Beyond the LMS…What’s Next?

Richard West Director of Innovation, Dreamtek

Dreamtek offer a range of services and solutions for organisations and businesses and they began as a video production company, which is still a primary aspect of their business today. However, they also offer innovative solutions for organisations, such as Broadcastpod, which is a stand-alone fully integrated studio solution for broadcasting, holding webinars, and creating on demand video content.

Amongst the many services Dreamtek now offer, they also can design and provide assistance with the creation of apps for their clients, and a key aspect of Richard West’s seminar was about creating Apps. He explained how this could be done in a relatively easy way using an existing PDF, and then adding enhancements to the content using Adobe’s InDesign and Aquafadas’s cloud authoring tool.

To achieve this you first have to import your content into InDesign where it can then be enhanced using the authoring tool’s AVE Interactivity panel. Numerous enhancements can be added using Aquafadas, such as the ability to add slideshows. It is also possible to add navigation arrows to guide readers in a specific way through the content. Enabling the creator to highlight specific pieces of text and information they want learners to read or view in any order they prescribe.

Once content has been created and enhanced it can then be packaged into an App (or made into an ePub publication) and added to Cloud Connect. Numerous types of content can be created using this method, such as magazines, newspapers, training manuals and guides. Exercises and assessments can also be added to the content which can consist of any or all of the following:

• Multiple Choice Assessments
• Drag and Drop Assessments
• Fill in the Blanks
• Free Text/Write Essays
• Audio recorded Answers
• True/False (alternative responses)
• Sequences

It is also possible to add analytics to the App using services such as Yahoo’s Flurry.This method of creating Apps does not appear to be too technically challenging, with the added advantage that no coding is required.

Love Learning, Love Sharing 

Jeremy Nabarro, Principal Solutions Consultant, Cornerstone OnDemand

Jeremy’s seminar was all about the following aspects:

• Facilitating L&D’s new role as curator and content facilitator
• Mining Knowledge across the entire organisation to drive smarter decision
• Embedding learning into work, so learning becomes meaningful

He began his seminar by outlining the positive aspects of learning and sharing stating:

‘Those activities that are integrated into manager and employee workflow have the largest impact on employee performance’

He also referenced Bersin research, which states the following:

‘Organisations with strong informal learning capabilities, including social learning, are 300% more likely to excel at global talent development than organisations without those competencies’

Learning and sharing in the workplace is important and I for one can definitely see how this can be positive and productive. An aspect that would be useful in relation to this is having the ability to list details of employee’s specialisms, so that work colleagues can easily discover and consult internal specialists for help and assistance when required.

The company Jeremy works for is Cornerstone and they provide a range of products for organisations and businesses, which include tools for performance measuring. Cornerstone also offer the following products that help organisations perform learning and sharing activities:

• Cornerstone Connect
• Cornerstone Learning

These two Cornerstone products offer many benefits, which include the following:

• Encourages social collaboration
• Teams can work better sharing updates, videos and best practices
• Cornerstone Connect can be combined with Cornerstone Learning
• Feedback tools can identify top performers
• Learning initiatives
• Learning management
• Tracking
• Compliance management

Cornerstone Connect also offers a feature called Live Feed, which allows individuals to get real time information on their work. Many of Cornerstone’s products and services can be accessed through one platform called Unified Talent Management. This would be useful for organisations that require a more comprehensive and integrated solution.

Client Spotlight: How to Crack L&D Challenges from Engagement to Evaluation, and Retain Employees.

Paul Westlake, Kineo

Caleb Foster, Compass Group

Chris Robinson, Boost Evaluation

Compass Group: Contract catering and facilities management company

This seminar was all about Compass Group having a desire to try and retain all the staff they recruit. And, to provide their employee’s with the opportunity to learn about Compass Group and their roles within the company.

Compass Group is a large facilities management company with a significant number of employees dispersed in different locations. Creating a solution that provides each and every one of their employees with an opportunity to learn helps to make them more connected with the company and this can only be beneficial.

