources that may be interesting or relevant
- 19. Managing Mindsets: Directing the Change to Modern Learning
- 20. Managing Mindsets: Directing the Change to Modern Learning
- 21. Managing Mindsets: Directing the Change to Modern Learning
- 22. Principles for Modern Workplace Learning Modern Classroom Modern Learners Engagement 5 Moments of Need Dr. Conrad Gottfredson & Bob Mosher Push/Pull Training The Performance Improvement Blog 5 Guiding Principles for Modern Workplace Learning Jane Hart
- 24. © 2014 ROZ USHEROFF I don’t need 4 hours of training. I just need… Isn’t there a document explaining… I want to better understand… I need to know… How do I… Where do I find… The government (management, regulators, etc.) says… You are brand new to the company… We are implementing a new software in… This is part of your development plan…
- 25. Managing Mindsets: The Business of Modern Learning Business Requirements Learner Needs
- 26. Becoming the Learning Experience Architect
- 27. Access to Knowledge Opportunities to Practice Becoming the Learning Experience Architect
- 28. Create Your Personal Learning Network Image created by @ashleyazzopardi
- 29. Traits of a Modern Trainer
- 30. Call to Action Determine the appropriate blend for your content Review current programs to determine if the correct audience is receiving training Consider your audience and their needs Develop change management plan to get buy-in
- 31. Inquiring Minds What are you going to do with this information? What else do you want to learn? What’s next for you?
- 33. • Your feedback helps ATD continue to provide top-notch educational programs that help you stay in top of a changing profession. • Evaluation forms for this session are available via the mobile app and at the following link: • http://www.td.org/TKConf/About/For-Attendees
Editor's Notes
- I’ll share my info again at the end of today. I’ll also ask for a lot of chat, but we’ll summarize chat and any resources and send along to you with the recording. We are delivering this session 2x today, so the follow up will be a combo of both. We have a coupon at end…
- (*Slide is animated.) CHAT How are you handling all of the changes in the new Learning and Development landscape? In 20 years in Digital learning, a lot of ed tech has come along. I decided to focus on virtual classrooms –
- (*Animated slide. Click to build each bullet.) Today we’ll talk about what the role of the learning experience architect is. At least, what it looks like today. We’ll discuss: Designing The Experience, which includes making the right design choices when it comes to technologies and design treatments, making learning social by creating connections between learners and encouraging collaboration that supports the ultimate learning goal, and curating content in such a way that is understandable, accessible, and connected to larger learning goals. Managing Mindsets, which includes understanding and managing the business of learning, so our sponsors recognize the value in these new approaches, and managing the change that comes with this. Finally, we’ll discuss how need to evolve your role by keeping ahead of the trends in educational technology and creating a personal learning network that takes care of your needs as a modern learner. Before we dig deeper into the role of the learning experience architect, we need to briefly revisit what modern learning means.
- (*Animation) Fast-forward two decades. While focusing on a specific niche, in my case virtual learning, made sense because learning delivery methods were largely Separated. You either had classroom-based learning, virtual live learning, or some kind of self-paced e-learning. (Click for animation) Now, the learning landscape has evolved. Everything is a blend. And everything is important. Modern learning can be formal or informal. It has a social aspect. (Click for animation) There are live components, self-paced components, unmoderated components – all existing in the same program. And it’s expected that we are experts at everything.
- (*Animated) Today’s training professional Learning Professional is designer, developer, facilitator, and more. Ultimately, it's our job to deliver the right content to the right audience at the right time, and make the right decisions about technologies and methods. (Click to build) The new title we are beginning to hear is Learning Experience Architect. This makes sense to me. We are designing, researching, managing, building, and maintaining learning programs and creating and supporting environments that are engaging and useful. CHAT: any thoughts on the title so far?
