Don’t we all love Buzzword Bingo? ‘Learner experience design’ is one of the newer buzzwords in our industry – and ‘Learner Experience Designer’ is the hot new job title. The emergence of these terms marks a subtle but important shift in thinking: from designing chunks of instructional content, to designing an experience for the learner. I’m not at all cynical about this trend. I think it’s a long overdue development for the practice of learning design and for our industry as a whole. But I’m pretty sure I know where it came from. Continue reading
Category Archives: Blended learning
Our joy was unconfined this week as one of our clients picked up the ‘prize of prizes’ at this year’s Personal Today Awards for a blended learning programme in which the Lumesse Learning team played a key role, creating bespoke elearning content using our CourseBuilder authoring tool.
At the Grosvenor House Hotel in London’s Park Lane, SABMiller won first the Award for Excellence in Learning and Development, and then was named ‘best of the best’ overall winner.
Lumesse Learning was the lead digital development partner on the winning programme, known as PRGM, an ambitious learning and development initiative that helped to improve profitable growth. PRGM has delivered more than $33 million in incremental profits since it launched.
The brewing company, which produces iconic beer brands and has recently been acquired by AB InBev, beat 900 other submissions and the winners from 20 other categories to receive the coveted Overall Winner Award.
Studies indicate that about one fifth (20%) of the population has some kind of disability. The number of disabled users in the workforce is rising in the UK, and more and more organisations now have positive policies on accessibility for digital learning materials.
One key area is providing support for the visually impaired; making it easier for them to use screen-readers and other aids. Every employer needs to ensure that online learning resources carry all the relevant accessibility features. Continue reading
Changes in the pattern of employment will have a significant impact on learning, recent research indicates. In many cases these effects are being felt already. L&D professionals need to make preparations now, so as not to be caught on the back foot.
Seismic changes are shaking the world of work. A shift is seen in the relationship between organisations and the people who work for them, typified by the disruption wrought in the transportation industry by Uber. Uber, a ride sharing app enabled by GPS and mobile technology, is now starting to dominate the US business travel market. According to the Economist and Certify, in the first quarter of 2016, Uber and Lyft accounted for 46% of business ‘ground transportation’ trips in America. Traditional competitors (notably, taxi firms) have been displaced with surprising speed. It is not just the technology that is causing this market disruption, but the business model used by the company. Uber has a permanent employee base which represents its core beliefs and practices but also a huge flexible component. Continue reading
Capability gaps, and a historical culture of not evaluating training, are seen as major barriers to success in learning analytics for L&D. Learning analytics offers L&D a wealth of new opportunities it was found, but our Think Tank delegates identified nine key challenge areas.
Lumesse Think Tank events are held with an invited group of L&D leaders, who discuss issues in learning under Chatham House rules. Contributing to this debate were delegates from the worlds of finance, logistics, FMCG, mining, pharmaceuticals, professional services and commodities trading.
Download a highlights report of the whole discussion.
And for a deep dive into the section on challenges, read on as we address the following question:
Where are the biggest challenges/barriers for L&D in learning analytics?
Oops, here comes a buzzword. And surely we need another one of those like we need a hole in the head. But there’s a serious idea behind this one – the omnichannel – an idea that was born in the world of retail, but which has important implications for learning and communications across all business sectors.
Omnichannel has become a thing in retail because major shopping brands have seen changes in customer behaviour – around the huge proliferation of smartphone use and the convergence of physical and virtual spaces – that are seriously disrupting their markets.
According to Google, 82% of smartphone users turn to their phones inside a store when making purchase decisions. And that process of decision making is highly likely to blend visits to a store with visits to a website. A process of research that starts on smartphone might end up with purchase in a shop around the corner – or vice versa. And it might also involve use of a tablet and a desktop PC along the way.
This is where shoppers live now, in the omnichannel, moving seamlessly between physical spaces in the real world and spaces accessed virtually, through a screen. It’s where we all live.
Middle-aged, empowered males for the most part, they reacted incredibly negatively to any suggestion that they might need training in this area – or in any other area, for that matter. Offers of training fell on deaf ears, or worse, were interpreted as a primal challenge to their personal authority. Meanwhile, poor communication and miscommunication from these executives were holding the organisation back.
So how do you train people who have such a strong psychological investment in their own unimprovability?
The answer, in this case, was a learning campaign that avoided anything the executives might recognise as ‘learning’. Rather than producing another course, the team created a glossy magazine-style publication to get the content across, positioning it as exclusive, inside information just for this cadre – but definitely non-mandatory and to be accessed at will.
Reception has been enthusiastic and the company now has the tools to tackle this important skills gap effectively.
The example we have just given shows insight-driven learning in action.
Remember that scene in Jurassic Park where the T-Rex escapes? It’s raining heavily, it’s dark and the children are in the car, shaking with fear, too scared to even breathe. The T-Rex (who we’ve recently witnessed swallow a live goat) stamps around for a bit in the mud, sniffs the air, makes a few terrifying noises, and then looks through the window, teeth dripping, the hard scales on its skin emphasised by the rain…then the girl shines a torch in its eye…and…
…the pupil shrinks. It actually reacts to the light!
When I saw that at the cinema there was an audible gasp from the audience. This was a lifelike dinosaur like we’d never seen before. And the film was full of them. Running around eating each other!
Running around eating people!
And all totally convincing too! Suddenly CGI was good. And CGI allowed film-makers to become God and to create whole new worlds.
It was AMAZING.
But the sad fact is, it was overused.
We’re very pleased to have Clive Shepherd, Founding Director at The More Than Blended Learning Company, and a thought leader in our industry, as a guest on this blog. Clive has contributed this piece to The Curve Magazine – packed with useful tips and insights – which you can pick up at our Learning Lounge event on 3 February 2016.
- We will not learn without paying close attention. We will only do that if we regard what’s going on as relevant to us.
- Novices are easily overloaded with new information. Paying close attention is tiring.
- Five minutes is probably as much time as most of us want to spend attending to new information. On the other hand, we are happy to spend hours engaged with stories or solving challenging problems.
Used within a well designed digital learning programme, an L-book is a powerful tool for communicating new ideas, concepts and procedures; for learning, for reflection, and as a facilitator of important conversations.
In essence, L-books are quite an old idea – the learning journal – afforded a new lease of life by technology. But interactive technology gives a whole new twist, allowing the use of video, quizzes, reflective exercises and learning content.
We’ve captured the thoughts of one of our top learning designers on L-books for learning. In this video interview, Steve George tells you how to use L-books, the benefits they can bring to your organisation, and why learners love them!