To discover and create a solution Compass Group consulted and worked with Kineo and Chris Robinson from Boost Evaluation.  The solution that they created is innovative, creative and seems to be based on Caleb Foster’s view that it should all be based on what staff need to know for the real world and day-to-day of their roles.

A key aspect of the user experience is the simplicity of the system that Kineo created. The initial screen provides an option to choose a type of buddy, which will appear when the user begins any training. After this initial buddy selection screen you are then led past various employee types being filmed as they work. This provides you with the opportunity to click on the one that matches your own role to discover more information. Many of the videos screened at the seminar were byte sized videos that had been created by employees.

Evaluation expertise was provided by Boost Evaluation, who used their knowledge and experience to work out exactly what was necessary and useful to evaluate. The following provides a selection of details on the work conducted by Boost Evaluation.

Cost Benefit Analysis

• 211 learners surveyed
• 53 managers surveyed (39% response rate)
• Objective data gathered and analysed
• Calculated the ROI

Using Mobile Learning for Induction, Compliance and Performance Support

Alex Mackman, Technical Director, Agylia

Alex covered the following topics in his seminar

• Why Mobile?
• Scenarios
• Performance Support
• Compliance
• Induction
• Mobile Learning Checklist
• Q&A

Alex began his seminar by drawing attention to the last UK Ofcom research that shows how mobiles are now being used more commonly than desktop computers to access content. As a result of this increase in mobile device usage it obviously makes sense to create content specifically for mobile devices. However, a key aspect of Alex’s seminar was to try and ascertain just what content is best suited to mobile devices.

The most appropriate type of content Alex believed would work best for mobile devices was discussed and these are listed below:

• Augmenting formal learning
• Performance Support
• Compliance
• Induction

In relation to augmenting formal learning, Alex highlighted that after any learning had taken place there would be a point where learners would begin to start forgetting what they had learnt. This is often classed as the forgetting curve and it is precisely at this point on the curve where Alex believes bite sizes nuggets of learning would be best delivered via a mobile device (as part of a blended learning programme).

Performance support was another aspect identified by Alex as a key use of mobile content and the following aspects were identified as being part of this:

• Improving skills and learning while doing real tasks on the job by providing the following type of content:
• How to videos
• Reference manuals and materials
• Procedures and checklists
• Infographics
• Mini apps (small performance support tools distributed to targeted user groups)

Alex also highlighted the following important points to consider when creating mobile content:

• Help users find what they want, when they need it
• At home people are used to almost instant access to information and problem solving through social networks
• The expectations for the same experience in the workplace is growing

• Must be kept up-to-date (sending push notifications is a useful feature)
• Contextual relevance and discoverability – more important than pixel perfect content

This seminar also provided details of the following projects where Agylia had successfully delivered mobile learning to the following clients

O2 Telefonica

• iOS, Android and Windows Phone Apps

Foreign and Commonwealth Office 

• Mandatory compliance training and just in time reference resources
• A combined system for both desktop and mobile

Managing at Microsoft

• Mobile induction programme for new people managers worldwide
• Apps on Windows 10 devices
• Videos, resources articles and quizzes
• Push notifications for new content updates

Alex highlighted gamification in his seminar and made reference to the Gartner research on gamification. Gartner research had predicted that 70% of the top 2,000 global organisations would have at least one gamified application by 2014. This may or may not have happened yet but it certainly shows how gamification is considered to be an important learning content type.