- The person in charge of managing this modern learning experience is: The Learning Experience Architect. This is a new profession: as I said were already facilitators and instructional designers and project managers. Combine this with the expectation that we are also producers, moderators, curators, and learner advocates , and it becomes clear that our jobs are not only important, but complicated. Our ultimate responsibility is to provide the correct content, to the correct audience, at the appropriate time. Given how many of us came to learning via other professions, this is a herculean task. So what does the learning experience architect do. What will the future YOU do? In Chat, tell me what you think: They constantly improve the learning experience through design and implementation, all while balancing the demands of the business with modern learners’ needs. While using a new title doesn’t automatically encompass all of the skills required to be successful, it is an important first step. Producer paste in chat Related Link: Transforming From Instructional Design To Learning Experience Design https://elearningindustry.com/instructional-design-learning-experience-design
- (*Slide is animated. Click to build each word.) Let’s break down “learning experience architect Chat - What do you think LEARNING includes? Learning – encompasses all learning: formal and informal, live and self-paced, digitally delivered or traditionally delivered Chat - Why do you think we include the word EXPERIENCE? Experience - takes into account where and when the learner is, what types of technologies are available, and the impact of the blended learning solution Chat – why the word ‘architect’ - Architect - the architect is the person who creates the blueprint for the learning, and works with the ultimate builders, facilitators, and project managers to ensure the design is executed.
- You’ll need to develop competence in a few areas in order to create the role of Learning Experience Architect and to establish credibility as an expert in modern learning: The Business of Learning: We need to balance the requirements of the business with the needs of our learners. Doing so enables us to become valued business advisors who can address important issues such as the ROI of training, measurement and evaluation, project planning, and organizational needs. Technology and Techniques: Determining whether techniques like simulations or social collaboration are good for our audience can be a struggle for even seasoned learning professionals. It’s typical to inconsistently apply new techniques like gamification, and then discard them for the next “big thing.” You’ll need to be fluent in the language of modern learning in order to be successful. Collaboration: Today’s learners are more connected than ever before through social media and their mobile devices. We need to strategically implement collaboration into our blended learning designs. The feature needs to be valued by the learners. Begin by making connections, and participating in communities of practice. Continue the process by engaging actively with your Personal Learning Network. Immersing yourself in collaborative experiences will help you make informed recommendations to your learners. Educational Technology Trends: When it comes to new learning trends, knowing what’s “now” is just half the battle. If you know “what’s next,” too, you’ll establish yourself as a partner to the business, and make sure that working and learning are never far apart.
- How does the Learning Design The Experience? making the right design choices, determining when collaboration would add value providing opportunities for learners to connect throughout the experience, and providing curated resources Let’s discuss each one of these
- (*Animated Slide. Build according to instructions below.) Facilitator: SAY: Here’s our 4 Step Process DO: Click to zoom step 1. Review step 1: : Identify instructional goal and performance objectives DO: Click to zoom step2 Review step 2: : Determine potential assessment needs/techniques DO: Click zoom step 3 Review step 3: : Determine if Collaboration would improve the learning outcomes DO: Click zoom step 4 Review step 4: Determine authentic training technique
- (*Slide is animated. Click once.) We need to start by making the right design choices This means we do need to go back to instructional design basics PASTE IN CHAT: TWEET: A lack of design is so much more obvious in a blended learning solution then it is face-to-face – especially when combining formal and informal components. Chat to audience: More about formal vs Informal: BYTE - HOW TO ENGAGE MODERN LEARNERS: WHEN TO "PUSH" AND WHEN TO "PULL"
- And then once you have the beginnings of your design blueprint, you need to start matching your learning objectives to the right experience. If you’ve known me for a while I’ve always talked about the virtual classroom I said if you can test it in the virtual classroom you can teach the virtual classroom. And that’s great. That type of rule applies to all learning technologies, when taken individually. But with a modern blend, we need to consider treatments like micro learning, and social learning, and we need to consider that some of our content will be embedded into the workflow, meaning the learners will need to access it later, after the formal event is over.
- (*Slide is animated.) This can be a class all by itself. I mean a whole class. It’s difficult to make the right decisions. (Click to build) It’s typical to inconsistently apply new techniques like gamification, and then discard them for the next “big thing.” You’ll need to be fluent in the language of modern learning in order to be successful. To do this, we need to develop a working knowledge in all of the different technologies, techniques, and models that are available. Let’s face it Determining whether techniques like simulations or social collaboration is hard. We need to make the decision to implement, and also be able to explain why we’ve made these design decisions. And, all the while, we need to be a coach to our training teams and to our project sponsors, because as newest modern blended learning is to us, it’s even more new and more confusing for people without our experiences.
