Welcome and Plenary Session Presentations
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This document outlines the agenda for a one-day Technology Enhanced Learning Skills Symposium. The agenda includes introductions, presentations on "Learning Everywhere" and "The New Learning Architect", workshops on practical learning techniques, and ignite sessions. There will be three workshop sessions throughout the day covering topics such as supporting learning outside formal courses, using technology to transform workplace curriculums, and determining what learning approaches work best. The event will conclude with a closing panel sharing lessons learned and feedback.
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Welcome and Plenary Session Presentations
- 2. Agenda for Today 10:00 10:20 11:15 11:30 12:15 13:00 14:00 14:45 15:30 15:45 16:00 yh.hee.nhs.uk #YHeLearn Introductions “Learning everywhere” Refreshments Workshops - Part 1 Workshops - Part 2 Lunch Ignite sessions Workshops - Part 3 Refreshments Lessons learned/Feedback/Closing panel Close
- 3. Workshops – Green 11:30 Clive – 1919 Suite: Practical suggestions for supporting learning outside of the formal course 12:15 Julie – Norman Hunter: Using Technology to Transform the workplace curriculum – the practicalities 14:45 Laura – Lorimer Suite: Learning everywhere– what works and what doesn‟t yh.hee.nhs.uk #YHeLearn
- 4. Workshops – Orange 11:30 Julie – Norman Hunter: Using Technology to Transform the workplace curriculum – the practicalities 12:15 Laura – Lorimer Suite: Learning everywhere– what works and what doesn‟t 14:45 Clive – 1919 Suite: Practical suggestions for supporting learning outside of the formal course yh.hee.nhs.uk #YHeLearn
- 5. Workshops – Pink 11:30 Laura – Lorimer Suite: Learning everywhere– what works and what doesn‟t 12:15 Clive – 1919 Suite: Practical suggestions for supporting learning outside of the formal course 14:45 Julie – Norman Hunter: Using Technology to Transform the workplace curriculum – the practicalities yh.hee.nhs.uk #YHeLearn
- 6. Outcomes for Today Differentiate the hype from the reality for the latest learning technologies trends - Social Media, games, mobile learning, video Take away practical ideas for transforming the workplace curriculum Understand your potential role in supporting and facilitating „Learning Everywhere‟ yh.hee.nhs.uk #YHeLearn
- 7. yh.hee.nhs.uk #YHeLearn Image courtesy of Rustici software: http://tincanapi.com/overview/
- 9. Introductions What do you want to learn or do differently today? Where is the most unusual place you have learned something? yh.hee.nhs.uk #YHeLearn
- 20. Four contexts Formal Learning to (just-in-case / all the trimmings)
- 21. Four contexts Non-formal Formal Learning to (easy does it) Learning to (all the trimmings)
- 22. Four contexts On-demand Non-formal Formal Learning to (just-in-time and just enough) Learning to (all the trimmings) Learning to (easy does it)
- 23. Four contexts Experiential On-demand Non-formal Learning from (doing and reflecting) Learning to (just-in-time and just enough) Learning to (easy does it) Formal Learning to (all the trimmings)
- 24. Two perspectives Because organisations need employees to perform Top-down Experiential On-demand Non-formal Learning from (doing and reflecting) Learning to (just-in-time / just enough) Learning to (just-in-case / easy does it) Formal Learning to (just-in-case / all the trimmings)
- 25. Two perspectives Experiential On-demand Non-formal Learning from (doing and reflecting) Learning to (just-in-time / just enough) Learning to (just-in-case / easy does it) Bottom-up Because employees also want to perform Formal Learning to (just-in-case / all the trimmings)
- 26. Q: So what is a learning architect?
