adult learning trends - nlc 2015 conference

Adult Learning

Introductions

Aaron BarnesChief Operating Officer | LocalGovU

Objectives + Takeaway

Understanding Fundamentals Of Adult Learning And Training. Explore Knowles’ Andragogy Theory And Assumptions

Key Takeaways.Learn How To Facilitate And DevelopEffective And Engaging Training Material. Trends Tools + Resources

Common Characteristics Of Adult Learners, The ADDIE Principle, Trends And Best Practices. Understand The Difference Between Training And Learning

Pool Program Examples.Challenges And Successes Pools Have Experienced While Developing And Offering Online Training To Members

Going Mobile. Mobile Learning Solutions Can

Improve Adoption, Expand Global Reach,

And Engage Users Better

Measuring Effectiveness. To Determine If The Learning Strategy In Place Is

Driving Business Outcomes, Companies Must Find A Way To Consistently

Measure Its Effectiveness

Understanding Social. Document Sharing,

Discussion Forms, Blogs, Video Or Micro-blogs

Improve Learning Functions

Aligning With Business Objectives. The Learning Of The Future Must Be

Closely Aligned To Overall Corporate Strategies In

Order For Companies To Achieve Results

Considering Adaptive Learning - A Methodology That Allows Employees To Learn At Their Own Pace. Where A Teacher Will Gather Information On

Individual Students To Learn What They Need To Do To Improve Their Learning

2015 Trends in Learning and Training

What is Training?

Training Is The Process Of Teaching Or Learning A Skill

Training Can Also Become A Means Of

Altering Behavior

Training Can Be A Way To Earn Professional Certification

Training Utilizes Methods That Target Learners Preferences In Training Delivery

Training Is A Means Of Meeting

Regulatory Or Legal Requirements

Training Can Meet State Mandated Or

Insurance Requirements

Considerations for Successful Training Development Does Your Training:

Reduce Risks?

Empower Employees?

Improve Individual’s

Productivity?

Align Individuals With The

Organization’s Objectives?

Increase Quality?

Support Professional Development

?

Reduce Liability?

Build Teamwork?

ADDIE Model – Instructional Design Model

A

D

DI

E

Analysis Training Needs Assessment Performed At This

Stage

Design Course Outlined, Structured, And Storyboarded At This Phase

Development Course Developed At This Stage, E.G., E-learning Modules And Lesson Plans Are Created Using Various Tools Including Adobe Captivate, Storyline, And Microsoft Word

Implementation Course Delivered To End Users At This

Stage

Evaluation Course Effectiveness Assessed

And Reported At This Stage

Adult Learners Have Pride and Desire Respect in the Learning

Process

Adult Learning Principles in Training

Brings Life Experience And Knowledge To The Learning

Environment

Want Practical, Problem Centered Information That

Immediately Helps with Life’s Challenges

Tends To Prefer Self-directed, Autonomous Learning

An Environment Where People Learn With Others While Sharing What They Already

Know

Adult Learning Principles Continued

Desire Feedback On The Progress They Are Making At Learning Something New

Learn Best Through Collaboration And Reciprocity

Varied Preferences For Learning. Some Prefer Kinesthetic (by doing), Others Prefer

Visual (Observing), While Others Prefer Learning By Listening

Knowles’ Adult Learning Theory

Malcolm Shepherd Knowles

(1913-1997)

Adult Educator, Famous For The Development Of

Ideas Around Andragogy

Andragogy Is The Art And

Practice Of Teaching

Adult Learners.

Andragogy Assumes That The Point At Which An

Individual Achieves A Self-concept Of Essential

Self-direction Is The Point At Which He/She

Psychologically Becomes Adult.

