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Driving Performance Through Learning (2019) by @AndyLancasterUK. This is right in my area of interest in #MedEd.
Driving Performance Through Learning (2019) by @AndyLancasterUK. This is right in my area of interest in #MedEd.
blinki.st/c87019b62fd6?b…
We gain our skill over the course of our careers, not through attending courses." Learning takes place all the time" and we need to have a broader perspective of what learning looks like. i.e. we need to change our epistemology or concept of how we learn.
We gain our skill over the course of our careers, not through attending courses." Learning takes place all the time" and we need to have a broader perspective of what learning looks like. i.e. we need to change our epistemology or concept of how we learn.
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"Employees often learn more effectively in-the-flow of work, rather than in a course."
I think this is the principle underlying the work-integrated-learning movement. (Billett)
"Employees often learn more effectively in-the-flow of work, rather than in a course."
I think this is the principle underlying the work-integrated-learning movement. (Billett)
Actually, I'm wrong. @StephenBillett5 @StephenBillett4 @StephenBillett3 calls it situated learning. Here is one of his early articles from the 1990s. sciencedirect.com/science/articl…
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In spite of all the changes and disruption to work, one thing remains constant-the need for workers to learn, adapt and improve. The normal go to for organisations are (mandatory) training courses. But these are not the most effective ways of learning.
In spite of all the changes and disruption to work, one thing remains constant-the need for workers to learn, adapt and improve. The normal go to for organisations are (mandatory) training courses. But these are not the most effective ways of learning.
"Employees often learn more effectively in-the-flow of work, rather than in a course... A lot of the time, learning should simply take place when it’s actually needed, while staff members are doing their jobs."
They call this learning-in-the-flow of work.
They call this learning-in-the-flow of work.
Lancaster writes about the 70:20:10 rule. en.m.wikipedia.org/wiki/70/20/10_…
It's based on self-report survey data, so is not completely without evidence, but the evidence is tenuous. The principle is that people learn in different ways- experience, coaching, and didactic lessons.
It's based on self-report survey data, so is not completely without evidence, but the evidence is tenuous. The principle is that people learn in different ways- experience, coaching, and didactic lessons.
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For effective learning, you need to perform a learning needs analysis.
1/What do they need to learn and why?
2/How big is the project & is it achievable?
3/Identify and implement solutions
For effective learning, you need to perform a learning needs analysis.
1/What do they need to learn and why?
2/How big is the project & is it achievable?
3/Identify and implement solutions
My case study-small groups at church: Encourage those with flourishing small groups to coach new small group leaders rather than running a once-off course to addess a perceived issue or deficiency in knowledge or training.
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"Instead of chasing perfection, design agile, responsive learning solutions."
And iterate.
"How quickly staff become competent is vital for a business's bottom line... if you take too long... (the solution) will be outdated (before implementation)"
"Instead of chasing perfection, design agile, responsive learning solutions."
And iterate.
"How quickly staff become competent is vital for a business's bottom line... if you take too long... (the solution) will be outdated (before implementation)"
Therefore its best to adopt an agile or responsive approach. With iteration, you should end up with a "minimum viable proposition".
In this process it's essential to engage key stakeholders so that you get the feedback to iterate the system. It may also involve microlearning.
In this process it's essential to engage key stakeholders so that you get the feedback to iterate the system. It may also involve microlearning.
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Lancaster outlines the importance of tracking the outcomes of learning, but notes that it's hard. He writes of the Kirkpatrick model and "happy sheets".
Kirpatrick sounds familiar,,,
Lancaster outlines the importance of tracking the outcomes of learning, but notes that it's hard. He writes of the Kirkpatrick model and "happy sheets".
Kirpatrick sounds familiar,,,
Four levels in Kirkpatrick's model
1/Reaction
2/Learning
3/Behaviour
4/Results
Some suggest a fifth level- return on investment.
en.m.wikipedia.org/wiki/Donald_Ki…
1/Reaction
2/Learning
3/Behaviour
4/Results
Some suggest a fifth level- return on investment.
en.m.wikipedia.org/wiki/Donald_Ki…
Lancaster starts talking about metrics and KPIs. Returns to the return on investment, and suggests crowdsourcing. "Simply ask staff what ROI they think they're generating as a result of their learning."
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"technology is changing everything. The number of people with a mobile phone is north of five billion...
it's not much of a surprise that YouTube, Twitter, and LinkedIn are now some of the most valued learning resources out there – not to mention Google."
"technology is changing everything. The number of people with a mobile phone is north of five billion...
it's not much of a surprise that YouTube, Twitter, and LinkedIn are now some of the most valued learning resources out there – not to mention Google."
"Digital learning solutions can have a transformational effect... (but) solution isn’t necessarily better just because it’s digital."
Examples: BP leadership app; Boeing using AR and VR to traing workers to assemble aircraft wings; podcasts, youtube; twitter.
Examples: BP leadership app; Boeing using AR and VR to traing workers to assemble aircraft wings; podcasts, youtube; twitter.
Where possible, we shouldn't reinvent the wheel or create new content. This reminds me of the flipped classrooms I've done where I've used documentaries about patient's lived experiences of the opioid crisis.
Lancaster also suggests using content curation. It's agile, encourages diverse thinking, and points learners towards self-direction - the holy grail of CPD.
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"Enabling community involvement is a great way to encourage workplace learning."
Here Lancaster is probably touching upon socioconstructivist paradigms like Communities of Practice theory.
"Enabling community involvement is a great way to encourage workplace learning."
Here Lancaster is probably touching upon socioconstructivist paradigms like Communities of Practice theory.
Benefits of community learning:
1/Staff can learn from each other and resolve issues quickly
2/It's targeted and applicable
3/It fosters thought leadership and trust formation
1/Staff can learn from each other and resolve issues quickly
2/It's targeted and applicable
3/It fosters thought leadership and trust formation
To do it, you can utilise technology. The author suggests Linkedin or Facebook. This reminds me of the platform that Eastern Health has implemented. I'm not sure whether there's a great deal of activity or buy-in though.
Learning and development depts can also help encourage self-direction. Lancaster uses the acronym COGS: foster curiosity; leading to ongoing commitment; encourages a growth mindset; and self-awareness.
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"For coaching to have real impact, it needs to become more broadly part of workplace culture... Coaching is a time-honored method of learning, but it has to be embedded in-the-flow of work."
"For coaching to have real impact, it needs to become more broadly part of workplace culture... Coaching is a time-honored method of learning, but it has to be embedded in-the-flow of work."
Coaching helps to encourage talent identification and nurturing; helps engagement; helps support performance. Peer coaching gets a mention too, as does training for coaches.
Lancaster also mentions mistakes as learning opportunities.
Lancaster also mentions mistakes as learning opportunities.
This was a great book summary. It's led me to the next book I'll look at - The Chief Learning Officer
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