�ݺ�ߣshows by User: MartyRosenheck

�ݺ�ߣshows by User: MartyRosenheck / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: MartyRosenheck / Wed, 14 Oct 2015 14:42:32 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: MartyRosenheck Becoming a Learning Experience Designer /slideshow/becoming-a-learning-experience-designer/53929845 rosenheck2015lxdshare-151014144232-lva1-app6891
Learning and development professionals are under pressure to produce real results. Many times the traditional methods of instructional design and content development are not getting the job done. We have to think differently on how to design, develop, and leverage technology to create learning experiences that actually impact performance and get the results that matter. In this session you will learn the importance of building experiences in the form of online scenarios, simulations, and real-world on-the-job tasks. You’ll leave understanding better how to apply research-based guidelines to design, structure, and sequence experiences into optimized learning paths. You’ll see to how to leverage technology, especially mobile and the Experience API (formerly Tin Can) to deliver, capture, and track learning experiences. Finally, in this session you’ll see examples of how learning-experience designers are transforming how people learn professional, technical, sales, and leadership skills. In this session, you will learn: How to capture the experiences of experts How to design effective learning experiences How to sequence learning experiences into an optimized learning path How to use mobile and the Experience API to capture and track real-world experience]]>
Learning and development professionals are under pressure to produce real results. Many times the traditional methods of instructional design and content development are not getting the job done. We have to think differently on how to design, develop, and leverage technology to create learning experiences that actually impact performance and get the results that matter. In this session you will learn the importance of building experiences in the form of online scenarios, simulations, and real-world on-the-job tasks. You’ll leave understanding better how to apply research-based guidelines to design, structure, and sequence experiences into optimized learning paths. You’ll see to how to leverage technology, especially mobile and the Experience API (formerly Tin Can) to deliver, capture, and track learning experiences. Finally, in this session you’ll see examples of how learning-experience designers are transforming how people learn professional, technical, sales, and leadership skills. In this session, you will learn: How to capture the experiences of experts How to design effective learning experiences How to sequence learning experiences into an optimized learning path How to use mobile and the Experience API to capture and track real-world experience]]> Wed, 14 Oct 2015 14:42:32 GMT /slideshow/becoming-a-learning-experience-designer/53929845 MartyRosenheck@slideshare.net(MartyRosenheck) Becoming a Learning Experience Designer MartyRosenheck Learning and development professionals are under pressure to produce real results. Many times the traditional methods of instructional design and content development are not getting the job done. We have to think differently on how to design, develop, and leverage technology to create learning experiences that actually impact performance and get the results that matter. In this session you will learn the importance of building experiences in the form of online scenarios, simulations, and real-world on-the-job tasks. You’ll leave understanding better how to apply research-based guidelines to design, structure, and sequence experiences into optimized learning paths. You’ll see to how to leverage technology, especially mobile and the Experience API (formerly Tin Can) to deliver, capture, and track learning experiences. Finally, in this session you’ll see examples of how learning-experience designers are transforming how people learn professional, technical, sales, and leadership skills. In this session, you will learn: How to capture the experiences of experts How to design effective learning experiences How to sequence learning experiences into an optimized learning path How to use mobile and the Experience API to capture and track real-world experience <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/rosenheck2015lxdshare-151014144232-lva1-app6891-thumbnail.jpg?width=120&height=120&fit=bounds" /><br> Learning and development professionals are under pressure to produce real results. Many times the traditional methods of instructional design and content development are not getting the job done. We have to think differently on how to design, develop, and leverage technology to create learning experiences that actually impact performance and get the results that matter. In this session you will learn the importance of building experiences in the form of online scenarios, simulations, and real-world on-the-job tasks. You’ll leave understanding better how to apply research-based guidelines to design, structure, and sequence experiences into optimized learning paths. You’ll see to how to leverage technology, especially mobile and the Experience API (formerly Tin Can) to deliver, capture, and track learning experiences. Finally, in this session you’ll see examples of how learning-experience designers are transforming how people learn professional, technical, sales, and leadership skills. In this session, you will learn: How to capture the experiences of experts How to design effective learning experiences How to sequence learning experiences into an optimized learning path How to use mobile and the Experience API to capture and track real-world experience

