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Teach Your Team to Fish How Holistic Learning Makes Performance Gains Stick
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Connect:!Alex Khurgin
Director of Learning, Grovo [email protected]
Booth 404 at DevLearn
Learn more:!grovo.com/organizations
eLearning Guild
Empowering the digital workforce
March 11th, 2015
SPEAKER BIO: Alex Khurgin, Director of Learning at Grovo
Contact: [email protected] www.grovo.com
ABOUT GROVO: Grovo is the quickest, simplest way for organizations to train their teams. The cloud-based platform features an intuitive, user-friendly interface to create, deliver and track training, as well as a comprehensive library of 5,000 highly effective, one-minute video lessons covering internet tools, digital applications, and professional topics.
Question:
A. We’re not tracking or noticing any difference in performance after we train
B. There’s improved performance after training, followed by a noticeable drop off soon after
C. There’s an increase in performance after training, then a plateau and eventual decline
D. Performance always improves and stays at optimal levels well after the training period
What is the duration of the performance gains you sustain after training?
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Training’s Roller Coaster Effect
• Training and classroom learning results in temporary improvement in performance, almost always followed by declines or learning plateaus
• 80% of learning is forgotten within 30 days1
• 90% of new skills are lost within a year2
• Fewer than 15% successfully apply what they learn3
“A feast of training sates a team but once” William Shakespeare The Tempest Act 3 Scene 4
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…Leads to a Digital Skills Gap • The half-life of most professional skills is only 2.5 years4
• Only 1 in 10 workers consider themselves proficient with the digital tools they use every day5
• This is leading to a skills gap costing the economy 1.3
trillion dollars annually in lost productivity6!
• Current training methods are clearly NOT achieving the desired results !
You keep feeding your team fish, yet they’re still hungry
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So, how do you make performance gains stick?
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There are two approaches:
Keep feeding your team ALL THE TIME
OR:
Build a team of FISHERMEN
Let’s examine some examples that use one or both:
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Learning We Know WORKS:
What do these learners have in common?
• Military Basic Training • Professional and Olympic Athletes
• Living Abroad to Learn a Language
• Method Actors
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• Military Basic Training • Professional and Olympic Athletes
• Living Abroad to Learn a Language
• Method Actors
FORMAL / STRUCTURED
FORMAL / STRUCTURED
INFORMAL / SELF-DIRECTED
INFORMAL / SELF-DIRECTED
IMMERSION! “A little learning is a dangerous thing; drink deep, or taste not the Pierian spring.”
–Alexander Pope
Learning We Know WORKS:
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Immersion is the Best Way to Learn • Can be structured or self-directed — but should be deeply meaningful
• Realistic practice enables you to reach top performance
• The efficacy of a learning environment is tied directly to how closely it approximates reality7
• Your learning environment primes you socially, emotionally, and
physically
• The result is more than just knowledge: its wisdom / fluency
“Fluency”
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Our Brains are NOT Like… Our Brains ARE Like…
1. University of Southern California Marshall School of Business "Media consumption to average 15. 5 hours a day by 2015." ScienceDaily 2013.
Our Thoughts Create a Web of Associations
Immersion is Like a Full-Body Workout For Your Brain
Disciplined, structured practice massages every cortex in your brain, building the strength and connections of your web so you solve problems faster8 – aiding performance and retention. THEREFORE:
• Multisensory channels imprint knowledge through application9 • This connectedness leads to enhanced memory functions • More perspectives provides multiple pathway to a solution
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FORMAL / STRUCTURED INFORMAL / SELF-DIRECTED
• Workers aren’t motivated or committed to continuous improvement
• They’re conditioned to believe they will be given training
• Self-directed learning only happens outside of a work context
“Feeding the team all the time”
“Building a team of fishermen”
1. Colby Swayer..edu http://www.colby-sawyer.edu/news/language-study-research.html
2. The New Learning Architect,”The Opportunities & Constraints Have Changed” 2011
2. SkillSoft survey, Shepherd, Clive (2011-01-12),The New Learning Architect p. 21
Barriers to Immersion
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• Costs millions (billions?) of dollars
• Takes too long and is inefficient (athletes spend 6 days a week training for only a few minutes of game time / soldiers train for combat they may never see)
It’s IMPRACTICAL!
And Neither Work Well: Formal/Structured Informal/Self-directed
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It’s FANTASTICAL!
Shakespeare Alexander Pope
There’s a Better Way
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What is Holistic Learning?
Holistic Learning Is…
A systematic approach that simulates immersion and leads to self-directed, continuous performance improvement and fluency.
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An organized approach to a disorganized process
What do we mean by systematic? • Formal, wholly controlled, methodical
• Even informal learning is tracked and controlled
• Mission • Intellectual • Physical • Psycho-social
What do we mean by simulation? By taking into account all the contexts of a performance
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It’s when you:
What is Systematic, Simulated Immersion?