Mission Of Educators Is To Assist Adult Learners To Develop And Achieve Their Full Potential As Emotional, Psychological, And

Intellectual Beings

Self-actualization Was The Prime Objective Of Adult Learning

The Andragogical Model Focuses More On The Educator As A

Facilitator Who Makes Resources And Procedures Available To The

Adult Learner

Adult Learners Desire More Than Just Knowledge, And Resist

Pedagogical Teaching Strategies Such As Drills, Rote

Memorization, And Examinations

Knowles’s Adult

Learning Theory

Characteristics of Adult Learners

Knowles’5 Assumptions of Adult Learners

Self-ConceptAs A Person Matures His/Her Self Concept Moves From One Of Being A Dependent Personality Towards One Of Being Self-directed Human Being

Adult Learner ExperienceAs A Person Matures He/She

Accumulates A Growing Reservoir Of Experience That Becomes An Increasing

Resource For Learning Readiness to LearnAs A Person Matures His/Her Readiness To Learn

Becomes Oriented Increasingly To The Developmental Tasks Of His/Her Social Roles

Orientation To LearningAs A Person Matures His/Her Time Perspective Changes From One Of Postponed Application Of Knowledge To Immediacy Of Application, And Accordingly His/Her Orientation Toward Learning Shifts From One Of Subject-centeredness To One Of Problem Centeredness

Motivation to LearnAs A Person Matures The Motivation To

Learn Is Internal

Knowles’4 Principles of Adult Learning

Involved AdultLearners

Adults Need To BeInvolved In The PlanningAnd Evaluation Of Their

Instruction

Problem-CenteredAdult Learning Is

Problem-centered RatherThan Content-oriented

Adult Learners’ ExperienceExperience (Including Mistakes) Provide The Basis For The Learning Activities

Relevance & ImpactTo Learners’ LivesAdults Are Most Interested In Learning Subjects That Have Immediate Relevance And Impact To Their Job OrPersonal Life

Applying Knowles’ 5 Adult Learning

Theory Assumptions to Online Learning

Best Practices in Online Training Development For

Offer Guidance And Help, While Still Giving The Tools And Recourses Needed To

Learn On Their Terms

Create Learning Experience That Can Offer Minimum

Instruction And Maximum Autonomy

Encourage To Explore Topics And Activities On Their Own

Provide Learner Action-planning Tools And Templates

To Help Develop And Focus Their Self-directed Efforts And

Facilitate Learning

Knowles’ Assumption #1 - Self-Concept

Include A Variety Of Different Instructional Design Models

And Theories Into Online Learning Course Or Module

Create Learning Activities That Involve The Use Of Past

Experience Or Knowledge

Survey Your Audience Beforehand To Determine Any

Technical Knowledge Limitations Adults May Have

Include A Wide Range Of Instructional Design Models And Theories, To Appeal To

Varied Experience Level And Background

Best Practices in Online Training Development ForKnowles’ Assumption #2 -Adult Learning Experience

Create Activities That Encourage Adult Learners To Use Popular

Sites As Invaluable Tools

Utilize Social Media And Online Collaboration Tools To Tie

Learning To Social Development

Best Practices in Online Training Development ForKnowles’ Assumption #3 -Readiness to Learn

• Emphasize How The Subject Matter Is Going To Solve Problems That An Adult Learner Regularly Encounters

• Mature Learners Prefer To Engage In Learning Experiences That Help Them To Solve Problems They Encounter On A Regular Basis

• Online Learning Should Emphasize How The Subject Matter Is Going To Help Them Solve Problems Immediately By Offering Real World Examples And Scenarios.

Best Practices in Online Training Development ForKnowles’ Assumption #4 -Orientation to Learning

• There Must Be A Valid Reason Behind Every Learning Course, Module Or Educational Activity

• Online Learning Will Need To Motivate Them To Learn By Offering Them A Reason For Every Learning Activity (Mandated Training For Example)

• Online Learning Must Explain Why A Particular Course Is Being Taught And Why An Adult Learner Must Participate In An This Activity

Best Practices in Online Training Development ForKnowles’ Assumption #5 - Motivation to Learn

Adults Desire Feedback On Progress They Are Making At

Learning Something New

Best Practices In Adult Learning

Adults Have Self-pride And Desire Respect. They Need

Their Experience, Knowledge, And Ideas Acknowledged As

Important

Real Life Applications And Benefits Must Be Tied To The

Online Learning Course

Give Adult Learners The Opportunity To Absorb

Information, Rather Than Memorizing It

They Have Performances For The Way In Which They Learn And

They Preferences On The Learning Styles

Adults Are Motivated To Learn By Wide Variety Of Factors.