Becoming a Learning Experience Designer from Marty Rosenheck

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0 Using Mobile Technology to Make On-the-Job Learning Practical /slideshow/tk-2015-mobile-to-make-ojl-practical/43648802 tk2015mobiletomakeojlpractical-150119005916-conversion-gate02
It‘s common knowledge in the talent development community that learning happens primarily on the job. The 70:20:10 framework states that only 10% of learning is formal classroom or eLearning, 20% is informal, and 70% is experiential. Despite its importance, on-the-job learning is rarely implemented in a systematic way. That’s because it tends to be haphazard, inefficient, and difficult to manage and track. In this session you’ll learn how Cognitive Apprenticeship principles implemented through emerging technologies can finally make on-the-job learning a practical reality. Cognitive Apprenticeship combines the best of the traditional apprenticeship model with principles based on cognitive research on learning. The result is a set of guidelines for accelerating the process of developing skills. Mobile technologies, Experience API (Tin Can), and badges have made it practical to implement on-the-job learning. You’ll see case examples of how an on-the-job learning path was deployed on employees’ smartphones. They accessed video modeling and performance support at the moment of need. They used their phone’s sensors (camera, audio, video and GPS) to capture evidence of work and submit it to coaches for feedback and guidance. The Experience API enabled tracking, learning analytics, and the awarding of badges. You’ll see the results of a pilot study of the technology supported on-the-job learning process and hear lessons learned that you can apply in your organization. Application on the job— You’ll be able to apply Cognitive Apprenticeship guideline to the design of on-the-job learning in your organization. You’ll discover how mobile technology and the Experience API can support and optimize the on-the-job learning process]]>
It‘s common knowledge in the talent development community that learning happens primarily on the job. The 70:20:10 framework states that only 10% of learning is formal classroom or eLearning, 20% is informal, and 70% is experiential. Despite its importance, on-the-job learning is rarely implemented in a systematic way. That’s because it tends to be haphazard, inefficient, and difficult to manage and track. In this session you’ll learn how Cognitive Apprenticeship principles implemented through emerging technologies can finally make on-the-job learning a practical reality. Cognitive Apprenticeship combines the best of the traditional apprenticeship model with principles based on cognitive research on learning. The result is a set of guidelines for accelerating the process of developing skills. Mobile technologies, Experience API (Tin Can), and badges have made it practical to implement on-the-job learning. You’ll see case examples of how an on-the-job learning path was deployed on employees’ smartphones. They accessed video modeling and performance support at the moment of need. They used their phone’s sensors (camera, audio, video and GPS) to capture evidence of work and submit it to coaches for feedback and guidance. The Experience API enabled tracking, learning analytics, and the awarding of badges. You’ll see the results of a pilot study of the technology supported on-the-job learning process and hear lessons learned that you can apply in your organization. Application on the job— You’ll be able to apply Cognitive Apprenticeship guideline to the design of on-the-job learning in your organization. You’ll discover how mobile technology and the Experience API can support and optimize the on-the-job learning process]]> Mon, 19 Jan 2015 00:59:16 GMT /slideshow/tk-2015-mobile-to-make-ojl-practical/43648802 MartyRosenheck@slideshare.net(MartyRosenheck) Using Mobile Technology to Make On-the-Job Learning Practical MartyRosenheck It‘s common knowledge in the talent development community that learning happens primarily on the job. The 70:20:10 framework states that only 10% of learning is formal classroom or eLearning, 20% is informal, and 70% is experiential. Despite its importance, on-the-job learning is rarely implemented in a systematic way. That’s because it tends to be haphazard, inefficient, and difficult to manage and track. In this session you’ll learn how Cognitive Apprenticeship principles implemented through emerging technologies can finally make on-the-job learning a practical reality. Cognitive Apprenticeship combines the best of the traditional apprenticeship model with principles based on cognitive research on learning. The result is a set of guidelines for accelerating the process of developing skills. Mobile technologies, Experience API (Tin Can), and badges have made it practical to implement on-the-job learning. You’ll see case examples of how an on-the-job learning path was deployed on employees’ smartphones. They accessed video modeling and performance support at the moment of need. They used their phone’s sensors (camera, audio, video and GPS) to capture evidence of work and submit it to coaches for feedback and guidance. The Experience API enabled tracking, learning analytics, and the awarding of badges. You’ll see the results of a pilot study of the technology supported on-the-job learning process and hear lessons learned that you can apply in your organization. Application on the job— You’ll be able to apply Cognitive Apprenticeship guideline to the design of on-the-job learning in your organization. You’ll discover how mobile technology and the Experience API can support and optimize the on-the-job learning process <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/tk2015mobiletomakeojlpractical-150119005916-conversion-gate02-thumbnail.jpg?width=120&height=120&fit=bounds" /><br> It‘s common knowledge in the talent development community that learning happens primarily on the job. The 70:20:10 framework states that only 10% of learning is formal classroom or eLearning, 20% is informal, and 70% is experiential. Despite its importance, on-the-job learning is rarely implemented in a systematic way. That’s because it tends to be haphazard, inefficient, and difficult to manage and track. In this session you’ll learn how Cognitive Apprenticeship principles implemented through emerging technologies can finally make on-the-job learning a practical reality. Cognitive Apprenticeship combines the best of the traditional apprenticeship model with principles based on cognitive research on learning. The result is a set of guidelines for accelerating the process of developing skills. Mobile technologies, Experience API (Tin Can), and badges have made it practical to implement on-the-job learning. You’ll see case examples of how an on-the-job learning path was deployed on employees’ smartphones. They accessed video modeling and performance support at the moment of need. They used their phone’s sensors (camera, audio, video and GPS) to capture evidence of work and submit it to coaches for feedback and guidance. The Experience API enabled tracking, learning analytics, and the awarding of badges. You’ll see the results of a pilot study of the technology supported on-the-job learning process and hear lessons learned that you can apply in your organization. Application on the job— You’ll be able to apply Cognitive Apprenticeship guideline to the design of on-the-job learning in your organization. You’ll discover how mobile technology and the Experience API can support and optimize the on-the-job learning process

