putting the “active” - training industry · putting the “active” into interactive ... boss,...

PUTTING THE “ACTIVE”

INTO INTERACTIVE

ONLINE LEARNING

Dr. Vicki Halsey

VP of Applied Learning

The Ken Blanchard Companies®

© 2015 The Ken Blanchard Companies. All rights reserved. Do not duplicate.

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Dr. Vicki Halsey

Vice President of Applied LearningThe Ken Blanchard Companies

Today’s

Speaker


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Who you think is brilliant…

and who makes YOU feel brilliant!

• Learn new models for

accelerating learning and

unleashing brilliance with

online eLearners

What You Will Do

• Describe the three seismic

70/30 shifts

• Practice all 6 steps of the

ENGAGE design model

What You Will Know


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What business are you in?


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Importance of a Strong Learning Culture

Of 11 factors that positively influence employee engagement, the quality of training and learning opportunities ranks #1.

(ASTD Learning and Employee Engagement Study, 2008)

Strong learning cultures report distinct business advantages, including

measurable success in key areas such as innovation, employee

productivity, and customer satisfaction.(Bersin & Associates, 2011 )


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Poll

What percent of a person’s success at work can be

attributed to learning job specific skills?

A

0-20%

B

21-40%

D

61-80%

C

41-60%

E

81-100%


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Telling vs. Teaching

For ... Employees CustomersThe

Organization

Don’t TELL, Teach!


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Brilliance is…

… NOT a random act

… a trajectory

… a collaborative relationship

… a continuous flow of

connections

… ignited by the passion of

a leader … YOU!

Let’s unleash BRILLIANCE by DESIGN


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The Brilliance Learning System

It’s not how smart they are;

It’s how they are smart!


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The 70/30 Principles

Learners—70% of the talking; 30% of the listening

Teachers—70% how they will teach; 30% what they will teach

Learners—70% of time practicing; 30% being taught


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The one who is doing

the TEACHING, the work,

is doing the learning!


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Building Excellence Survey


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Learner-Centric Mindset

1. Instruction is set up to enable

all participants to learn

2. Learners walk out the door able

to do what they need to do to

be ultimately successful

Focus on THEM, not US


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Getting to “the WHAT”

• Knowing vs. Doing

• What do you want people to learn?

– Models create a visual, a path

– Objectives? Main principles?

• What will people be able to DO

walking out/hanging up?

• Understand the stakeholders—the

needs for the learning and learner

come from multiple sources


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Designing the Journey to Brilliance


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Poll: How did you learn to

do the job YOU do?

a. On the job

b. Figured it out myself

c. Trial and error

d. Colleagues taught me

e. Company used a mindful process of teaching me as much as

possible about best practices, letting me practice, etc..

A B C D E


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The ENGAGE Model

Energize Learners

Navigate Content

Generate Meaning

Apply to Real World

Gauge and Celebrate

Extend Learning to Action


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What ENGAGEs the Virtual Learner?


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energize Learners

Books Impact Maps Online Survey

Games and

Puzzles

Articles PodcastsJourney

LearningPowerful

Questions

Fire them up—Get them primed for Learning!


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PuzzleInstant

involvement—

Subliminal

message

you will

participate!

Directions: While people are

logging on, solve the puzzle to

the right.

• Draw two straight lines

across the diamond so

that each of the four

sections adds up to the

same number.

• How should the lines

be positioned?

• What’s the number?


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Leading PeopleA picture of

the journey-

ready the

brain/body


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What Are Your Challenges?Make it

relevant to

participants

What are the challenges

you confront as a leader?

Use humor…you think you’ve got it bad???


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Navigate Content

Simple to

ComplexContent in Small

Pieces

Closed Loop

Learning

Experience

then Label

Immediate

Feedback

Safe for

Learners

Learning

Journey

StoriesCase Studies


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Let’s Get Situational!Engage

Kinesthetic

learners..

Color the

picture

Engage

Kinesthetic

learners..


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Let’s Get Situational

How would you describe these skiers as they first take on the goal of learning to ski?

Excited

Optimistic

Self-reliant

Competent

New/unskilled

Beginner


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Let’s Practice DiagnosingMini Case

Studies

What did

you just

hear?

Scenario #1

Lisa is an experienced sales representative who has been with ADP for six months. She is articulate and intelligent and was highly successful in her old position at Microsoft. She seems on track with her profiling and product knowledge.

Unfortunately, she is considering leaving ADP due to her inability to gain access to new customers, resulting in few appointments set and a feeling she is not able to use her talents.

Task Competence LOW/SOME

LOW/VARIABLE

HIGH

HIGH

Development Level

Task Commitment


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Leadership Style AnalysisParticipants

type right

on screen…

Key

Concepts

Leadership Style Barriers to Use Benefits of Using

Directingmain goal of style

Coachingmain goal of style

Supportingmain goal of style

Delegatingmain goal of style


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Navigate Content

What’s this got to do with it?

Myelin sheath

of healthy nerve

Axon


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Navigate Content

It is not how smart people are,

it is HOWare they smart!

Teach for the Brain and

Multiple Intelligences


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Generate Meaning

Check-in Often:

Ask for insight into

benefits,

application and

relevance often.

Application:

How does this

apply to or help

with their real

world job?

Relevance:

Do I connect with

this content? What

does it mean?

Benefits:

How does this

benefit me?

