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Organisational Learning - Future Trends

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Joseph Ellis

on 19 June 2014

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Transcript of Organisational Learning - Future Trends

Organisational Learning
Future Trends

The 7 trends that are making waves...
1. Growth in mobile enabled learning
2. Increase in bite sized learning
3. Less focus on the traditional LMS. More focus on Tin Can API.
4. Increased gamification of learning
5. ILT requiring more creativity and use of technology
6. The growth of Social Learning communities
7. Roles changing - Less trainers and more social community leads/technology specialists
In Conclusion...
2. Bite sized learning...
Fewer full-sized courses that require large chunks of time to complete in a single sitting.
More "learning snacks."
3. Less traditional LMS more 'Tin Can' API...
Less desktop and more mobile... but slowly...
1. Mobile Learning...
Apple shipped 15 million iPads in Q1 2012. They will have sold 67 million iPads in just 24 months’ time. (It took 24 years to sell that many Macs and 5 years to sell that many iPods).
By 2015, there will be 7.4 billion mobile devices in the market; as of today, the world’s population stands at 7 billion.
Also by 2015, mobile app projects will outnumber native PC projects 4:1.

4. Gamification
5. ILT requiring more creativity and use of technology
6. Increased Social Learning
7. Changing Roles
In brief:
API = Application Programming Interface = "a Bablefish!" It's a specification that allows learning content and learning systems to speak to each other.
It allows recording and tracking of all types of Learning "experiences" not just training i.e reading a blog, Twitter chat / watching a video etc etc.
Data is stored in Learning Record Store (LRS). LRSs can exist within traditional Learning Management Systems (LMSs) or on their own

The paradox: A push to reduce the total time spent in formal training, while conversely a perception that people need more information and training to do their jobs effectively.
There is a scramble to develop new accelerated learning methodologies.
Growth in ePubs / Interactive reference tools / self-serve learning and MOOCs (Massive Open Online Course).
In brief:
In brief:
"the sum of the parts is worth more than the whole"
.

Twitter feeds / Twitter lists /
moocs (Massive open online courses)
Specialist youtube and channels and blogs and Wikis
Open source - lynda.com / codeacademy.com

In brief:
1. We are experiencing a seismic shift in L&D, driven by a pragmatic need - but enabled by technology.
2. Organisations are winning by embracing new ideas and letting go of pre-conceptions about what 'training' / up-skilling or learning can look like.
3. Leadership is the key - it'll take an evolutionary adaptation for organisations to embrace, things like social learning etc. Leaders drive this cultural shift...this is where the work is.

references:
Bersin at Deloitte - the corporate learning factbook 2013
Learning Trends White Paper - BLP 2013




"The average employee spends just 31 hours PER YEAR in formal training so staying current will require different ways to develop skills - social learning, tools and strategies provide one possible answer"
Builds on ideas of gamification
"Poll Everywhere"
nearpod.com
penultimate
icardsort

Generation z has a reduced tolerance to lecture based learning
The research suggests that there is heightened efficacy of learning through the use of games and game theory.
There is still sceptisism at the C suite - if it's fun it can't be work...
Full transcript