Using Mobile Technology to Make On-the-Job Learning Practical from Marty Rosenheck

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0 Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning /slideshow/nanocoaching-2014/36526696 mlearnconnano-coaching2014-140701170236-phpapp01
Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning The development of workplace skills happens primarily through on-the-job experience and reflection on that experience. A key to the success of on-the-job learning is the quality of coaching by managers and experts. The problem is that on-the-job learning and coaching can be haphazard and difficult to manage and track. In reality, most managers don’t provide effective coaching and feedback when it is needed. How can we leverage mobile technology to support the coaching process? In this session, you’ll see how an organization used the TREK Learning Experience ManagerTM, mobile software built on the Experience API (Tin Can), to enable short, frequent, asynchronous, targeted coaching interactions – “nano-coaching.” Elliot Masie defined nano-coaching as “very short burst support.” They developed a structured on-the-job learning path that was deployed on their smartphones. Learners used their phones’ sensors (camera, audio and video recorder, and GPS) to capture evidence of work at each step along their learning path and submit it to their designated coaches. When their coaches got an email notification that they received a submission, they reviewed it and provided written or recorded audio feedback that was sent back to the employees. The coaches where provided with performance support on their mobile devices in the form of coaching guides, checklists, and success criteria to ensure that the coaching and feedback was very targeted, focused, and accurate. You’ll see the results of a pilot study of the effectiveness of the technology-supported nano-coaching process. You’ll also get guidelines for developing an effective nano-coaching program to support on-the-job learning in your organization. ]]>
Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning The development of workplace skills happens primarily through on-the-job experience and reflection on that experience. A key to the success of on-the-job learning is the quality of coaching by managers and experts. The problem is that on-the-job learning and coaching can be haphazard and difficult to manage and track. In reality, most managers don’t provide effective coaching and feedback when it is needed. How can we leverage mobile technology to support the coaching process? In this session, you’ll see how an organization used the TREK Learning Experience ManagerTM, mobile software built on the Experience API (Tin Can), to enable short, frequent, asynchronous, targeted coaching interactions – “nano-coaching.” Elliot Masie defined nano-coaching as “very short burst support.” They developed a structured on-the-job learning path that was deployed on their smartphones. Learners used their phones’ sensors (camera, audio and video recorder, and GPS) to capture evidence of work at each step along their learning path and submit it to their designated coaches. When their coaches got an email notification that they received a submission, they reviewed it and provided written or recorded audio feedback that was sent back to the employees. The coaches where provided with performance support on their mobile devices in the form of coaching guides, checklists, and success criteria to ensure that the coaching and feedback was very targeted, focused, and accurate. You’ll see the results of a pilot study of the effectiveness of the technology-supported nano-coaching process. You’ll also get guidelines for developing an effective nano-coaching program to support on-the-job learning in your organization. ]]> Tue, 01 Jul 2014 17:02:36 GMT /slideshow/nanocoaching-2014/36526696 MartyRosenheck@slideshare.net(MartyRosenheck) Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning MartyRosenheck Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning The development of workplace skills happens primarily through on-the-job experience and reflection on that experience. A key to the success of on-the-job learning is the quality of coaching by managers and experts. The problem is that on-the-job learning and coaching can be haphazard and difficult to manage and track. In reality, most managers don’t provide effective coaching and feedback when it is needed. How can we leverage mobile technology to support the coaching process? In this session, you’ll see how an organization used the TREK Learning Experience ManagerTM, mobile software built on the Experience API (Tin Can), to enable short, frequent, asynchronous, targeted coaching interactions – “nano-coaching.” Elliot Masie defined nano-coaching as “very short burst support.” They developed a structured on-the-job learning path that was deployed on their smartphones. Learners used their phones’ sensors (camera, audio and video recorder, and GPS) to capture evidence of work at each step along their learning path and submit it to their designated coaches. When their coaches got an email notification that they received a submission, they reviewed it and provided written or recorded audio feedback that was sent back to the employees. The coaches where provided with performance support on their mobile devices in the form of coaching guides, checklists, and success criteria to ensure that the coaching and feedback was very targeted, focused, and accurate. You’ll see the results of a pilot study of the effectiveness of the technology-supported nano-coaching process. You’ll also get guidelines for developing an effective nano-coaching program to support on-the-job learning in your organization. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/mlearnconnano-coaching2014-140701170236-phpapp01-thumbnail.jpg?width=120&height=120&fit=bounds" /><br> Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning The development of workplace skills happens primarily through on-the-job experience and reflection on that experience. A key to the success of on-the-job learning is the quality of coaching by managers and experts. The problem is that on-the-job learning and coaching can be haphazard and difficult to manage and track. In reality, most managers don’t provide effective coaching and feedback when it is needed. How can we leverage mobile technology to support the coaching process? In this session, you’ll see how an organization used the TREK Learning Experience ManagerTM, mobile software built on the Experience API (Tin Can), to enable short, frequent, asynchronous, targeted coaching interactions – “nano-coaching.” Elliot Masie defined nano-coaching as “very short burst support.” They developed a structured on-the-job learning path that was deployed on their smartphones. Learners used their phones’ sensors (camera, audio and video recorder, and GPS) to capture evidence of work at each step along their learning path and submit it to their designated coaches. When their coaches got an email notification that they received a submission, they reviewed it and provided written or recorded audio feedback that was sent back to the employees. The coaches where provided with performance support on their mobile devices in the form of coaching guides, checklists, and success criteria to ensure that the coaching and feedback was very targeted, focused, and accurate. You’ll see the results of a pilot study of the effectiveness of the technology-supported nano-coaching process. You’ll also get guidelines for developing an effective nano-coaching program to support on-the-job learning in your organization.