Alex rounded up the seminar with a mobile learning checklist that included the following points to consider, and aspects to potentially include when creating mobile content:

• BYOD support with native Apps for iOS, Android and Windows
• User Experience
• Offline Content consumption
• Multiple asset types (e.g. Videos, eLearning, PDFs and custom HTML5 Assets)
• Multiple content sources
• Dynamic content with push notifications
• Experience API (tracking with backwards compatibility with SCORM)
• A range of security options

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• CIPD’s ‘Future of Learning’ (Designed to keep you up-to-date with the latest industry trends, techniques and skills)
• Level 3 Foundation Certificate or Diploma in L&D (Level 3 QCF)
• Level 5 Intermediate Certificate or Diploma in L&D (Level 5 QCF)

Corporate eLearning Consortium

• The L&D Professionals Online 70:20:10: Practitioners Programme

I attended a variety of learning sessions at the show and the following are details of some of the most notable:

Putting Digital Methods at the Heart of Delivering Professional Development (CIPD Training in Partnership with Home Learning College)

This learning session was delivered by Andy Lancaster (CIPD Head of L&D) and also by a representative from the Home Learning College. Essentially this session was encouraging L&D professionals to learn and do more in relation to digital, by encouraging them to embrace digital information, digital techniques of training, and to build digital networks. To underpin this Andy highlighted many useful information sources, which included the following:

• Jane Hart’s WWW.c4lpt.co.uk website
• The Preparing for the Future of Learning In-Focus Report April 2016(Authored by Laura Overton and Dr Genny Dixon A Changing Perspective for L&D Leaders)

He also encouraged the audience to try and adopt the following digital practices, which for many would be completely new delivery methods:

• Create Podcasts (This is now technologically much easier as many smartphones now provide the ability to create Podcasts.)
• Create and hold webinars (Although it was noted that to achieve this it would be best to at first get training on how to create and deliver webinars).

Digital methods of professional development were also highlighted as good practice due to the following positive reasons:

• They connect us with dispersed and global networks
• Enable us to access a growing body of online content
• Provide development just when we need it
• Link us to leading edge communities of practice
• They are cost and time effective

To build these networks it was firstly advised to develop a list (by checking conference programmes) of L&D professionals and thought leaders. This list could then be used to allow you to achieve the following:

• Discover content they may have written
• To follow them on social media platforms (To acquire further information and knowledge.)

Joining groups such as relevant L&D groups on LinkedIn and Twitter, such as L&D Connect (@LnDConnect) were also advised as good practice. Andy also spoke about the CIPD’s L&D Development Hub named: ‘The Future of Learning’, which was created in partnership with the Home Learning College. This is essentially a place where you can keep informed about the latest industry trends, techniques and skills which (as advertised by the CIPD) includes the following features:

• Bite-sized L&D learning and skills content
• Exclusive live sessions with leading L&D specialists
• Curate your own content, shape the debate with specialist practitioners and a growing community
• Fresh ideas, innovation and inspiration you can apply to have a positive impact in your organisation

The Power of Presentation: Communication Techniques to Increase your Personnel Impact (The Royal Central School of Speech and Drama)  

This learning session was all about making the audience aware of how the effective use of communication techniques can increase your personnel impact. The session broke down each element involved in communication, and highlighted how through the effective manipulation of these elements you are able to be a more effective communicator. The session identified the following elements involved in communication:

• Intonation
• Pitch
• Pace
• Loudness
• Facial Expressions

The Royal Central School of Speech and Drama provide a variety of training and courses. They also provide a whole range of courses and training specifically for business and industry, which includes the following:

• Presentation Skills
• Voice and Communication
• Personal Impact
• Leadership
• Public Speaking
• Elocution & Articulation
• Storytelling and Influence & Rapport

Being made aware of how to improve and enhance the various elements involved in communication is interesting and useful. However, to fully realise and benefit from this knowledge, and make improvements to your own communication skills, it would be advisable to perform the following:

• Spend time observing other experienced presenters
• Experiment and practice with your own technique

A Practical Guide to a Modern Learning Agenda Using 70:20:10

This learning session was provided by Michelle Parry Slater from the Corporate eLearning Consortium who provide workplace learning and online resources. The most notable learning content they provide is the Toolkit for Managers and an online 70:20:10 L&D Practitioner Programme.

Michelle Parry Slater delivered an informative and dynamic learning session which encouraged audience participation. It also challenged ideas associated with traditional learning methods and the terms used to classify people involved in learning and knowledge acquisition. For example, Michelle questioned whether the term ‘Learner’ was really the best term to use for each and every person involved in formal learning.

