Separating Fact from Fiction: Today’s Learners, What Do They

Really Want (and Need)?

Sponsored by:

@degreed @mikemmoon #whatlearnerswant

15+ years in HR: practitioner, analyst, and academicIndustry Experience:

• Analyst: Research Director, Aberdeen Group; Senior HCM Researcher, i4cp

• HR Practitioner: Thomson Reuters, Raytheon, John Hancock, Vistaprint, Fleet Bank (now Bank of America) Talent & Development, OD, HR Analytics, HRIS, HR Management,

and L&DEducation and Certifications:

• PhD, Human Capital Management: Bellevue University• Master of Science, Human Resources: Suffolk University• Master of Music, Musical Theatre: Boston Conservatory• Bachelor of Science, Theatre: Eckerd College• Memberships/Certifications: SHRM, NEHRA, AOM, Actor’s Equity; PHR

(HRCI)

Dr. Michael M. Moon

Founder & Principal Consultant, MMM &

Associates@mikemmoonwww.linkedin.com/in/mikemmoonmmm@michaelmoonhcm.com

The basic tenets of adult learning theory, the brain-science behind micro-learning, and a few other geeky things about learning

Understand the role that “personalization” and “transparency” play in a Learning function

Practical guidance on how to transform from a “Training” mindset to a “Ubiquitous (continuous)” mindset

Today’s Webinar

Order of Topics

Today’s Learners: Myth #1 and #2 Technology: Personalization and

Transparency What’s a Training Department to Do? Rethinking the Modern Workplace

Myth #1The Modern Learner Wants…

The Modern Learner...

“…flexibility in where and how they learn is increasingly important.”

“…they want to learn from their peers and managers as much as from experts.”

“…they are taking control over their own development” - Bersin by Deloitte, Meet the Modern Learner, 2014“…want options and to choose when, where, what, and how to learn” - DDI, The Rise of The Learning Experience Manager, 2016

“…is more interested in exploring on their own and learning from peers than being told what to do when”. - Intrepid Learning

Image Source: Bersin by Deloitte, Dec. 2014

“Today’s employees are overwhelmed, distracted, and impatient.”

Pedagogy vs. Andragogy

Image source: http://assets.uxbooth.com/uploads/2014/12/andragogy.jpgBased on the work of Knowles, Holton, and Swanson (1998)

the art or science of teaching

PEDAGOGY the method and practice

of teaching adult learners

ANDRAGOGY

Andragogy

1. Adults are motivated to learn as the experience needs and interests that learning will satisfy

2. Adults orientation to learning is life centered 3. Experience is the richest source for adults learning4. Adults have a deep need to be self-directing5. Individual differences among people increase with

age – therefore, provision should be made for differences in style, time, place, and pace of learning.

Source: Eduard Lindeman (1926), The Meaning of Education

Myth #2We are simply too busy, the attention span of today’s learners is shrinking…

Everyone’s Attention Span is Shrinking…

12 -> 8 seconds Thank the internet and

smartphones Crave information Better at multi-tasking, well, sort-

of…Source: http://www.telegraph.co.uk/news/science/science-news/11607315/Humans-have-shorter-attention-span-than-goldfish-thanks-to-smartphones.html

Working MemoryChunking, Mnemonics, and Neuroscience, Oh My!

Chunking:7 +/- 2 numbers4404249231440 424 9231

Mnemonics:ROY G. BIV = colors of the spectrum (Red, Orange, Yellow, Green, Blue, Indigo, Violet)

Techniques for Improving Working Memory

Micro-Learning is not a Trend, The Brain Simply Likes Smaller Chunks

Micro-learning - a way of teaching, delivering and/or consuming content in small, very specific and targeted bursts.

Think “bite-sized learning” or “learning nugget”. Usually completed in less than 4 minutes making it

digestible, and easily manageable. Can be personalized to the learner in terms of content,

pace, time, topic, etc. Case Study: Baker Hughes - reusable bite-sized content

Personalization & Transparency

Two Learning Trends Coming out of 2015

Personalization

Technology affords greater personalization• Mass Customization• Accessible• Adaptive• Continuous

Personalized Experience vs. Content Personalized Learning Experience xAPI (Experience API or Tin Can API) Image Source: https://tincanapi.com/overview/

What Can Personalization Look Like?

Source: http://www.c4lpt.co.uk/blog/2016/03/20/supporting-all-the-ways-people-learn-at-work/; Jane Hart

Activities:• Enabling flexible (and social)

internal content.• Curate external content and

learning opportunities• Offer/Facilitate Communities

of Practice• Orchestrate large-scale

networking or learning events

Transparency as the New Norm

Technology facilitates greater levels of transparency• Goal Planning• Feedback• ESN

Trust – blogs, 2-way communication Knowledge sharing

Learning• Encourage employees to share what they know -

Coactive vicarious learning

What’s a Training Department to Do?

Practical Guidance

Learning Experience Manager

Source: DDI: http://www.ddiworld.com/blog/tmi/february-2016/the-rise-of-the-learning-experience-manager, by Barry Stern and Russ White

Implications for L&D? Content curators Experience facilitators Potential architects

Teach employees “how to learn”

Practice • Testing• Distributed• Interleaved

Elaborative Interrogation (why)

Self-explanation Video: Learning how to learn | Barbara Oakley |

TEDxOaklandUniversity

Source: http://bigthink.com/neurobonkers/assessing-the-evidence-for-the-one-thing-you-never-get-taught-in-school-how-to-learn

10 techniques for improving learning

Fixed vs. Growth Mindset

Self-directed learning does not come easy for everyone

Growth mindset does not come naturally for all either

Requires L&D to facilitate

Using Technology and Social Learning to Improve a Growth Mindset: Xerox

Xerox

Create pathways to empower the self-directed learner

Using Technology and Social Learning to Improve a Growth Mindset: Xerox

Learning Events1. Reflection2. Social

Learning Activity

Xerox

Using Technology and Social Learning to Improve a Growth Mindset: Xerox

Growth Mindset – Activity

Enable application, reflection and social learning through sharing

Xerox

Personal Knowledge Mastery (PKM)

• Seek – valuable information• Sense – reflect and reinforce• Share – exchange and collaborate

Similar to Nonaka and Takeuchi

Image source: http://jarche.com/pkm/

Continuous Learning

Continuous e-learning expands the parameters that once limited training to an at-work activity

Requires the right mix of formal, informal and experiential learning

“We are all always in the process of evolving of becoming.”

– M. Moon

Rethinking the Modern Workplace (by Jane Hart)

RECOGNIZE that learning happens as a natural part of work APPRECIATE that learning happens as much for themselves

by using the Web in their daily activities VALUES self-organized learning REALIZES that evaluating impact of what is learned is more

important than what was learned UNDERSTANDS that everyone has a responsibility for

learning in the workplace

Thanks!Any questions?You can find me on Twitter @mikemmon & mmm@michaelmoonhcm.com