Nano-Coaching: Using Mobile Devices to Support On-the-Job Learning from Marty Rosenheck

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0 Harnessing the 90%: Using the Experience API to Manage Informal & Experiential Learning /slideshow/ls-con-2014-harnessing-90/32679548 lscon2014harnessing90-140324145942-phpapp01
Real value – higher productivity, quality, and customer satisfaction – comes from getting employees up to a high level of proficiency quickly and efficiently. However, formal classroom training or eLearning often does not get the job done sufficiently. Why? Cognitive research has shown that people learn to be top performers primarily through experience. According to the Center for Creative Leadership, only 10% of learning in organizations is formal (e.g., eLearning, classroom), 20% is informal (e.g., social, coaching, performance support), and 70% is experiential (on-the-job). The problem is that informal and experiential learning can be haphazard and difficult to track – until now! In this session, you'll see a case study of one of the first full blown implementations of the Experience API (Tin Can) to align informal, social, and experiential learning (as well as formal elearning) with competencies to create flexible learning paths, track progress, and recognize results. This organization has deployed an integrated learning system, the TREK Learning Experience Manager, that coordinates 100% of learning for service techs, installers, and sales reps. They use mobile devices to guide and capture on-the-job experiences, badges to recognize achievement, and analytics on data captured in an LRS (Learning Record Store) to see what works and optimize the path to performance. You'll walk away with guidelines and lessons learned that can guide your choices on how and when to implement Tin Can to harness the 90%. More info: www.cognitiveadvisors.com ]]>
Real value – higher productivity, quality, and customer satisfaction – comes from getting employees up to a high level of proficiency quickly and efficiently. However, formal classroom training or eLearning often does not get the job done sufficiently. Why? Cognitive research has shown that people learn to be top performers primarily through experience. According to the Center for Creative Leadership, only 10% of learning in organizations is formal (e.g., eLearning, classroom), 20% is informal (e.g., social, coaching, performance support), and 70% is experiential (on-the-job). The problem is that informal and experiential learning can be haphazard and difficult to track – until now! In this session, you'll see a case study of one of the first full blown implementations of the Experience API (Tin Can) to align informal, social, and experiential learning (as well as formal elearning) with competencies to create flexible learning paths, track progress, and recognize results. This organization has deployed an integrated learning system, the TREK Learning Experience Manager, that coordinates 100% of learning for service techs, installers, and sales reps. They use mobile devices to guide and capture on-the-job experiences, badges to recognize achievement, and analytics on data captured in an LRS (Learning Record Store) to see what works and optimize the path to performance. You'll walk away with guidelines and lessons learned that can guide your choices on how and when to implement Tin Can to harness the 90%. More info: www.cognitiveadvisors.com ]]> Mon, 24 Mar 2014 14:59:42 GMT /slideshow/ls-con-2014-harnessing-90/32679548 MartyRosenheck@slideshare.net(MartyRosenheck) Harnessing the 90%: Using the Experience API to Manage Informal & Experiential Learning MartyRosenheck Real value – higher productivity, quality, and customer satisfaction – comes from getting employees up to a high level of proficiency quickly and efficiently. However, formal classroom training or eLearning often does not get the job done sufficiently. Why? Cognitive research has shown that people learn to be top performers primarily through experience. According to the Center for Creative Leadership, only 10% of learning in organizations is formal (e.g., eLearning, classroom), 20% is informal (e.g., social, coaching, performance support), and 70% is experiential (on-the-job). The problem is that informal