It’s official – Christmas is well and truly over. The tinsel and decorations have been put away for another year and the wrapping paper’s in the bin. No more lazing about in pyjamas all day watching festive films. No more reaching out for one last mince pie. It’s time to look to the future and think about what you’re going to achieve in 2018. So, this January, (like every January), I’m joining millions of people around the globe who are making new year’s resolutions and promises.
You may well be one of those millions too. And even though 80% of us will have broken our resolutions by February, it’s inevitable that we’ll repeat the process when January 2019 rolls around. Why do we put ourselves through this? Well, as humans, we’re on a never-ending journey of self-improvement, constantly striving to be better.
But where most fail, some succeed. How do they do it?
It seems that for anything we can improve at, there’s an app to track it and make it quantifiable.
Things move fast in the artificial intelligence sphere. With Elon Musk and other AI influencers calling for a ban on automated deathbots, and an AI bot created by his own start up, OpenAI, now able to beat humans at complex games, a distant future of sentient robots doesn’t actually seem that distant at all. But how could these developments be harnessed to improve organisational or individual performance? Let’s take a look at some of the potential uses of AI in learning to find out.
We’ve previously covered some of AI’s potential applications in the learning sphere, and its limitations, considering whether AI could ever replace the blood, sweat, and tears of a human instructional designer. With the pace of change increasing rapidly, however, there are some steps which AI may well be taking into the learning environment very soon.
‘All hail the kale’ was a big craze on the health food scene a year or so ago. Incidentally, that was the first thing that I thought of when I saw all the VR and AR banners at the Learning Technologies 2017 show a few weeks back.
Virtual Reality seems to have finally arrived and as learning designers we’re tempted to buy into its promise of effortless learner engagement and, let’s be honest, an opportunity to play around with the gadgets ourselves!
It’s that time of year again, you know, when at the top of your inbox is an all staff communication reminding you to put time aside to prepare for a career development conversation with your manager. The question is, do you:
1. Get annoyed at the thought of yet another item for your ‘to do’ list
2. Get cynical about how ‘valuable’ your last one was
3. Dread the thought of having to think about where you’re going in your career
How important are questions when delivering learning content? Do they really help to make the learner feel engaged? And does the learner really sit there and answer these questions in their head? Well, you can probably answer that based on how you responded to the last three!
Our traditional conception of pedagogy presumes that after a certain point, people no longer require instruction. We go to school, then to college, then to university, some do further training in a specialism. After that, we’re thrown out into the world to get on with the rest of our lives. In his talk ‘The Difference between Coaching and Teaching,’ Harvard Medical School professor Atul Gawande explained that elite athletes flatly reject this model. They believe it’s naïve, and that few people can maintain their best possible performance by themselves. For instance, upon being ranked world number one in 2011, Novak Djokovic didn’t sack his coach. In fact, he probably gave him a raise.
On 11 February, Toby Harris, platforms product manager and Alastair Maclean, head of design and development at Saffron, delivered a webinar to demonstrate how playlists can help meet the performance needs of 21st century employees by enabling mass personalisation and advanced reporting.
Employees now demand digital engagement from their organisations which is aligned with their expectations as consumers. But many organisations cripple learning and collaboration with workspaces and digital platforms designed around Taylorist principles which no longer apply: the destructive myth of ‘one best way’. This approach treats people as a passive mass to be monitored and controlled instead of an organisation’s greatest natural resource. No wonder it’s harder than ever to retain high performers! The session looked at how we can strategically deploy technology like learning playlists and reporting APIs to fix what is broken with our learning and performance infrastructure and create the insight which allows organisations to survive in uncertain times.
Listen to the webinar to find out:
- Why we need to personalise absolutely everything and how playlists help us to do it
- Reversing the trainer / trainee relationship by viewing the learner as the producer of organisational insight
- The coming transition from SCORM completion to goal completion and what it means
- The myths and realities of ‘gamification’ in the context of employee engagement
- Examples of how a bespoke approach to content, platform and consultancy has delivered return on investment
Want to know more? Get in touch with Saffron to see how our learning management systems deliver personalised experiences that change behaviours and improve organisational performance!
Where do you go to find insights and information at work? A Saffron Interactive survey revealed that people overwhelmingly turned to Google, with the second most popular response being to ‘ask a colleague’. Both methods have their advantages and disadvantages. Google is instant and easy to use, but provides information from the whole of the internet, making it difficult to filter the most relevant information. In contrast, asking a colleague is instant and contextual, but what happens when a trusted colleague leaves your organisation, and takes with her all of her knowledge and expertise?
