#devlearn - How to create a successful mobile learning strategy - Clark Quinn (notes taken pm)

"what partner's do we need?"

• Fundamental (the people you need, IT, stakeholders) (security)
• Strategic (the people that are there to help because they make sense, vendors, politics)

 For me:

• Those that create buyin within an organization
• Security personal
• IT
• Senior team
• Policy makers
• Hr - for equity
• Legal team
• Diversity and inclusivity
• Vendors 
• End users (participatory designers)   
• Support teams (anticipating problems that you can't)
• Corporate communication

"issues you need policies to address"

• Devices you will and wont support
• Platforms you support
• Viruses
• Support provided 
• Time when it can can't be supported
• Service costs, data access
• Purchasing of devices hardware, Reimbursement policies   
• Ettiquette
• Global issues, language, services, images   
• Info access
• Intillectual
• Personal info
• Compliance
• Info security, authication
• Digital rights management
• Accessibility
• Branding, consistency 
• Discovery when using interal and personal devices 

W3C - has a working group for accessibility and mobile learning. Both are similar in how they work for the user. 

 

RESOURCES

• money
• Time
• People, designers, developers, 
• Content, words, audio, images, 
• Software, compression software, tracking, LMS
• Production 
• Devices
• Tracking services, software, reimbursement, time 
• Translators
• Testers evaluation, testing, tweaking,
• Trainers
• Support, users, creators, they all need tools 
• Project management (timelines might be different, Devices change, development times)
• Mobile enabled management 
• Continual skilling of the team
•  

 

 

SUPORTS NEEDED

- the performers

- the devices (how do i get it, it broke, software not working,) make it look like stuff they already know.

- the team.   

 

GOVERANCE

• templates
• Standardized - quicker to migrate from area to area 
• Product life cycle - off the market as well as archiving requirements
• Training cycles earlier than later 
• Metrics, evaluation standards 
• Yearly updating
• Regional updating 
• Unionized vs non
• Corp and biz sign off
• Solution governance 
• Blends
• Schedule alignment
• Go/no go 

WHAT DO WE MEASURE

• Bandwidth limits
• Time saving (learning, developing, designing)
• Accessing the tool
• Measure the experience, do they go back once because it's good, or bad
• Is there a difference between one device and other 
• Mobile environment itself, is it meeting the needs. Are people accessing because it is easy or are they jumping to the paper version
• Is the user getting the info they want.  How much do they need?
• Measuring the deployment of the device
• Unique users
• Are they using it vs changing performance
• If they are creating their own job aids (something's not working well)
• Impact of training should go up
• Completion rates - yes and ... some mobile is only for on the fly training  

 Anything you do develop,....

Ou should have a measure to say YES LET'S KEEP IT, NOT QUITE WORKING TWEAK IT, KILL THE PROJECT. 

 

The percentage where you go or stay with projects should changes as you go along as well to the point you either keep or kill. 

 

BARRIERS

From Elearning Guild report. (biggest to least)

• Integrating with enterprise tools
• Security
• Lack of standard
• Content for other devices does not translate
• Cost
• Bandwidth
• Management resists
• Screens to small

Culture eats strategy for breakfast. You need a culture that is experimental, innovative,and want to try and grow. 

 

HBR article. March 2008 by Garvin, Edmunsin, & Gino

 

Custom content delivered to be specific to where you are and what you are doing. This will be where we will and should be going. Example Yelp restaurant discovery app. (augmenting reality + learning).   

   

Mobile in the workplace should not only be about training. It should be about:

 

Some mobile solutions might be more about connecting you to the people you need to speak to to work in complex problems and solutions. Formal solutions. Performance support. 

 

  

Sent from my iPad

#DevLearn - How to create a mobile learning strategy - Clark Quinn (notes from am session)

Continual innovations is the way that organizations are going to be able to change and move forward. 

Mobile is only one part of moving forward. 