and experiential learning can be haphazard and difficult to track – until now! In this session, you'll see a case study of one of the first full blown implementations of the Experience API (Tin Can) to align informal, social, and experiential learning (as well as formal elearning) with competencies to create flexible learning paths, track progress, and recognize results. This organization has deployed an integrated learning system, the TREK Learning Experience Manager, that coordinates 100% of learning for service techs, installers, and sales reps. They use mobile devices to guide and capture on-the-job experiences, badges to recognize achievement, and analytics on data captured in an LRS (Learning Record Store) to see what works and optimize the path to performance. You'll walk away with guidelines and lessons learned that can guide your choices on how and when to implement Tin Can to harness the 90%. More info: www.cognitiveadvisors.com <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/lscon2014harnessing90-140324145942-phpapp01-thumbnail.jpg?width=120&height=120&fit=bounds" /><br> Real value – higher productivity, quality, and customer satisfaction – comes from getting employees up to a high level of proficiency quickly and efficiently. However, formal classroom training or eLearning often does not get the job done sufficiently. Why? Cognitive research has shown that people learn to be top performers primarily through experience. According to the Center for Creative Leadership, only 10% of learning in organizations is formal (e.g., eLearning, classroom), 20% is informal (e.g., social, coaching, performance support), and 70% is experiential (on-the-job). The problem is that informal and experiential learning can be haphazard and difficult to track – until now! In this session, you'll see a case study of one of the first full blown implementations of the Experience API (Tin Can) to align informal, social, and experiential learning (as well as formal elearning) with competencies to create flexible learning paths, track progress, and recognize results. This organization has deployed an integrated learning system, the TREK Learning Experience Manager, that coordinates 100% of learning for service techs, installers, and sales reps. They use mobile devices to guide and capture on-the-job experiences, badges to recognize achievement, and analytics on data captured in an LRS (Learning Record Store) to see what works and optimize the path to performance. You'll walk away with guidelines and lessons learned that can guide your choices on how and when to implement Tin Can to harness the 90%. More info: www.cognitiveadvisors.com

Harnessing the 90%: Using the Experience API to Manage Informal & Experiential Learning from Marty Rosenheck

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0 https://cdn.slidesharecdn.com/profile-photo-MartyRosenheck-48x48.jpg?cb=1528254670 Marty Rosenheck, Ph.D., CPT, is Chief Learning Strategist, CEO and Co-Founder of Cognitive Advisors, creator of the TREK Learning Experience Manager, a state-of-the-art mobile SaaS solution that manages and tracks on-the-job learning and enables nano-coaching. TREK harnesses and integrates formal, informal, and experiential learning to optimize the development of workplace skills that lead to business results. He is a thought leader and sought-after consultant, speaker, and writer on the application of cognitive science research to learning and performance. He has been helping people and organizations develop expert performance for over 30 years. Marty has designed award-winning learni... www.CognitiveAdvisors.com https://cdn.slidesharecdn.com/ss_thumbnails/rosenheck2015lxdshare-151014144232-lva1-app6891-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/becoming-a-learning-experience-designer/53929845 Becoming a Learning Ex... https://cdn.slidesharecdn.com/ss_thumbnails/tk2015mobiletomakeojlpractical-150119005916-conversion-gate02-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/tk-2015-mobile-to-make-ojl-practical/43648802 Using Mobile Technolog... https://cdn.slidesharecdn.com/ss_thumbnails/mlearnconnano-coaching2014-140701170236-phpapp01-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/nanocoaching-2014/36526696 Nano-Coaching: Using M...