My recap of day 2 at #LSCon Big data, tools and the learning eco system


I was not able to attend a lot of the sessions I wanted because I had a lot of one-on-one appointments today.  I have caught a few sessions for you:

Big data demystified

The first session was today’s keynote, by Douglass Merrill. He is the author of “Getting organized in the Google era”. He didn’t do it for me. His main message was that Big data is not real and that you can not trust  the outcome of Big Data queries very often. We collect the wrong data, apply the wrong math and end up with wrong results. He did had a cool story about someone collecting log books on a new trade route because he was wondering why these ships had very different sailing times but took (more or less) the same route. he ended up with discovering the trade wind, based on the data he analyzed. For me that was the highlight of the presentation, although I read on the internet that Columbus discovered them.

When to switch eLearning tools by Joe Ganci.
I love Joe, his knowledge on authoring tools is unique. He knows them all. He started out by saying that it should not be the tool that determines the elearning, but the learner, the context and the goal. Based on that analysis you can design an eLearning solution and then you select the appropriate tool. He went over all the major tools and compared them for us, the pro’s  and con’s and he demonstrated a view of them. He even allowed me to show the coolest of all elearning software: Easygenerator’s new web edition! Thanks Joe, I appreciate this.

Learning performance analysis. Aligning the eco system with the business.
By far the best presentation so far of the whole conference by Bob Mosher and Conrad Gottfredson. You probably have heard of the 70:20:10 (70 experience, 20 Coaching & feedback, 10 formal learning). It has become a sort of a buzzword, but until know I never heard a story that describes a framework and a methodology to implement an environment that supports this in a good way. They have it. They passed on a lot of information, with a lot of images and I could not capture it all. They run a community (www.applysynergies.com) based on their approach. I will give you the highlights. I will research this more in-depth and write about it later in more detail.

The why?
“It is the only way an organization can enable peak performance at every changing moment”

How?

CompetencyGraph(20140318)

Image from http://www.applysynergies.com/

This image is one of the key elements of their approach. The first green peak is the formal learning (10%). Than you have the transfer to competence and the continuous improvement after that. The last two phases are the 70 and 20, or in fact the 90 because the will merge very often. During the sustain phase you have the 5 moments of learning needs:

  1. When you need to learn something new
  2. When you need to know more
  3. When things change
  4. And when you have to solve something
  5. And last but not least, when you have to apply all this

They had a lot more on the ecosystem, but I will keep that for later.  I will end this session description with: You have to cultivate dynamic learners that can learn at the speed of change. Love that.

More on this topic later in this blog and more on LSCon tomorrow.

You can also read my recap of day 1 at the LSCon

Trackbacks

  1. […] to this. Also interesting to compare this model with the one from Mosher and Gottfredson (see my session report). They add training and transfer as phased before sustain, but I do think that if you combine their […]

  2. […] management (curation for example). The goal is to support the learner (employee) during his moment of learning need on-the-job which lessens the focus on courses than previously. If you  decide to create a course, […]

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