The 70:20:10: model for learning and development appears to have originated from a book entitled ‘The Career Architect Development Planner’ by Michael M. Lombardo and Robert W. Eichinger, who published their findings from a survey of 200 executives on how they thought they learned. The 70:20:10: model essentially implies that learner’s learn and gain their knowledge in the following ways:

• 70 percent (from job-related experiences)
• 20 percent (from interactions with others)
• 10 percent (from formal educational events)

Using the model as a concept for learning is useful for the following reasons:

• It makes you think about how you as an individual learn and acquire knowledge
• It makes a lot of sense for busy professionals (As the model supports the idea of a lower percentage requirement for formal learning).

Although the model has been criticised over the years, new research using information gathered from 600 L&D leaders is believed to provide further support for the 70:20:10 model. This new research has been conducted and written by Towards Maturity and Charles Jennings and can be found in the following online report:

• In-Focus: 70+20+10=100: The Evidence Behind The Numbers (2016)

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His presentation on ‘Common Interactions and How to Build Them’ for me – coming at eLearning from the project management side  - is really about breaking down the eLearning to its core and fundamental elements and understanding the terminology related to the various elements of the an elearning product.

For any eLearning project Tom Kuhlmann recommends that you have to consider from the outset the type of eLearning that is required and what its purpose should be in relation to its use. The key types identified by Tom are as follows:

• Information based
• Performance based

The value of interactions in eLearning

Adding interactions for users to perform in eLearning packages rather than simply presenting information to users as you would find in a book or journal article benefits the learning experience in a multitude of ways. Firstly, interactions enable learners to be engaged and keep their attention focused on the learning experience, moving them away from passively digestion of content. This also makes the learner’s mind engage with the content and this in turn forces them to make decisions as they progress through the learning.

Interactions in eLearning enable learners to pull the content and information for them to view instead of the eLearning doing no more than pushing content to the learner. It is recommended that engaging the learner in interactive eLearning using the three C’s philosophy as listed will enhance the learning experience through greater engagement with the learning:

• Challenging learners’ understanding
• Giving learners choices
• Having those choices produce consequences

What are the common interaction types in eLearning

Learning how to utilise the following common Interactions:

• Click
• Hover
• Drag

The most common interaction type is the click (click and reveal) interaction with the use of drag and drop interactions being the most uncommon.

When choosing the interaction type it is recommended that you think about whether or not the learning experience would be improved if you replace the one interaction type for another before you settle on the final interaction type for your eLearning.

A list of some of the interaction you can incorporate into eLearning are listed below:

• Labelled graphic with markers
• Timeline interactions
• Media click and reveal
• FAQ interactions
• Checklist
• Glossary

Chunking

Where there are situations where there are large amounts of information in the eLearning that needs to be broken down a recommended and effective way of presenting this information in eLearning is to include tabs in the eLearning slides.  Tabs enable the content to be broken down into chunks and it allows for a greater sense of progression for the learner as they progress through the learning.

Advice

Some additional pieces of information and advice gleaned from the event can be seen below:

• An additional measure to further enhance the learning experience is to build scenario interactions into the eLearning.
• One piece of advice advocated by Tom related to creating interactions is although some interactions can look impressive it is usually best to keep them simple

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The following key Eduserv staff presented information

• Ian Winship, Sales manager, OpenAthens
• Neil Scully, Head of Development and Service Delivery, OpenAthens
• Jon Bentley, Head of Product Marketing, OpenAthens
• Andrew Anderson, Training Manager/Software QA Analyst, OpenAthens

Agenda:

• Update on OpenAthens Development
• OpenAthens RoadMap Update
• New Local Directory Integration Release
• Features, Functions & Capabilities
• New Redirector and Linking
• User Experience and Lessons Learnt
• Statistics: Requirement Gathering