- 27. A: Not a learning builder
- 29. Learning Everywhere The Hype vs the Reality Laura Overton Laura@towardsmaturity org Lauraoverton Images courtesy of freedigitalphotos.net #YHelearn
- 30. Learning beyond the course 86% of L&D want to push updated information to staff 26% achieving it 94% want to speed up application of learning at work 19% achieving it www.towardsmaturity.org
- 31. The Hype Social learning Improve application of learning 76% Support for personal professional… 79% Generate sharing of user… 79% Mobile learning Accessing support at the point of… 69% Learners use own devices 72% Improve employee engagement 72% 64% 66% % Health looking for benefits 68% 70% 72% 74% 76% 78% 80%
- 32. The reality Social learning Improve application of learning 76% 7% Support for personal professional… 25% 79% 10% Generate sharing of user… 25% 79% 7% 28% Mobile learning Accessing support at the point of… 7% Learners use own devices 20% 72% 10% 13% Improve employee engagement 72% 10% 18% 0% % Health looking for benefits 69% 10% % reporting Benefits - Health 20% 30% 40% 50% % reporting Benefits - Top Q 60% 70% 80% 90%
- 33. 10 years of Benchmarking 2004 2014 What is working and what’s not? *throughout this presentation Learner data gathered from the Towards Maturity Learning Landscape study will be illustrated with this icon www.towardsmaturity.org/learners
- 34. Fact Learning innovation, done well, delivers bottom line results! + Adding Value 14% Productivity 19% Staff engagement 9% attrition rates www.towardsmaturity.org Improving efficiency 12% Time to competency - 22% learning delivery time 17% Training Cost
- 35. Top Learning Companies TM Index Those in the top quartile of TMI are delivering more results, faster! Productivity Agility Efficiency Top learning companies are defined as those in the top quartile of the @towardsmaturity index see appendixB for detail
- 36. Lessons from the top learning companies that help us turn the hype into reality Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 37. Only 47% of L&D leaders in Health believe that their learning supports the skills the business needs Top Q Average 37
- 38. Only 20% of L&D leaders in Health believe that their learning supports the skills the business needs
- 39. 3 in 5 learners say the course is effective in helping them learn what they need for the job 88% want to learn at their own pace 17% Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 40. Only 17% of L&D leaders in Health agree staff know how to productively connect and share Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 41. Only 8% of L&D leaders in Health agree that learning technologies support the onboarding process Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 42. • 62% of learners are using mobile to access resources to help them do their job • Half of them are using their own technology • Where are they learning? – 51% When they need it – 24% On the way to work – 44% At home and weekend 40% agree 15% 17% agree Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 43. How well do we respond to our learners? 75% are happy to engage with online learning 65% are motivated by technology that allows them to share Lauraoverton #bethebest13 40% say staff lack skill to manage online learning 18% think their learners know how to connect and share www.towardsmaturity.org/2013benchmark
- 44. 35% of L&D leaders in Health involve users in the design of learning Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 46. 54% of L&D leaders in Health provide CPD for learning professionals Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 47. Moving from Hype to reality Compare with others at www.towardsmaturity.org/mybenchmark Lauraoverton #bethebest13 www.towardsmaturity.org/2013benchmark
- 48. Peter Cheese, CEO, CIPD Lauraoverton #bethebest13 The CIPD welcomes Toward Maturity’s New Learning Agenda as a framework for L&D, HR and business leaders to work together in new ways, in the midst of a rapidly evolving work context, to deliver great business results through engaged and motivated staff. www.towardsmaturity.org/2013benchmark
- 49. Learning Everywhere Workshop- Mobile and Social What works and what doesn’t? Laura Overton Laura@towardsmaturity org Lauraoverton Images courtesy of freedigitalphotos.net #YHelearn
- 50. Using technology to transform the workplace curriculum
- 51. We need to have imagination and courage in order to seize the opportunities there are to transform the NHS. ~ David Nicholson, Chief Executive of the NHS
- 54. Transforming Training provision in the NHS 75% of participants had already applied what they learned by the end of the programme It has given us a greater understanding of what is available and can be done. The resources and materials we have introduced have been met with positive responses from our learners which is further impetus for future developments. From an organisational perspective we were immediately able to develop "quick win" solutions for bite size learning that has enabled us to share across the entire organisation.
- 55. The Workshop Identify your current blends Identify your current resources Think differently with GEEARR Get blending with ADC Just bring YOURSELF, and your IMAGINATION
- 56. WORKSHOP Using technology to transform the workplace curriculum
- 57. Workshops – Part 1 Workshop 1 - 1919: Practical suggestions for supporting learning outside of the formal course Workshop 2 – Norman Hunter: Using Technology to Transform the workplace curriculum – the practicalities Workshop 3 - Lorimer: Learning everywhere– what works and what doesn‟t yh.hee.nhs.uk #YHeLearn
- 59. Workshops – Part 1 Workshop 1 - 1919: Practical suggestions for supporting learning outside of the formal course Workshop 2 – Norman Hunter: Using Technology to Transform the workplace curriculum – the practicalities Workshop 3 - Lorimer: Learning everywhere– what works and what doesn‟t yh.hee.nhs.uk #YHeLearn
- 60. Workshops – Part 2 Workshop 1 - 1919: Practical suggestions for supporting learning outside of the formal course Workshop 2 – Norman Hunter: Using Technology to Transform workplace curriculum – the practicalities Workshop 3 - Lorimer: Learning everywhere– what works and what doesn‟t yh.hee.nhs.uk #YHeLearn
- 62. Agenda for Today 10:00 10:20 11:15 11:30 12:15 13:00 14:00 14:45 15:30 15:45 16:00 yh.hee.nhs.uk #YHeLearn Introductions “Learning everywhere” Refreshments Workshops - Part 1 Workshops - Part 2 Lunch Ignite sessions Workshops - Part 3 Refreshments Lessons learned/Feedback/Closing panel Close
- 63. Ignite Sessions
- 64. Workshops – Part 3 Workshop 1 – 1919: Practical suggestions for supporting learning outside of the formal course Workshop 2 – Norman Hunter: Using Technology to Transform workplace curriculum – the practicalities Workshop 3 – Lorimer: Learning everywhere– what works and what doesn‟t yh.hee.nhs.uk #YHeLearn
- 66. Closing Panel
- 67. The Beautiful thing about learning is nobody can take it away from you BB King
Notas do Editor
- The NHS contextChallenges – mobile workforce, changing NHS structureWhat we already know - 70/20/10 rule – learning everywhereInnovations – Tin Can, MOOCsThe future? Personal learning environments? Social learning?
