Redefining the Critical Learning Interaction

Ryan Macpherson ANZ HR Summit , Gold Coast 2016

Redefining the Critical Learning InteractionRyan MacphersoneCoach Product Development

Contextually Relevant Training Outcome + Well Understood Personal Platform + In Time Delivery + Opportunity For Growth and Sharing + Call To Action = Empowered, Engaged and Motivated Staff

I aspire to be Johnny Utah in and out of the water…

Constant battle to impress my Fitbit...

The cause of most issues with my wife...

All day living the digital life means I want to get hands-on during the weekends

Me in a Slide

Constantly looking to plug holes and find new ways to do stuff...

Quality Training Outcome

Quality Training Platform

Quality Training Delivery

Engaged and Informed Staff

OR DOES IT?

+ + =

The normFor large organisations and time strapped HR departments the focus is often on choosing the platform for creation, type of content and delivery mechanism for staff training, onboarding and compliance verification.

The process is often project driven or individually planned and centres around delivering training in one time space, across whole teams or through one delivery mechanism (face to face, online or blended). The training usually only addresses one topic or area of need for example (Work-Place Safety).

What can be missing?What is often forgotten is that the type of learning and workplace training that delivers the biggest ROI in an organisation and often has the most positive effect on behaviour change is very contextually driven, personally motivated, role specific and most importantly delivered when the staff member most requires it. It can also be delivered on a device they understand and can easily interact with!

Lets walk through an exampleWhich of the following would remind you to maintain your posture at your desk?

A 20 minute course on best practices for ergonomics in the office, delivered at your workstation by a traditional eLearning Module via PC or Mac.

OR

An individually controlled push notification platform on your chosen device informing you that it’s time to stretch at designated times throughout the day and highlighting key ergonomic posture reminders.

Including a media player that randomises short 20 second videos of a new exercises and provides a visual ergonomic posture assessment chart.

With this type of application you can ignore the phone’s notification if your up and walking about but if slumped in your chair at 3:30pm on a Thursday afternoon, it will make you think about stretching and improving your ergonomic positioning.

Then consider which example provides more insight into behavioural

change.

Yes all staff have completed the course 6 months ago and may be acting on the advice and training, or maybe they are not…

OR

A view from the manager’s office of team members stretching in the office and considering the best times to reflect on their posture.

Collection of comprehensive data across the organisation that indicates what times staff require stretching and a break. Along with insights into the number of times a video has been viewed in the workplace, which stretch is most used and finally evidence of effective workplace behaviour change and health improvements.

Finally, what about ROI on the training development

time and costs?

20 Minute course = Small development cost up front but limited long term effect or reduction in injury and illness resulting in a continuation of high workplace illness and employee health related absences. Minimal impact on long lasting behavioural change and the training becomes outdated regularly as health advice changes.

OR

A well developed platform that enables in-time training and information delivery = Larger upfront cost initially and more structured design. However the application presents ongoing health benefits and insights into behaviour change for staff and management. The application leverages cloud based video services such as YouTube and Vimeo meaning videos can be added and tailored for different teams, locations and specific roles. The application has the ability to keep the videos current as health research changes. The best result however is that the tool is ingrained in staff practice and used on a regular basis improving staff health and understanding of good workplace practice.

Contextually Relevant Training Outcomes

Everyday Personal Platform for Delivery

In Time Delivery (When it counts the most)

Opportunity for Staff Growth, Sharing & Community Collaboration

Call To Action (Notification)

Engaged and informed staff

+ + + + =

By redefining the training interaction across an organisation to include small bite sized, contextually relevant training opportunities delivered at places of significance to the individual where possible using technology that is already in use and in favour by staff.

Training no longer has to be sessional, platform driven or geographically limiting and can be measured by the team leaders who can best act on the insights immediately and effectively.

How?

Empower those who can connect

Align org values to staff quality world

Deliver on devices that are in use Provide opportunities to drive

direction and share Make it contextually relevant

Make it timely

Find the data that matters

Define the critical “Tipping Point”

The Must Have Planning StepsTo succeed in rolling out training in organisations with a similar type of learning design style…

1. Strategise, evaluate, design and implement using data that matters to your staff and business.

2. Explore the key engagement objectives and outcomes (How and why is this important? - For your organisation and for the end learner)

3. Ensure all learning/training has workplace context and target group relevance (Customer Service Training for the Dev Team ???)

4. The Theme… Ensure it fits with the values of your staff and business.

5. Alignment of organisation values to staff needs6. Levels of user engagement (trigger points for different

roles) Think Donky Konga and your frequent flyer status points

7. What is the #tippingpoint at which point staff get involved (Call to Action)

8. Access to the training (The when, how and why?)9. Sharing and social collaboration (Idea growth and

experience sharing)10. Rewards, achievements and competition if that fits with

the company culture...11. Physical, live interactions, notifications, RFID and

Geocaching (Bring your office to life and make it fun!)12. Platform (User Experience) quick, easy and non-intrusive

or overly in-depth. It should not overburden them in any way or take all day to complete… They have work to do right?

13. Evaluation and insights using collected data (What do we want to know?) (How can we change this next time?)

14. Life of training (Short Term v Long Term)

Actions- Avoid getting stuck in one platform -

- Don’t plan for generic rollouts -

- Run away from spending months developing something that will be viewed for 30 minutes -

- Don’t assume every role needs the same training -

- Leverage the knowledge and experience of your staff -

- If thinking Gamification choose a style that is contextually relevant (Not all games are fun for everybody) -