Focus on Research
Presenters: Brent Schlenker, Ellen Wagner, David Mallon, Melissa(?)Lombardi
When you think of research, do any of you have a research org that you already turn to?
- Some do: includes Ambien Insights, some have research division
Research place where the rubber hits the road
- Challenge to figure out what is being said
- We get squeezed. When we look at it - making it happen is hard.
Questions from audience
- Emerging user interface for mobile devices? mLearning?
+ Wagner - one interface?
- LMS red-head step-child. How will this evolve?
- Low-hanging fruit - creating a learning organization
- What is the latest stuff on transfer of learning?
- Most common things folks think are great but don't work?
- Where does performance fit in?
- Best evaluation strategies
- Games in courses and do adults find this insulting? Does it work?
- Thought leaders - who do you follow? (Dead and alive)
In tech circles - performance = speed + feeds
Women over 40 biggest gaming demographic.
- Adoption of games.
- Solitaire. Casual games. Facebook.
- Research from web use firm NPR.
We borrow a lot of the research and cool stuff that doesn't seem related from other groups.
- Wireless connections? How many wireless connections in the world. 5 billion. Why mobile learning becoming so important.
- Look at related fields and sources. NOT just eLearning.
- No shortage of sources of adoption data
- Public source: UN, technology data. Figuring out digital divide questions.
- In terms of mobile learning in corporations - very small
+ Stumbling - who gets the mobile device
+ What does the mobile device mean if you are hourly?
- Data tells us that there is more energy / more successes now than 2 years ago.
+ Bank of America - 44K mobile learning users going live now.
- Still doing boring things - replicating powerpoints (again)
- What's the REALLY useful stuff
+ Finding friends
+ decision support
- Health Care - major jump in mobile learning.
+ Frightening free apps. Like emergency room triage
- Intersection between consumer use of mobile devices and use in applications around learning / performance.
+ Mobile learning is a complicated space for an enterprise
+ First - have to get enterprise mobility period
+ Is there real learning going on?
- Learning and Training depts the hole in the donut. We use mobile devices
+ Do we really want to take a course on a phone.
+ Can do web conferences on the phone
+ But I think we are looking for less clunky, more seamless experiences
- If you are out of the office more than 20% - you are a mobile worker.
- What is going on in the consumer world?
+ Silicon Alley Insider Chart of the Day
What are the industries saying about what we are doing?!?
Performance - a lot of the data for mobile really more focused on performance.
- When you are out of the office, you need customer contact. Documentation.
- Not just a small mobile app.
- What about getting the context while you are travelling.
- Mobile Learning is evolving. Mobile Performance Support here and now.
Real time when needed.
We use these devices because they are convenient.
2 distinct things happening
1) user experience
2) management of learning (like the admin pieces + efficiency)
+ Class approvals
+ Scheduling etc
- As we understand it - on its way out
- Highly mature market
- 50-60 LMS companies. None of them want to BE an LMS company
+ Talent management suite (we are headed this direction)
+ or Continuous Learning Environment / Social Learning Platform etc
+ or specialist providers
-- Health Care (audiences or a particular vertical)
- Lots of high profile consolidation
+ Talent companies buying learning companies
- Growth in 1K-10K employees. Global.
- Why people buy LMS
+ eLearning delivery
+ Better administration (always will have compliance training + onboarding)
Seeing convergence - orgs are viewing learning
- Reduction in view of learning as formal event
- We "get" the formal part. What about the "after the fact"?
Organizational performance - content management
- How do I make the right info accessible through different ways
- Delivery channels always changing.
- What is core to us? What will have a longer shelf life? Questions org will have to ask.
Publishers are buying LMS companies - more content managment.
- From that - predictive analytics.
We will all be dealing with pattern strategies
- Help with predictions
- Looking at all that data and the patterns. Look at what is really going on in an organization
Predictive analytics (not seeing it so much in eLearning)
- K-12 - predicting points where students will fail and succeed. Policy around it.
- By this time next year, we will be embracing this.
In corporate world, will show up in guise of workforce planning.
- Single system that does this in integrated way.
- How many of x do you have in place. All in the HR systems.
- Not necessarily the learning org anymore. Resource management on human capital.
Learning and Development does more than talent management. Could get squirrely.
- Start seeing the ground up.
- Learning (formal or informal) need mechanism for serving the person.
Until you start creating agreement on "learning" and how to prove "learning", may be tough to determine whether learning happened.
- Community of inquiry - Phil Ice, Karen Swan, Sebastian Dias
- Transfer of training
Business audiences don't care. Do your salesguys sell more?
We need to understand whether what we do is effective?
Are we picking the most efficient way to do it?
Are we aligned with the business?
Frankly - our sr execs don't care about transfer of learning.
Most important metric - moving business metrics forward.
- They don't care. We have to prove we have business' back
What is the low hanging fruit?
- Individual development planning process. 2x the revenue if you have a development planning process per employee.
- Org with a strong learning culture 40-60% better at innovation
- Set a goal that every person in company have 1 thing attached to job that they will get better at next year.
- Most effective way to build learning org - reflection. ex. after project reviews
- We can help business do better at this.
More effective than learning as intervention.
Learning needs to be about helping people be teachers.
Where orgs held managers accountable for personnel development - more successful.
Also look at aspirations of workers
- how can you harness that.
- Intrinsic learning and motivation, seeking relationships,
Organizations that take a strategic view towards career management = less turnover
We find people who WANT to do something.
Career Lattice - the distinction between work and home being rapidly obliterated.
- What does success look like?
- Some of the personalization of learning - separate lives is artifice
Pew Center for Internet in American Life
Massive undercurrent and shift in culture
- the technologies, how we live work lives, merger of the various parts of our lives
- As learning professionals - our old world required "training org" and butts in seats.
- Shift is not just generational. But we are all experiencing it in different ways.
What do we become now?
Where does our value lie within the organization?
Let's use it to empower us.
We are so US centric. Look at chinese example. Because other cultures are much better at channeling intrinsic motivation.