- The NHS contextChallenges we are facing – budget constraints, mobile workforce, changing NHS structures, integration with social careWhat we already know - 70/20/10 rule – learning is already happening everywhere. How can we facilitate this further? How can we capture this?Innovations that may help – Tin Can, MOOCsThe future? Personal learning environments? Social learning?
- This project goes back four years or so. I became increasingly frustrated by what I saw as increasingly confrontational stances to learning and development at work …
- It is taking on the form of a religious war. We have the church of social learning, the church of instructional systems design, the church of 70:20:10.
- Can architects get religion? You bet. These brutalist structures emerged around the UK in the 1960s. An architectural trend. Not that architects would live in these places themselves of course. They’re snug in their Victorian townhouses.Which is like the instructional designer who inflicts the worst sort of tell-and-test e-learning on their audience but wouldn’t dream of using e-learning themselves.
- I have watched over the last few years at conferences as l&d audiences pay good money to hear their efforts rubbished.They’re bemused how some of the stuff they’re hearing could ever work in their organisations.How do I tell my boss we need to be more agile, immersive, mobile, social and cloud-based all at the same time.We don’t work for Google. We fix drains.
- Less sneer leading … more cheer leading perhaps?
- A drawing from Jim Potts who attended one of these presentations on an earlier occasion.
- See http://onlignment.com/2011/05/a-contextual-model-for-learning/
- See http://onlignment.com/2011/05/a-contextual-model-for-learning/
- See http://onlignment.com/2011/01/architects-for-learning/Also http://onlignment.com/2011/02/the-learning-architect-is-a-professional/Also http://onlignment.com/2011/02/what-it-means-to-be-a-professional/
- We need builders. They’re just not architects.
- Information about the book and videos at http://onlignment.com/thenewlearningarchitect/
- © Copyright Towards Maturity 2010All rights reserved. No part of this material protected by this copyright may be reproduced or utilised in any form, or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system without prior authorisation.
- © Copyright Towards Maturity 2010All rights reserved. No part of this material protected by this copyright may be reproduced or utilised in any form, or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system without prior authorisation.
- HelloSome of you may know me from doing this event with Laura before. Some of you know me from the Blend It programme.I ran the BlendIT programme for the NHS from Sept 2011 to June 2012. The aim of the programme was to …
- … answer the call to transform to NHS. We had a very small budget and the whole of England to cover.There was Me and the administrative back up of the DOH Informatics team. We had to be imaginative to make a real difference and work with what we had.
- The programme collected 76 nhs organisations, Primary care trustsFoundation hospitalsAcute trustsCommunity HealthMental HealthAmbulance servicesHealth informatics servicesTeaching Centre Trusts, teaching hospitals
- Very few of the organisations that attended the programme had any money to spend.We ran sessions face to face in borrowed classrooms from organisations that were taking part in the programmeWe used Webex and a programme website built on WordPress and BuddyPress to create a learning community and learn together.Resources were nearly all digital with the exception of resources I made and took with me to the live sessions.At the live sessions, there was no catering – it was bring your own lunch as well as bring your own technology. Clive and other luminaries from the L&D world gave us their time and their resources for free. I called in lots of favours!We had to fight to get some of them to connect to the programme website or access some of the resources. Even at the end we were fighting the system to get some of the participants even rudimentary access to tools that many in the corporate world take for granted.But we persevered together. And what I learnt was that you can do an awful lot with not very much at all, if you think creatively.
- As the programme progressed the participants started to realise that they could do a lot with what they had. And blending different technology and teaching theories together and thinking more creatively made a really big difference.
- In my workshop, I hope you will come along and work with me to look at what you are already doing.What I find is that blended learning is very active in the NHS but many trainers/L&D people just don’t realise that they are already doing it or that they have all that they need to create even better blends.I’m going to give you a very simple paper based tool that will help you review what you currently deliver and how you deliver it and hopefully introduce some simple practical things that you can do within and beyond the classroom.From my experience of being part of the NHS, I know that formal training is still necessary because often it is the only way that you can get staff to pay attention to what they need to learn, but getting them into the classroom in itself is often your first battle. So how can you deliver a formal curriculum of learning to staff who persistently don’t show up, arrive and then have to leave, don’t pay attention because their mind is elsewhere, have poor IT Skills, low motivation to learn and never enough time in their working day to engage with you? I don’t profess to have all the answers, but from what we learnt on the BlendIT programme, a blended approach works and is still working in the 76 organisations took part in the programme.
- I look forward to working with you!