Wednesday, 19 March 2014

#LScon Redefining #training via technology perspectives

Live blogging notes learning solutions  conference 2014: short notes of the ideas that were shared during this panel session.

Session on redefining training via technology perspectives
David Kelly, Jane Bozarth, Carl Kapp, Molly Petroff, Richard Russell

innovations: big data needs to be meaningful
enormous potential for user generated content (mobile)

implementation: risk of repeating what has been done - try to use the real affordances that we use in training
Learning / training needs to be taken out of the 'school concept'
We need to refined the idea that learning can be a multitude of that, forget autofils, get people the piece of information they need to move on.

We have hard time specifying the performance relation to training and relating that to instructional design: provide solutions based on proven cases.

Mindset of clients => change management, and if you are brought in as a consultant, you need to take them on a changing journey.

Think in consumer/production training: and adaptable training.
Adaptive learning: depending on the answer to a question the system adapts and provides you a more taylored learning journey.

The business objective is crucial to understand what training success will look like (outcomes)

Technology offers new options, but it is the mindset that needs to be changed. Also difficult to keep on top on good software training solutions.
Do the handson trial yourself, with show and tell: will learners want to sit down and test it and provide you with feedback?
And we - as EdTech experts also need to keep changing our mindset.

Make learning contextual, make it effective. Make sure the new tech is intuitive, simple.

Create a personal learning network, personal learning environment. Identify people that can help you professionally, personally.

Note to self (Inge): look up videoscribe whiteboard tool

Look for things that solve a problem, where your learners are and what they are looking for.

Figuring out who to follow, for what reason, ... curation rules.

Figure out what works and implement only that. Look for longterm, durable learning solutions, no hype. A simple piece of software is more likely to work.
Find champions for each new technology you want to implement.

If a new software is out: ask or look for the feedback/bugs discussion forum. If that is alive, and the vendor answers immediately, develops solutions... that software becomes more interesting, as those builders believe in improvement.

We cannot forsee the future tools, but in order to implement them intelligently, we need to understand that new tool and its affordances critically.

Big data is of interest IF it is put to good and critical use.

Fixing the system is key, we should not have to adapt the learner to the environment, but the environment to the learner.

Best example for training solving a business problem:
A job aid on how to make coffee making in the office: so the secretary did not have to explain it for the X'th time. Responding to some need, even if it is not a formal assignment.
Learning on a daily basis: platform that is easily accessed, repetition / spaced learning - but should not overused timewise.
Immersive environments to prepare people for real life experience.
Camtasia provides a good bang for the buck: short videos on how-to's. Leading by teaching.
Train nurses that would go into caring patients in the intensive unit: 40 hour course for nurses, and by the time the unit opened the nurses knew the unit, but not the caring. Years later a new course was made which focused on caring, the specific skills that nurses will need to do, background information: 12 hours of training, and the nurses were really prepared due to the change in approach.

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