There aren't lots of strategies out there to do this, but it is being discovered and there are elements that need to be encompassed. 

Internet time alliance. - great resource for social learning. 

Look to "mobile learning: landscape and trends" - Elearning Guild

 

MOBILE BACKGROUND

 Palm pilot was one of the first real successful device - pseudo recognized hand writing 

• 4 core apps , memo, calendars, tasks, address book
• It synced 
• Designinglearning.com - zen of palm 
• Accessed many times a day but on for short periods of time
• Laptop may not be mobile because it doesn't quite fit in a pocket or purse, needs long life battery use, you don't use it for long periods of time. 
• Laptop doesn't do something unique to the location you are using it in. 

Differentabf mobile tools have different affordances. The devices needed sometimes dependsbb mL

 on the co text in which it is being used. 

We use devices. For getting content, computing, capturing, communicating. 

Companies maybe be blocking social networks, but staff are finding work abounds with their own devices. 

Methods of disseminating info:

           Learning            performance support          context       

SMS

Voice

Audio

Video

Doc

Interactive 

 

Content specific -  we might know where and when you are, so we can push out the need info to you for the situation you are in racers

Knowledge dump and test does not get people learning. 

Putting them in the situation where they have to practice what uou want the  to learn is a better format. 

Mlearning

Biggest improvement from use (most to least) 

• Increase learner access and availability
• Accomodate learner needs
• Increased speed of content delivery
• Improver learner performance
• Reduce costs 

 72% of the workforce is a mobile worker. (those that don't sit at a desk or on a line "all day"). These are the people that can benefit from mobile learning. 

Innovation comes from people working together and work comes from conversations g

 We want our performers to have the tools they need when and where they are.  

 

STRATEGY

 "What is a strategy?"

Who are we going to involve 

Define steps

Milestones

Means to get to targets

Who is involved

Resources including proper skills needed

Measurement

Vision of what you want to accomplish

You may need to be ready to be to change it at anytime

Feedback loop for reassessment

Plans for action and reaction

Methods, tools, content to move forward on steps 

Objectives  

Tactics

Messaging needs to be in place to get buyin

 

 

"what is different for mobile strategy"

What is users comfort level

More flexible, it's a new world

Company's culture and adoption to mobile learning

 

Mobile should be something that improves performance learning or skill set. 

 

• GOALS augumenting org strategy unit goals
• TACTICS Augmenting formal performance support  context sensitive
• RESOURCES Devices, tools, infrastructure, designers, developers
• SKILLING Tools, designers. Developers, managers
• MESSAGING Advantages, issues
• PARTNERS IT, Hr, vendors, ?

METRICS Access, unique contribution  

Make IT your friends they work hard to keep they network safe, but they do need to move with the times

 

WHAT'S THE PROCESS

Where do they desire to go?

Staff and mgmt

Analysis

Surveys

Plans

Marketing - describing advantages 

Measuring

 

• Needs, problem analysis 
• Surveying and data collection (what do people already have, tools. What are their experiences and preferences with using them). Is anyone doing any currenty with them. What tasks are they already doing on them?  What effiecienciens do we want to improve.  Are there costs we can cut back on going with this.  
• Business case 
• Metrics
• Sr sponsorship
• User involvement (plan, pilot, evaluating) 
• Goals
• Plan
• Train trainers
• Pilot 
• Evaluate
• Train
• Execute
• Evaluate

• Remember to be fluid to make changes if needed

"what info do you need to gather"

• Infrastucture support for one building many countries
• Knowledge level of users, competencies
• Who has what already
• Motivation level
• Is corporate culture equal enough to push through the entire plan
• How many languages do you need to broadcast in (4, 10, 25)
• Pictures appropriate for everyone every country
• Tools that they have comfortable with
• What platform will be used
• Metric requirements
• People profile (skill, education level) 
• Organizational strategy
• Special tech requirements 
• What's going on else where
• Legacy training (impact)
• Cost, business case - but for later
• Legal concerns
• Gap between where you are and want to be

 

"What components should the strategy specify?"