- (*Slide is animated.) A big part of modern blended learning is knowing when collaboration adds value to the experience. I know that there is a big push to constantly incorporate social learning opportunities into our learning experiences. I understand it: Social media and mobile devices are keeping us more connected than ever. But how do we strategically establish collaboration as a valued part of our blended learning designs? social learning is the earliest form of learning; before there were classrooms and tablets, there was observation and trial and error. We are a social species and wanting to learn from one another is natural. So informal learning is going to be a strong component of your modern blend. (Click to bring in blended learning cog.) Chat: Let me ask you: how can we make informal social learning a part of blended learning? the experts in this field namely Jane Bozarth and Jane Hart, will tell you is no value in forcing people to be social. (Click to animate rotation.) However I truly believe, that participating in a blended online program creates more connections between learners then taking a two day traditionally delivered program. The relationship is built up over weeks and months, rather than just a couple of days. With time to explore real problems, and see how they work out based on advice given by colleagues and peers. So much more effective than a contrived case study in a traditional setting. Today’s learners are more connected than ever before through social media and their mobile devices. We need to strategically implement collaboration into our blended learning designs. The feature needs to be valued by the learners. Begin by making connections, and participating in communities of practice. Continue the process by engaging actively with your Personal Learning Network. (More about that later ) Immersing yourself in collaborative experiences will help you make informed recommendations to your learners.
- Curation seems to be the big buzzword right now. CHAT: Tell me in chat curated training content means to you.
- when creating a blend I think curation serves multiple purposes. First, it influences the content that is being used to create the learning experience by providing context between external sources and your course. Second it allows you to identify additional resources that might be tangentially interesting or relevant to your learners, but don’t fit into the formal curriculum. By providing new curated content throughout the lifecycle of your curriculum, you keep learners engaged beyond the formal event, provide resources for their personal learning networks, and have a living repository of interesting stuff that we can use when it’s time to update the content for the curriculum. As a bonus, since a blend consists of so many different components and have so many different contributors to the final product, your job as content curator will also help to inform and enlighten the entire design and development team as to what’s important about the content you’re using and how it influences the external design. You can actually start curating content to inform your design and development team, and that provides the beginning of the informal content you’re going to make available to your learners when you roll out the program.
- (*Animated slide.) Designing the experience is just the beginning – to be the HUB of modern learning, we need to manage the perception and mindsets of those around us. now we can master all of the tools techniques and methods that we like, but if our organization doesn’t understand why we are making the design decisions we are, we may appear as if we are just chasing the latest technology fad. (Click to animate.) Therefore, it’s critical that the learning experience architect is not just the designer of the experience, but the advocate for the experience.
- You know the old saying "change is hard. You go first." You can create the most perfect modern blended learning solution ever designed, but that does not mean your organization is ready to accept it. And without acceptance, we can't have success. Part of your job as Learning Experience Architects is to Manage Mindsets – This means How to help to evolve perceptions of learners, designers, facilitators, clients, and stakeholders so we can maximize the potential of blended learning. This might be the most difficult part of your new role. We can rescale ourselves, but how do we prove to everyone else that the modern blend, including everything from micro-learning, informal learning, social tools, and more traditional delivery methods – is as effective then face-to-face instruction? And that's a fair question. It's a big undertaking to implement a blend. And you might not even know how successful it is for weeks or four months.
- It's also hard to keep up the momentum of a blend. How do you ensure learners are still interested weeks into the future? How do you prove the value to their managers? How do you answer the question of why can't we just get this done for the people paying the bill for the initiative? The change management approach will vary from organization to organization. How will you address it in your organization? What ideas do you have to prove the value of a blend? Let me know in chat, unless you aren’t convinced of the value – then share your concerns!
- In order to Direct the Change to the modern blend, I think we need to start arming ourselves with some basic theory. How do these concepts lay the foundation for your change management strategy? How do they help us defend modern blended learning? Answer: modern blended learning is about providing content and context when and where our learners need it. In the long run, will have a more impactful program. Learning more about these concepts will prepare you to be an advocate for the blend, and help direct the change.