Adults Learn Best Through Collaboration And Reciprocity


Adults Need To Know Why They Are

Learning

They Want Their Knowledge And Skills Acknowledged In The

Classroom

They Need To Be Seen As Competent

Adults Need To Be Self-directed And

Experientially Involved In Their

Learning

Adults Want Learning To Be Life-centered

And Applicable


3 Primary Learning Styles

VisualLearners Tend To Learn

By Looking, Seeing, Viewing, And Watching

KinestheticLearners Tend To Learn

By Experiencing, Moving, And Doing

AuditoryLearners Tend To Learn By Listening, Hearing,

And Speaking

Externally Imposed Expectations

Why Do Adults Get Motivated

Internal Desire or InterestPersonal Aspirations

Escape From The Situation (Boredom

Or Fear)

Growth and Advancement Service to Others

Are You Looking For A Course In A Foundation Subject?

Learning vs. Training

Do You Want To Gain Qualifications You Missed Out On At School?

Would You Tend To Find The Type Of Course You’re Looking For Traditionally In An Educational Institution?

Would You Tend To Find The Type Of Course You’re Looking For Traditionally

In A Commercial Setting?

Do You Want To Apply The Knowledge You Gain Practically?

Are You Looking To Learn A Specific Skill For Work?

Learning: Training:

Learning vs. Training

Training Is The Giving Of Information And Knowledge, Through Speech, The

Written Word Or Other Methods Of Demonstration In A M

Learning Is The Process Of Absorbing That Information In Order To Increase Skills And Abilities And Make Use Of It

Under A Variety Of Contexts.

Training Usually Means The Act Of Being Prepared For Something, Learning A Particular Skill And Practicing It Until The Required

Standard Is Reached.

Enterprises Are Mostly Focused On Training, While Education Is Mostly

About Learning Though "Igniting Curiosity“.

Learning vs. TrainingEmphasis On Training Emphasis On Learning

Perceived Role Of New Media

Economical, Productivity Quality

Epistemologies Of Knowledge

Explicate And Transfer Existing Knowledge

Understand Existing Knowledge And Create New Knowledge

Impact Of New Media Make Delivery Method More Efficient

Allow Things To Be Learnt

Teaching Add-on To Current Teaching Methods

Change What We Teach And How We Teach

Assessments Number Of Things Known Articulating Knowledge

Learning Rote Learning Learning With Understanding

Main Characteristics Of Government Or Corporate Learning

Fast-paced

Return On Investment Training

Career-related Benefits Organization

Create Effective Training Systems

Know Your Subject Material

Well

Platform Should Be Easy To

Navigate And Fully Functional

Course Documents Should Be

Available To Everyone Enrolled

Set And Communicate

Clear Goals

Online Courses Provided Should

Appeal To All Learning Styles

Facilitate Contact

Learning Involves Risk And The Possibility Of Failure, Design

Training To Minimize Each Learner’s Risk And Embarrassment

Invite Learners To Identify The Link Between Learning And The Satisfaction Of A Personal Need Or A Reduction In An External

Stress Or Threat

Provide Opportunities For Learners To Get Immediate

Feedback To Their Own Learning Through Case Examples, Quizzes,

And Responses To Questions

Engage Learners In Identifying The Challenges They Face And

The Value Of Learning To Addressing These Challenges


Make A Connection Between The

Learning Content And Each Learner’s

Long-range Objectives (In Work

And Life)

Inquire Into The Reasons

Participants Are Interested In

Learning

Use A Wide Variety Of Methods That

Tap Into All Learner Preferences


Financial Benefits of

Online Training

Scale Cost Savings Blended Learning

Accurate RecordsAnd Certificates

Manage Assignments

Standardization/Homogenization

Of The Experience

Convenience

Tests And Quizzes

Why Online Training?