 

• Policies to guide people
• Other existing plans
• Timeline, schedule
• Stakeholders, partners
• Evaluations
• We want a plan that is adaptable for anything. But then is flexible too  
• Governance - scrutiny, have everyone on board, self oversight, continually overseeing what you are doing and make sure you are hitting your overall goal, 
• Resources include do we even know how to doe what we want to do.   

Sent from my iPad

Designing mLearning: Magic - with Clark Quinn

Presented by The eLearning Guild.
The first 30 minutes of this session will live blogged, then I have to go present at our organization's orientation. The remainder will be covered by those tweeting about the session.

2.009 - The Start of Another Great Year

I'm off to a great start for this new year. By now you've seen that this year for me has started on January 5th (Monday - back to work day). So far I've already blown the "getting up at 5:00am with hubby and start working out first thing," instead I opted for sleeping in 10 minutes too late and rushing to work. I've stuck to the "let's eat healthier", but then again it's only 3:10 in the afternoon so we'll have to see if this lasts the week.

I also have stuck to the 1 hour a day set aside for me to catch up on my RSS feeds and commit to writing a posting here. Again....it's only 3:10 in the afternoon and the boss isn't in the office to interrupt. Let's see if this lasts the week.

I had great comments from Dave Ferguson in regards to my post "A New Year, A Chance to Start Fresh." He really put improvement, regardless of the task, into great perspective:

As for the coming year, one of the quotes in my collection is, "There's always room for improvement. It's the biggest room in the house." I can get dismayed or discouraged by the improvement that's always lying around, waiting to happen, but this is a reminder that there ain't no time machines. You can't go back and do things differently.

From this I take away - do not get discouraged or afraid of improvement as it will always be there, and you may as well try to improve as best you can, any change however small is good in that it will either make the situation better or teach you that it was find from the start. Every attempt at improvement is another opportunity to learn and that's really what I'm striving for this year. A HUGE INCREASE IN LEARNING. 2007 was tremendous, 2008 was okay, 2009 will be GIANORMOUS.

I came across this great post today about the trends and changes seen for 2009 or 2.009 as it was labled. I really like that so 2.009 it is, seems so trendy. E-Learning 2.009, by Eva Kaplan-Leiserson. She speaks to the likes of Tony Karrer, Anders Gronstedt, Judy Brown, David Metcalf, Anne Derryberry, and Clark Quinn. Addressed are trends and obstacles we will all face in the coming year surrounding Web 2.0 learning, Mobile Learning, and Simulations and Games. I look forward to seeing where all these land over the next year.

Here's to a prosperous 2009 everyone. Keep up the great work; together we'll continue to learn, develop, and expand our minds together..

E-Learning by Design, Not by Default (eLearning Guild Online Forum)

E-Learning by Design, Not by Default: An Overview for Setting your e-Learning Strategy - Clark Quinn, Ph.D. Quinnovation (blog)

Today the eLearning Guild began hosting another set of online forums. The opening session was by Clark Quinn of Quinnovation. I enjoy making notes in this "live blogging" manner so that I can refer back to them and I can share them a bit as a review of the presentations.

Clark's presentation was a great start to September's series of online forums. It was an extremely informative session for all levels of users of elearning design and development. He was wonderful at making sure all attendees' questions were addressed. I look forward to catching any presentations he may give in the future.

"We can no longer just learn everything we need at the beginning and hope that it will carry us through the rest of our career lives."