Saffron Interactive to deliver key seminar on strategic use of playlists and personalisation at Learning Technologies exhibition
Saffron Interactive (stand E13), will be hosting a seminar on both days of the Learning Technologies exhibition on 3 – 4 February. Attendees will gain invaluable insights into practical personalisation for learning and performance technologies, including concrete examples of solutions that have delivered return on investment.
Yes, you’ve read that correctly, we can make learning sensational! Although the LMS landscape has evolved considerably over the years, with the introduction of sleeker interfaces and innovative features, there are still systems out there holding out against the change. It’s more important than ever to have a modern and engaging user experience for your LMS. So, let me expand on my formula for making your learning sensational.
Afraid of boring your learners? Try and breathe some life into your LMS with our three innovative methods for personalisation!
At Saffron we recognise that for learning to be engaging, it has to involve a certain degree of challenge. However, learners are often at different stages in their development, so you can’t challenge everyone with the same content. It’s the exact same problem faced by classrooms across the world: how do you structure your learning so that each student is working on the specific content that will suit their competence? In a typical class you’ve got Gregory in one corner who’s struggling to perform simple division and David in the other corner solving complex algebraic equations. How can you engage them both with the same lesson? Do you teach the hard content and risk leaving Gregory behind, or the easier content and bore David to tears? The same thing can often be found in a business context, with staff having different competencies in IT, compliance, process or literacy.
To get around this, you might split people up into separate groups depending on their competence, as is often practised in the classroom. The problem with this, as many of you have probably experienced, is that with such a balancing act even minor differences in competency can cause learners to fall behind or become bored. So, how can you structure your digital ‘classroom’ (your learning platform) to challenge each of your learners when they’re all so different? Here are just a few of our simple innovations that can help:
Here we are again. It’s the first week of the year, back to work we go. 2015 is now behind us, and now we all wonder how we can make the most of this New Year right from the start.
A new year means new challenges. A new year means new projects. And a new year generally brings new resolutions. Hang on… You don’t have one?
Not to worry, we’ll save you some embarrassment. Here are the Top 50 in full. Who says you can’t pick a New Year’s Resolution off the shelf?
But seriously, here are three ready-made ideas to help you start 2016 successfully, and give you a taste of what to look forward to at stand E13 and our seminar at the Learning Technologies in London’s Olympia from 3-4 February!
It’s almost the end of the year. Soon, you’ll be enjoying some down time with your family and friends, and having a break from your manic routine! You really need it, especially as last week, you had the mother of all incidents at your company when someone managed to send a data file of all your customers to your supplier. That was more than a cold shower, given all the time and money you’d spent on your compliance training strategy! And now, you have to find an appropriate solution to cope with the first visible disasters that have arisen, and all before the office closes this Thursday….
If this sounds familiar then I might be rubbing salt in the wound here, but there’s at least three ways you could’ve avoided this.
Four surprising reasons why you need to personalise absolutely everything (and see my session at the ELN conference)!
On 11 November at the exciting and brand new eLearning Network Conference I’m going to be giving a session entitled: “The tyranny of Taylorism and the digital citizen: a manifesto for a brave new kind of learning and performance environment” as part of Stream 1. “Strategy and Tactics for Digital Learning”. It is going to be a belter.
Not just because of my aggressive presentation style, but also because it’s the second session of the morning – just when the audience’s first strong cup of coffee usually kicks in.
My manifesto is directed primarily at a man – F. W. Taylor – who died exactly 100 years ago. His famous theories on manufacturing efficiency are, of course, obsolete, long since replaced by better ones like Kaizen.
But Taylor’s ghost lives on the Human Resources practices that his pseudo-scientific management theory gave birth to. They stopped building cars like Taylor thought we should decades ago. But we still build the kind of learning programmes and learning software he would appreciate.
It’s all summed up in his phrase: “the one best way”: everyone has a separate goal, and there’s one best way to achieve it.
So he wouldn’t like personalisation. Because personalisation requires the opposite: everyone shares the same goal, but there’s no best way to achieve it.
I can’t possibly hope to explain myself without a list of four surprising reasons which miraculously came to me whilst I was putting my slides together.
So here we go with my preview: four reasons why you need to personalise absolutely everything (“everything!?” I hear you cry). Yep, you heard me: everything.