Feed your team enough to sustain the process of them LEARNING TO FISH FOR THEMSELVES
How to Create Holistic Learning
Start with PERFORMANCE
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EXAMPLES: • Quantitative performance like “30% lead increase” • Qualitative performance like “Better Team Communication” • Actually catching enough fish to eat (not just learning about “fishing”)
Focus not on knowledge, skills or topics, but the actual performance you desire — the results of which are only helpful if they’re continuous and repeatable.
Start With The Act Learning is Not Enough
PERFORMANCE:
** Learners, required to perform, are more likely to engage with the training
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Then, CONTEXTUALIZE IT
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Make the mission explicit, with real business context, so learners can rally around it and believe in it. If there isn’t a strong mission or motivation, reconsider your training.
EXAMPLES: • ACTORS: Desire acceptance / accolades / Academy Award • SOLDIERS: It’s war time / life or death • LANGUAGE LEARNERS: Survive / thrive in a foreign country • ATHLETES: Championship / gold medal ** Learners internalize a motivation which encourages SELF-DIRECTION
Have a Reason & Communicate it This is “Mission Critical” for Training
MISSION:
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Perspectives offer a 360° view of training.
• Not “methods” or “ways” of training; these are cognitively variant modes of engaging with the content
• Break learning into “tracks” so it’s organized in a way that
it can be explored systematically and exhaustively **Content is SELF-DIRECTED (learners can go as deep as they’d like)
A) Use Different Points of View “Fish” for Contexts & Perspectives
INTELLECTUAL:
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(How Does it): Perspectives Tackle a Subject from a Variety of Angles
• CONCEPTUAL ………………….…………...….. “Why is Evernote So Popular?”
• PRINCIPLES/BEST PRACTICES:..... “Keep Your Evernote Account Secure”
• PROCEDURES/HOW TO: …………..………. “Create a New Note Via Email”
• CONTEXTUAL/IN-PRACTICE:….“Interview with an Evernote Power User”
• METACOGNITIVE: ……………………………………“Beta Testing Evernote”
INTELLECTUAL:
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(How Does it): Learning “Tracks” Create and Deliver Organized Content
INTELLECTUAL:
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Content as a single serving or a school of fish…
HBO GO is like “Digital” Immersion
INTELLECTUAL:
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24-Hour News Cycles Use Perspectives INTELLECTUAL:
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**SELF DIRECTED learners can orient themselves in the content / review or skip ahead based on experience
• Employ granularity: the lessons should be small, self-contained
units or “holons” that function alone and as part of a larger whole
• Separate content out into “Need to Know” (general / background) from the “Point of Need / Performance Support” to eliminate “fluff”
• EXAMPLE: Lessons are like single bricks that make up a “holarchy” of a building
** Encourages SELF-DIRECTION because learners focus in order of importance: what they need to when they need to
B) Design Lessons as “Holons” Break Fishing Down to its Essential Parts
INTELLECTUAL:
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Use Experiential Learning / Simulation It Won’t Stick if You Don’t Take a Dip…
PSYCHOSOCIAL & PHYSICAL
• Use instructor-led content / blended learning
• Design the activity to be realistic and authentic
• Relate the activity to a larger task
• Use a format that makes sense for the activity
• Give the learner ownership over the task
** Injects SELF into the learning; encourages reflection and testing of one’s ideas
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We cannot solve our problems with the same thinking we used
when we created them
Albert Einstein
Create an Emotional Impression Who and What Was Einstein Like?
PSYCHOSOCIAL & PHYSICAL
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The Relevancy of Holistic Learning
• The trend towards micro media and microlearning offers content in short, bite-size chunks for ease of consumption and delivery
• Cloud-based technologies allow for accessible, on-demand content, weaving training into real life and performance scenarios
• Online lessons let you learn at your own pace for a self-directed, digital immersion
The Time Is NOW (Microlearning Finally Makes Holistic Learning Possible)
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• Holistic is the great equalizer: useful for a wide range of learners, experts and non-experts
• Until now, training has only serviced elite LEARNERS
• Instead, holistic learning grooms top PERFORMERS
It’s For EVERYONE: With Holistic, ANYONE Can Become a Top Performer
Question:
(answer in chat)
What is a key takeaway that you will apply from today’s session?
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RECAP:
Holistic learning is the only thing that will work for a digital audience in a permanent way.
CONGRATULATIONS: YOU’VE TAUGHT YOUR TEAM TO FISH FOR A LIFETIME OF MEALS!
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Holistic learning is...
A systematic approach that simulates immersion and leads to self-directed, continuous performance improvement and fluency.
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Connect:!Alex Khurgin
Director of Learning, Grovo [email protected]
Booth 404 at DevLearn
Learn more:!grovo.com/organizations
eLearning Guild
Empowering the digital workforce
March 11th, 2015
Connect: [email protected]
Learn more: grovo.com/organizations (212) 924-2579
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