• The link between learning ecosystems and capability development

• The key elements of a learning ecosystem

• Using digital learning to enable and accelerate 70-20-10 learning

ecosystems

• Applying design thinking to planning a learning ecosystem

We will discuss …

CollaborationChange Complexity

70:20:10

Manager as learning leader

Employee as self directed learner L&D as ecosystem

designer

People

Processes

Infrastructure

Ecosystems are a powerful way to develop the capacity of an organisation

An ecosystem is an interactive system of components that work together

Learner Centred

Self directed learners

Learning and improvement goals - “Focus on getting better rather than being good.”

Digital tools: Integrated LMS and performance management systems, 70-20

Principle: Everyone should be seen to be always learning. All modern work involves learning.

Pathways

Employees and managers need to be guided

Examples: Manager and coach guides for programs, Learning how to learn

Digital tools: Prompts are sent from workflows, wikis, tracking competence online

Principle: The manager's role in learning programs should be purposefully designed.

An employee's manager is the key enabler to learning

Feedback, Coaching, Mentoring

Digital tools: Coach.em, Betterwork, good online performance management system

Principle: Everyone needs to be given feedback on their performance.

Principle: Managers need to be supported to implement learning while working.

Learning from each other

Communities of practice, Group learning, Learning logs

Digital tools: Totara Social, Slack, Podio, jostle.meBlogs

Principle: Work and learning should be social.

Principle: Employees need to work with peers and their manager to reflect and articulate what they are learning and how change is happening.

Learning from each other

• Workshops run by peers• Lessons learnt • Retrospectives • Continuous improvement• Issue management

Knowledge supports

Training is too often just information provision

Best practice examples, Collections of knowledge, Performance support approach

Digital tools: Wikis, Degreed, RSS readers, SupportPoint

Principle: Learners should be able to quickly and easily access the information they need.

Place and spaces to practice

Formal courses that are performance focussed can provide can the chance for employees to practice and fail safely.

This is what great digital learning can achieve.

Approaches: Branching scenarios, worked examples, low tech and high tech simulations

Principle: Employees need to be allowed to practice and fail safely, learn and try again.

We need different processes for designing learning

Design thinking is about applying the same principles that designers use to business processes and practices

Process

Traditional learning and design approaches Design thinking

Learner is seen as a stakeholder Learner centred – the learner pathway is put at the centre

Process is premised on developing a course or other intervention

Process doesn’t define an outcome

Good at solving well-defined problems Solves ill-defined problems

Imports approaches from other organisations Builds new approaches that solve problems in new ways

Cycles, e.g. beta, pilot, implementation Iterative, with the bias towards action and prototyping

Focus on approving and reviewing content Collaborative, solutions are co-designed

Event and content driven Process driven

A single solution is piloted Experimentation and testing and data defines the best solution

Understand It’s about an emotional understanding - empathy

Tools

Being a fly on the wall

Interviews

Asking why 5 times

Persona’s and tasks

A certain ........ persona

needs ….....

ExploringSometime called ideation

Co-create

Make it visual

Individual, expert and groupactivities

Learning goal.

Simulation based workshop.

Mobile App – sends reminders and practice

activities and tracks goals.

This is all reported using xAPI.

Virtual Classrooms for progress check-ins about lessons

learnt.

Coaching.

A program for managers.

Knowledge supports

Learning from each other

Practice

Pathways and guides

PrototypeOne or more of the ideas from the exploration phase are then prototyped

Stories

Mockups

Roleplays

Smaller chunks

Zara is a recent PhD graduate, living in Perth. She was interested in working for ….. but didn’t want to move to Canberra and so she joined the virtual team.

On her first day she joins in the quick daily virtual check-ins and meets the rest of her team.

She gets started on the induction part of the program and has her first session with her Workplace Coach. Together they map out some goals, which include sitting in on a three-person team in her area of expertise where she can contribute her expert technical knowledge.

Zara sees this as a great way to begin to work with the rest of her team. As part of her training plan her coach wants her to join the online Learner Community.

What Zara likes about these sessions is that everyone is connected virtually. Zara works her way through the training program and progressively becomes more involved in the work that her section is working on.

Learner stories

TestingThe prototypes are tested to see if they will meet the needs that were defined in the understanding phase. Often the exploration, prototyping and testing phases merge together.

Business impact

Collecting stories

Collecting data

RefineOnce an approach has been designed and implemented, it is important to reinvent constantly and improve relentlessly.

Each week I spend a few hours focused on talking with people who have been to our webinars.

If you are interested in having a chat about improving your learning and capability development programs my contact information is below.

Dr Robin PetterdDirector

M: +61 419 101 928E: robin@sproutlabs.com.au