29 November 2012 brightwave.co.uk

Making Learning Alive

Charles Gould, Managing Director

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

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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.

What L&D professionals desire and what they achieve

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

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

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

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Work

3-day residential course

Life

Multimedia e-learning

A mosaic approach

Work-based learning evolves

F2F course at work

Self-paced CBT

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.

Learner expectation gap

Use of technology and social media

Employer

Employee

…but organisations are slow to react

The gap between learner expectations and reality is growing.

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We either have classroom courses…

…or we have e-learning courses.

We can become increasingly irrelevant (to our bosses and our new employees)…

We have a choice as Learning professionals:

…or we can add value by making learning more social, more personal, more alive.

So, what’s stopping us?

Content frozen in time

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

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Speed matters

Speed mattersBe responsive.

Fresh Current

Relevant

Learning

But, how do we achieve this?

User-generatedPeer-createdExpert-curated

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…

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

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.

Use competition and gaming

Leaderboards capture results from tests or build up points for experience you’ve gained.

Use likes and ratings

The most valuable and relevant learning rises to the top as in this example.

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…

Learning with a clear business purpose

What is relevant to employers is that we perform.

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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.

Learning Analytics

Make Learning Alive

Dynamic, social, relevant and personal

Make it:

Dynamic, social, relevant and personal through content curation and sharing of experience

Make it:

Dynamic, social, relevant and personal through content curation and sharing of experience

Personal, engaging and integrated

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.

Make it:

Connect with us:Twitter: @BrightTweet | @CharlesGouldUK+44 (0)1273 827676

Watch this presentation:www.youtube.com/watch?v=s8bh72r3HMI