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Lessons Learned from Learning Solutions 2018

This week I attended The eLearning Guild’s Learning Solutions Conference in Orlando, FL and as expected it was a fantastic event! For those who haven’t attended a Learning Solutions conference before, it is usually a 3 day event where practitioners in the industry gather to discuss industry trends, best practices, and tips and tricks. On top of all of that, the guild also offers 2 days of pre-conference workshops for those looking to expand their skills even more.

Overall, I’m a big fan of the guild events – its a great opportunity to connect with others in the industry and see what others are working on. Whenever I attend one of their events, I always come back with a flash of insight that i’m not the only one struggling with the problems I’m encountering and I’m doing a lot better off than I think I am. This trip was no exception! Below are some of the highlights from my trip:

 

Design Thinking Workshop with Connie Malamad

After fangirling about Connie’s blog for about 6 years or so now, I was so excited to attend her workshop Using Design Thinking to Craft Learning Experiences. It was the perfect workshop to attend given my recent transition into a learning experience role.

Throughout the workshop, she introduced the Standford’s d.school process for design thinking (Empathy, Define, Ideation, Prototype, Test) and gave each group a case study on how to move through the process. Overall, I left the workshop feeling much more confident about all the work I’ve been doing over the past few months and excited about how learning practitioners can incorporate design thinking into their process.

Connie was amazing – she has such a great presence that allows her to quickly connect to everyone and she’s absolutely hilarious!  I cant wait to catch up with her at a future event. I definitely recommend one of her sessions for anyone who is able to attend!

 

Adopting the Performance Support Mindset 

One of my personal goals for the year was to get out of my introvert cave and on Tuesday I got to step into the teacher role and share my love for performance support with a group of about 50+ attendees.

The session was an absolute blast! The group had a ton of great questions about how to get started with performance support in their organizations and I was able to share some of the examples we’ve been crafting over the past 2.5 at The Predictive Index.

My slides are available on Slideshare to anyone who missed out on the session.

 

Industry Trends

Overall, I attended about 15+ sessions over a span of 3 days and noticed some trends occurring in the industry:

Learning Practitioners are starting to use design thinking in their practice

There was a lot of talk about using design thinking in learning practices. I am seeing design thinking being used as a tool to become empathetic with learners and gain a greater understanding of their pain points. Once we have this, we’ll be able to design  better learning solutions that truly meet their needs. I also am seeing a rise of practitioners using design thinking to create some rapid prototypes so they’re able to easily iterate on their solutions. It’s no longer about getting something out the door as quickly as possible, but revisiting and updating solutions to make solutions are continuing to meet learners needs.

 

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There is a rise of simpler learning platforms

It should come as no surprise that everyone hates their LMS. This Learning Solutions, I  heard a lot of talk from practitioners about using simpler technology to get their content out to learners in a more user friendly way.  I’ve heard people using everything from WordPress to emailing courses to learners in a “marketing drip campaign” fashion.

 

Performance support can help learners continue their learning

I also saw a number of sessions and received questions from practitioners curious about how they can ensure learners continue learning once they’ve left the classroom. It’s definitely apparent that people are becoming more aware of the benefits of performance support and how solutions such as job-aids, knowledge bases, checklists, how to’s, etc. can help reinforce learning after the fact.

 

Overall, Learning Solutions was such a great experience. I am so grateful for the experiences and new friends that I’ve made over the past week. I can also say from the bottom of my heart that I’m very much looking forward to returning back to my introvert cave and cuddling with my cat. Until next time my friends!

 

 

 

 

 

Adopting a Performance Support Mindset: The 5 Moments of Learning Need

It should come as no surprise that the way that people are choosing to learn has changed.

Gone are the days of attending multiple days of training to learn a new skill or software program. Instead, learners are looking up content when they need it most.

If I think about all the ways that I learned something over the past few months, I could rattle off a list of answers ranging from articles, books, and videos. Just a few weeks ago when I was putting together a new bookcase for my home office, I quickly flipped through the instructions and put it together in less than 30 minutes. Does this mean I’m doing to become Rhode Island’s Next Top Carpenter? Not a chance! But I did learn just enough to get the task done.

Performance Support Defined

The eLearning Guild defines performance support as “a tool or other resource ranging from print to technology- supported, which provides just the right amount of task guidance, support and productivity benefits to the user, precisely at the moment of need”.

In other words, performance support is a resource available at the moment of need that makes it easier for people to perform. Performance Support is not about teaching someone EVERYTHING there is to know about something; rather it’s about giving them the right amount of support, complexity, or detail right at the time they need it.

This might seem like a new framework to some, but performance support has actually been around for decades in the form of checklists, job-aids, help articles, process diagrams, recipes, you name it.

How to get into the Performance Support Mindset

Two years ago, I read Bob Mosher’s and Con Gottfredson’s book Innovative Performance Support.  The book provides a framework based on the 5 moments of learning need.

The 5 moments of learning need

  1. NEW: When learning something for the first time.
  2. MORE: When you’re seeking to learn more about something.
  3. APPLY: When trying to apply or remember something or adapt performance to a unique situation.
  4. SOLVE: When attempting to solve a problem or deal with something that has gone wrong.
  5. CHANGE: When something changes that requires a change in how work gets done.

The first 2 moments focus on the learner’s knowledge acquisition, whether this means training people on processes, procedures, or concepts for the first time or expanding upon their existing knowledge. The remaining moments of need shift to learners applying their knowledge, solving issues, or adapting to change. It’s helpful to keep in mind, that you would provide a learner with different content and information based on their moment of need. For example, if the learner is trying to solve a problem with a software program they might contact a service desk or read a help article. On the other hand, if they’re learning about an updated sales procedure, the learner may watch a video about the changed process.

Now, think about the 5 moments of learning need and where you may encounter them within your own lives. As you begin to think about the framework, I have a feeling you’ll be amazed with how frequently the moments come up within your day to day tasks.

In my next article, I’ll cover considerations about developing performance support and how to get buy in within your organization.

Ready to learn more?

Check out my Adopting the Performance Support Mindset session at Learning Solutions in March.

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Lessons Learned from FocusOn17

Two weeks ago, I was fortunate enough to go to The eLearning Guild’s FocusOn 2017 Conference in San Diego, CA. It was my third conference with the Guild and once again I was able to I walk away with some great insights! Each year the FocusOn conference centers around 3 technologies within the learning industry. This year the focuses were mobile, games, and video.

As always, many of my best conversations came from speaking with others in the field. The eLearning Guild conferences provide a great opportunity for practitioners to get together to share their expertise and lessons learned.

I attended a number of sessions about up and coming technologies within the industry. Many of these sessions focused on incorporating the use of virtual reality, personalized learning, and curated content. One thing that jumped out to me with the rise of personalized and curated content is the importance of content management systems. Often times, learning organizations are producing mounds of content and in order to provide better recommendations for our learners we need to make sure that the content we are creating and pushing out is appropriately findable, keyed, and tagged.

I also attended a number of sessions about gamification and scenario based learning. These sessions seemed like a great reinforcement to much of the content that I am learning in my coursework this semester. I was able to see some real world examples of branched scenarios and interactive videos.

Finally, this trip was very eye opening for me personally! I am a little over 1/3 of the way through my masters program with Boise State, while simultaneously working full time with The Predictive Index. This means that I am often heads down with work and classes. This trip allowed me to reach my head above water and see how far I’ve come within the industry. My masters program has allowed me to speak intelligently about theories and concepts, while my full time position allows me to begin applying new lessons learned immediately.

Overall, it was a great conference and I cannot wait to begin applying what I’ve learned within my organization!