What current belief

or behavior needs

to change?

What’s it all mean???? To ME!


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The Value Chain of Brilliance Learning

What will move the needle?

What percentage of your people are Peak Performers?

Value of 70%?


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Why does your organization need

people’s brilliance?

Where do you really want

to make a difference

through learning?


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Business advantages of a strong learning culture:

96% reported high employee

productivity

94% reported high customer

satisfaction

74% report strong ability to keep

costs competitive

89% reported market leadership for

at least one product or service.*

*A new Bersin & Associates study, High-Impact Learning Culture: The 40 Best Practices for an Empowered Enterprise

http://www.bersin.com/


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Who Will Volunteer?

Time Management

Leadership Skills

Communication Skills

Life Balance

Where could coaching benefit you?


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Apply To Real World

Skills PracticeShare Comments

and Thoughts

Design Your Own

Model

Demonstrate

Learning


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SLII®, You, and Who?How you

will use the

information

I have

shared with

you?

Whom do you need to influence? Who are the seven to ten people (key

partners, direct reports, boss, etc.) who you absolutely rely on to achieve

your priorities and/or objectives?

How do I maximize the performance of each key partner, direct report, and others using Situational Leadership® II?


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Let’s Practice Diagnosing, Part 1Relevance

Application

to Self/Real

Work

In your workbook on Page 1–10, please write where you are—

at D1, D2, D3, or D4?


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Situational Leadership®

II

Let’s talk about you!

On page 2–9, check the leader behaviors you need to succeed

What did you need when you were at

Application


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S1—What Did You Need at this Stage?

A. Hands-on training

B. To be asked for your input

C. Clear goals

D. To have someone problem solve with you

E. Standards for a good job

F. More information about the problem

G. Opportunities to practice

H. To be asked your thoughts

I. Concrete examples

J. Action Plans

K. Timelines and priorities


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Leadership StyleGroup Gives

Feedback

I’m hearing a …

S3

S4

S2

S1

“I’ll decide.”

“Let’s talk,

I’ll decide.”

“Let’s talk,

you

decide.”

“You decide.”The style you are

hearing-do you hear

direction or support or

both or neither ☺


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Highly-Paid Experts Activity

Take two minutes and write

down a current situation that

you would like to run by the

group for input.

Instant

Advice and

Collaboration

Raise your hand to share

your situation when you

are done writing.


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Highly-Paid Experts Activity

1. Debrief Case No. 1

What I’d do is…


What I’d do is…


What I’d do is…

Boost

Morale by

Having

People

Share Best

Practices


.

Gauge and Celebrate

Testing

KnowledgeTeach

Others

Celebrate

Learnings

Games

& More

Share Key

Learnings


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Leadership Best Practices—Mini

Assessment

Assessment/qu

iz-type on

screen—Great

for enrolling

and seeing

where their

current level of

knowledge is

On the PPT


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Who wants to Be a Bizillionaire?

• Respond by using the polling feature.

• The answer with more than 60% of the votes is

considered final.

• And now, let’s play!

Assessment

Quiz


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Who Wants to Be a Bizillionaire?

If you want to measure someone’s initiative, motivation,

and persistence, you would be measuring his or her

Assessment

Quiz

Competence

Tolerance of telemarketing

Commitment

Independence


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Surveys on

Application

Success

Stories

Learning News,

Email Campaigns

Lunch and

LearnsMentors

Learner

Community

Extend Learning to Action


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Brilliance in Live Virtual Classrooms

Traditional Classroom

• You can see and hear the students

• You ask a question and one person answers

• You can talk for several minutes while keeping

students’ attention

• If students lose interest, you can see it

happening and get them back

• You use body language, facial

expression, and your voice to

communicate

Virtual Classroom

• You must picture your audience

• You ask a question and everyone answers

• You need interaction every 2 to 3 minutes to

hold student’s attention

• You can’t see when people lose interest and

start emailing or web surfing, or walk away.

• You must use:

– An active listening voice

– Inflection to convey intentions/feelings

– Skill to anticipate ideas

– Clarity in asking questions

– Summary thoughts

Differences in Learning Methods


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Learn how much you learned!

• In ENGAGE model..the first E is _______

• More interactivity as you Navigate content helps

you m____ the axon and cement learning.

• Generate meaning transfers knowledge into

_______ -term memory.

• Creating an actual experience where people do

real work enables them to A_____ their learning

• You are deepening your neural connection to

today’s learning as you G________

• Extending the learning doubles retention. (T/F)

Help People Succeed—Get Results!


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Dr. Vicki Halsey

Vice President of Applied LearningThe Ken Blanchard Companies

Questions?


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March 30 – How to Improve Your Learner Experience with Docebo’s

Social and Mobile Learning Features

April 4 - Influencing for Change in a Divided World

April 5 - Using Gamification To Maximize Learner Engagement

April 7 - Communicating Virtually for Productivity and Engagement

April 26 - Igniting Sales: Surprising New Insights About How Top -

Performing Companies Build Strong Sales

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Involved

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Chicago, IL – May 15-17, 2017

New York, NY – June 12-14, 2017

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more info.

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discussion


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On behalf of Training Industry thanks to:

Today’s Speaker: Dr. Vicki Halsey

Today’s Sponsor: Cornerstone OnDemand

Questions or Comments?

Please contact Lea Johnson:

[email protected]

Thank you!

mailto:[email protected]

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