- What we are talking about, in part, is moving from a PUSH training culture to a PULL learning culture. And you need to be ready to talk about why that is important. Ask the question… How would you explain the push/pull concept? Learners should share their thoughts We need to understand when we should embed “Pull Learning” content into the flow of work. While formal ‘push’ training is often best for when people are learning something new, when learning more information, and for when things change, a strong argument can be made that ‘pull’ learning lends itself to the following moments of need; remembering or applying something already learned and when things go wrong.
- Left column – comments/thoughts of learners looking for PULL training Right column – reasons for PUSH training
- (*Slide is animated automatically.) Develop competency in: The Business of Learning: We need to balance the requirements of the business with the needs of our learners. Doing so enables us to become valued business advisors who can address important issues such as the ROI of training, measurement and evaluation, project planning, and organizational needs. Chat: what issues are part of the business of learning? Managing Learning Some answers: Informal Learning – can we measure? Preparing for a virtual workforce Build or buy? Lifecycle maintenance L&D failing to keep up with the changing nature of work Communications strategy We’ll be publishing more content on this topic shortly! Another example of a course to itself.
- Evolving Your Role Keeping ahead of the trends Getting the training you need personally Upskilling – With so many tools available, and new ones all the time, how to prioritize our own development needs? Keep up with: Educational Technology Trends: When it comes to new learning trends, knowing what’s “now” is just half the battle. If you know “what’s next,” too, you’ll establish yourself as a partner to the business, and make sure that working and learning are never far apart.
- (* Slide is animated.) Realistically, we can’t be experts at everything. Instead, we need two things. (Click to build) First, we need to have access to the knowledge that will allow us to feel competent while discussing the options available to us. (Click to build) Second, we need opportunities to practice the skills we may have to use at any time. These two needs require us to identify our own personal learning plans. Your Personal Learning Network will help you navigate your plan, since it’s likely all the resources you need won’t be available through your organization. It’s important to remember that you’re a modern learner, too. Reflect on your experience while you work towards becoming a Learning Experience Architect. It’s very likely that your learning needs align with those of your learners. Use that to your advantage.
- Keeping ahead of trends in educational technology – With all we need to know right now, how to keep up with what’s next? Chat: How do you do that? What is a personal learning network? (note the content below is from: https://teacherchallenge.edublogs.org/pln-challenge-1-what-the-heck-is-a-pln/ so is k-12 focused The Personal: Having a PLN is about making connections and building personal relationships with teachers, school administrators, university professors, and experts around the world. No matter where you are in the world, there’s always someone online available to answer questions, share their expertise, and simply chat about what’s happening in their lives and classrooms. The Learning: Having a PLN is about sharing ideas and resources, collaboration, and learning. We may share our learning, ideas and expertise in different ways; using different media and tools, but the essence is the same: the PLN is simply the best professional development you will ever participate in – and it’s available 24/7. The Network: The defining feature of the PLN is that it is a global learning network, enabling people to tap into and share diverse, global perspectives on teaching strategies, educational issues, and technologies. If takes time and effort to build these connections, but it’s well worth the effort. My tips – schedule time, stay current, contribute, etc. Chat: Who do you look for first to learn from? To me PLN is like a PERSONAL BLEND - and we are, as experts, almost curating THEIR blends.
- As a wrap up, I just happen to come across this article as I was researching the content for this presentation. It's got a K-12 focus, but I think it applies to all of us in the training and development field as well. It talks about the characteristics of the 21st-century educator. I think many of these characteristics align nicely with what we've just discussed. Relationship builder networked and inclusive all to me seem to tie to the ability to connect and encourage collaboration. The designer and artist and innovator just makes sense I think were all of that too. But especially the learner. We need to constantly learn. We need to build up that personal learning network and keep on top of the trends in our industry, and also how the content that we teach is all is evolving. The blog associated with this graphic is in the chat I think it's worth taking a look. CHAT: What would you add to the essential characteristics of a 21st-century trainer? JENN- BE READY TO ANSWER THIS
- Share one thing you are going to do NOW.