Problems group was facing with elearning:
multilinquistists
distance
resources
time
money
changing regulations
more simulations
competing with small organizations
internationalization
workers coming in with less skills then desired
retiring expertise
motivating learners
growing number of students
access for all learners

Is eLearning a solution or a distraction?
easy to try, but never the be all and end all of every thing

What do participants think eLearning is?
self paced, online
blogs, wikis, rss, courses, websites,
integration of technology into the learning/training process
web based
delivered over the internet/intranet

split between any learning over an electronic means and specifically training/course based

Elearning Myths
is a panacea
will go away soon
is about the technology
is about content
will replace training
is difficult and/or expensive (not with web 2.0 applications)
cheaper (no, used to sell it, but not cheaper - goal is to execute better for the same money)
only for the new generation (no)
if you build it, they will come
if you build it, they will learn (must lead to meaningful change and learning that works, is applied)

"It's not about learning it's about doing. Doing things better and more effectively."

Empowering the organization through information systems.

Trying to achieve:
Integration. Innovation. Execution. Efficiency. Effectiveness. Performance Support. Community.

Strategy:
Step 0:
Tech - hosted or web based conferences
Benefits - broad reach, low downtime, single investment into system
Costs - you tend to get low quality, increased maintenance

Step 1: Improved Instructional Design
Tech - LMS - for tracking, are we getting the ROI we expect (LMS tend to have all the money put into system and non left for content)
Benefits - getting learning that will motivate and involve learners
Costs - improve capabilities, gets over used, is very novice based

Step 2: Performance focus
Tech - portals of resources (policies, procedures, other info)
Benefits - better performance, supports more then novices
Costs - redundant development, hard to search/use (many different ways to search for info by all users)

Step 3: eCommunity
Tech - blogs, wikis, discussion boards, yellow pages
Benefits- supports top performers, captures hidden knowledge (experts can talk, share new knowledge, brainstorm, one level of education supports another)
Costs - needs support, hard to catalyze

Step 4: Greater integration
Tech - CMS (material from others), xml/dita (semantics and tags added to info)
Benefits - decrease overlap, efficiency, silos eliminated between user groups
Costs - organization tends to become coordinated

Step 5: Broader Distribution can be supported by step 4 - making learning mobile
Tech - devices (mobile, cell phones, pdas, etc), media tools
Benefits - trading bandwidth for convenience, listen while driving, learn while waiting, don't need large amounts of paper to take learning with you, Context sensitive - ie: fedex scanning a pkg before handing over,
Cost - redundancy can occur (low bandwidth, higher bandwidth), conversion costs for media

"if you're not measuring it, why use it" don't assume it's perfect from the beginning

Step 6: Performance Ecosystems - Suites of resources so that everyone can work to their best, single place to go for what you need
Tech - competency, content (description), roles (who you are and what you can have access to, or tasks you might handle)
Benefits - unified approach to everyone's efforts
Costs - linking systems throughout and organization as well as the organization

Words people were wondering definitions for:
web 2.0
SMS
ERP
LMS - learning management systems
CMS - content management systems
ILT - Instructor Based Training
WBT - Web based training
CBT - Classroom based training

Participants were 53% at level 0 and 30% level 1, a couple at level 2, 3 and 5

Essential eLearning Elements
-organizational implementation
-some project management to focus, keep scope, find resources, keep schedule
-enlightened Instructional Design
-performance focus (think of supporting full performance not just course content)
-flexibility (adapt to users, new technology)
-technology savvy (know what it is good for, get what you need but don't go overboard)
-good partners/advice (find people who can support your efforts)

Learning
1) present....apply...practice...reflect...present...appy...practice...reflect
2) reference framework...examples...space practice...job aids...communicaiton...reference framework...examples...space practice...job aid....communication

-spacing practice out will promote retention and understanding of material
-reference examples can become job aids that learners can take to the real application
-included self reflection tests for learners to decided if they are ready to move on

"You're not about training/learning, you're abut empowering performance."
"You're not about computers or web, you're about all technology."

Next steps:
-identify your needs as an ID and organization
-assess your readiness
-recruit needed capability
-scan for opportunities
-choose your priorities
-plan your implementation
-execute