How To Evaluate Online Training As An Investment

Why Are You Investigating This Particular Project Or

Investment?

What Is The Problem Your Organization Is Trying To

Solve?

What Is The Opportunity Your Organization Is Trying

To Create?

What is Your Catalyst?

Decrease In

Travel Budget

s

Constantly Changing

And Revising Printed

Manuals

High-level Financial EvaluationThe Financial Evaluation Consists Of Three Steps

Develop A General Understanding Of Costs To Determine Financial Feasibility, Given Cash Flow And Funding

Limitations.

Determine And State The Benefits As Measurable Goals In Order To Quantify The Benefits As A Financial

Improvement.

Calculate an ROI or EVA

Itemized Costs: In Person vs. Online TrainingIn Person Online

Printed Materials, Brochures ✓Location ✓Overtime Pay? ✓Facility ✓Travel / Meals ✓Technology ✓Teacher ✓Content ✓ ✓Quizzes ✓Records ✓Certificates ✓

Learning ContinuumWhat is a Teacher, what is a Student? Lines are Blurring

Engagement of Gen-Y and Millennial User

Base

1:1/1:MFormalizing Information Learning

Social Media and its Effects of Learning and Information

Growth of Gamification

Continuing Learning Environments

Immersive Virtual Reality Simulations

Teaching at Warp Speed and Learning

at Warp Speed

Redefining Learning / Trends in Content

Transfer Knowledge to Your Members with Training Lessons Provided by a 3rd Party or You Create Your Own

Test Results

Quizzes and Checkpoints Drive Retentions and Engagement

Certificates + Results Create Verifiable Proof of Knowledge Transfer and Allows for Pool Data Metrics on Members that Have been Trained Spot Trends

Checkpoints

Training Solutions for Pool + Pool Members

Turn-key Learning Management System Technology In Html5

Compliant

Vast Library Of Full Length Courses

Assign Online Training Courses And Create

And Send Compliance Email Alerts

Track Education Progress And Professional

Development

Create Custom Content Or Integrate 3rd Party Content Or

Your Own

Deliver Certificates Of Competition And

Retrain Records In A Virtual File Center

Engagement Points with Content and Technology

Case Study OMAG &LocalGovU

Oklahoma Municipal Assurance Group (OMAG) Background

• Seeking Training to Reduce Liability Risks

• Committed to Provide Training to all Members

• Focusing on Risk Management to Prevent Claims and Lawsuits

• Municipal Liability Coverage to ~500 Oklahoma Cities

• 6 Full-time Trainers

• Spending $9-10 Per Training Offline Session When Factoring Gas and Meals

Training ObjectivesContext

OMAG Challenges

• 330 Police Departments Requiring Annual Training For Re-certificationo 25 Hours / Year For Oklahoma Council

Of Law Enforcement Education & Training (CLEET)

• Many Departments With 5 Or Fewer Officers And No Trainer On Staff

• Cost Cuts To Municipality Training Budgets Due To Economic Challenges

• Training Approach Not Scalableo 6 OMAG Specialists Responsible For

Training Hundreds Of Members Across The State – Not Possible To Reach Every Member Each Year

OMAG’s New Approach To TrainingWorked With Localgovu To Introduce Affordable And Credible Online Training Solution

Members Have Completed Over 48,000 Hours Of Online Training Since September 2011

Included Over 40 Accredited Oklahoma-specific Courses For Law Enforcement And Corrections

Offered Training Free Of Charge To All OMAG Members And Marketed It As A Value-added Service

Used Localgovu Online Course Builder To Migrate On-site/In-person Courses To The Online Platform

Members Now Have Access To Over 100 Hours Of Approved Training

Courses are Offered to OMAG Members at No Cost

Quarterly e-mails Announcing new Courses Available and

“End of Quarter” Reminders

Topic Categories Include:

Quarterly Curriculum – New Courses are Available Every

Quarter

Management

Safety and Environment

Health & Wellness

The LocalGovU & OMAG Partnership

Communications

Human Resources

Corrections & Law Enforcement

$300K Decrease in Claims Paid

ROI Reflected in the Claims Savings since Program Launch

40% Decrease in

Claims / mo*

360%Increase in

Course Completions

* From 32 claims / mo pre-inception to 19 / mo 17 mos into program

How OMAG Did It

• Communication Worked to Get Members Engaged

• Risk Management Team Sits with Members to Aid Them

• Skyrocketing Enrollment

• OMAG Using Course Builder to Increase Course Offerings

• Reduction In Claims Costs

• Successful Training Program and a Solution for the Wider Risk Pool Market

OMAG Member Engagement and Increased Course Offerings

Summary Results of the Program• OMAG Partnered with LocalGovU in 2011 to Launch

OMAG Online University

• 5,522 Courses were Completed the First Year of Launch• 4 Fold Increase in Courses within 4 Years

Reaching 20,000

• Since Launching, OMAG Members have Completed Nearly 48,000 Hours of Training Online

How To Create A Training

Program Online

Decrease Claims

Send Receive Alerts

Personnel Access

Assign CoursesDocumentation

Monitor Organization’s Accreditation

Licenses

Mandate

ROIConvenient

Fresh Content

Avoid Litigation

Save Money

Actual Requirements

Analytics

Needs Assessment

Vast Library

Means of Meeting

Requirements

Good Quality

Testing Components

Comprehension of Materials

Training Program Goals = Tip of the Iceberg

Technology Assessment

Technology- Build In House?- Staffing Resources?- Financial Resources?- Project Management Resources?- IT Resources?- Client Support Resources?

Content Assessment

Content- Create In House?- Staffing Resources?- Financial Resources?- Production Resources?- Mandated Curriculum

Assessment ?

- Resources?- Video Interactive?- Course Review?- Instructional Design?

PortalPage

Risk Pool Management

Contract

TechnologyLMS

GeneralContent

CustomContent

Customer Support

Public Safety

and Law

HR

Water Control

Tests and

Quizzes

Records

Content

ClientSuccess

Customer Support Calls

3rd Party Training

Vendor

Risk Pool Members

Content Creation

Feedback Loop

Online Training Architecture

Turn Key 3rd Party System

•Leverage Existing 3rd Party Content Library•Custom Create Your Own Content •Provides Technical Support•Customers Service•Tracking Results•Real-time Reports and Analytics•Technology LMS

Comprehensive 3rd Party System

LMS

Content

Visual Examples of Success

Sample Training Content Library

Course Design

• Our Courses Begin With A Learning Objectives Introduction Page• Check Points Are Incorporated • A Quiz At The End To Document

Learning• Courses Average 30 Minutes In

Length To Accommodate Busy Schedules

Check Points

Detailed Employee Tracking

Certificate of Completion

Easy Report Generation

To Create One:

• Extensive Library Of Training Videos• Many Full-length Courses• LE, Corrections, HR, Management And

IT Courses • Create, Send And Receive Alerts

Regarding Compliance • Easily Monitor Organizational

Credentials And Licenses • Effectively Disseminate Important

Information

Look for these Features

To Create One:

• Track Educational And Professional • Development • Assign Online Training Courses • Track Completions • Create Custom Learning Tools And

Organization Specific Courses • Virtual File Center• Learning Management System

Look for these Features

3 Ways To Enhance Online Training

Use Graphics and Put the Text in the Audio

Script

Let People Know How Long It Will Take to

Complete

Use Quizzes as Learning Tool

Lessons Learned • Active Training and Communication with Pool Members

Drives Engagement• Vendor Needs to Mitigate Program Risk and Increase

Success.• Working with a 3rd Party can be a Win if you are Aligned to

Give Great Client Support• Leverage Technology Cobrand and Feedback Loops• Convenience and Flexibility is Required for Pool and

Members• Create Custom Content and Leverage 3rd Party Content• Development and Delivery of LMS Needs to be Static Free