The user group meetings provide an opportunity to find out what changes have been made to the products, and the changes and improvements planned for the products going forward by way of a roadmap and developments going forward as displayed below:

Aspects of the 2015 Roadmap:

• Lightweight Open Athens
• Simpler, faster set up for publishers in the federation
• Expansion of redirector services (OpenAthens Federation) moving on to UK Federation resources (an aspect of the meeting was to find a solution to getting a knowledge bank of URL’s for UK Federation resources that could be managed for users by OpenAthens staff)
• Expansion of Local Directory Integration Feature – extension of available resources and increased connectivity with local data sources

Aspects of the Roadmap 2015/2016

• Enhanced Statistics, reporting, UI and tools.
• OpenAthens Maintenance release
• Proxy Review

Focus of Developments for 2016

• MyAthens development – A flexible, responsive approach to portal management
• Easy integration with other applications – extension of VLE integration and other platforms
• Focus on the end user experience

Alternative Login

One of the key changes centres on the alternative login, which has been improved to offer a better user experience as the interface is now much simpler to use and contains a simple search for an organisation. You can enter the name or a word from the name of the organisation and it will display the matching options to choose from. There is also now an option for it to be customised and it’s also been made responsive, which should provide an improvement for users who log in using their mobile devices.

Feedback

The user group meetings also provide a perfect opportunity to provide feedback and information to the OpenAthens team on your own personal experiences with their products and on what changes or additional functionality you think could be useful.

Reporting Features

A focus of this user group meeting was to gain feedback on the reporting features of OpenAthens and what improvements could be made to this aspect going forward. A useful additional feature for me would be a ‘Manager Login’ that would enable statistics access only for managers at my organisation (for the MD product), which could also incorporate a simple to view chart that displayed the usage levels. This would enable managers at my organisation to login anytime and get up-to-date information on electronic resource usage.

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• Networking opportunities
• The chance to speak with representatives from key vendors
• To attend useful seminars

I attended the following useful seminars at the event, which covered a variety of topics on projects from a variety of sectors as can be seen from the list below:

• Owen Rose, Managing Partner, Actean Learning to Take Risks breaking the boundaries of compliance training with Channel 4
• Emily Cox and Sue Rennoldson, Instructional Designers, Willow DNA Creating the complete learning ecosystem – designing effective learning programmes that blend the best of formal and informal learning
• Vix Samways, Training Manager, Anglia Ruskin University/Silke Prodinger-Leong, Client Services Manager, Lynda.com Plan, Promote and Play – a reflection on the implementation of an online development tool into a large organisation
• David Freedman, Associate Director, Huthwaite Implementing a behaviour change: global success model
• Lucy Hodge, Instructional Design Consultant, Walkgrove Diagnostic Assessment
• Samatha Yates, Instructional Designer, Unicorn Training Group A guide to branching scenarios
• Richard Law, Head of Learning Solutions, Cuerdan Consulting ‘Storyboarding as a quality process – not just a document’

Richard’s presentation providing an insight into managing the process of eLearning projects and including information gained from his experience acquired from working on these types of projects over many years.

One particularly interesting area for me was the presentation on storyboarding by Richard Law. Richard broke down the type of clients you may get for eLearning projects which he placed in the following categories:

• I’ve been told to use eLearning
• I want eLearning and I know exactly what I want
• I know I need eLearning but I have no idea how to proceed

These categories highlight how different clients may begin the process of commissioning eLearning and how they either will be very unsure about what they want or they will have much more specific ideas of what they want.(Which may or may not necessarily be best route to take, without advice from instructional designers and other eLearning specialists). This also demonstrates just how each eLearning project can begin in very different ways.

Most importantly and perhaps the most interesting aspect of this presentation, Richard then provided advice and information on the process he uses to manage eLearning projects. Richard uses a variety of stages in his system to ensure that as much as possible each eLearning project achieves the following:

• Aligns to the clients requirements
• Meets and hopefully exceeds the clients expectations
• Is kept on track and is successfully completed

This process includes the following key development stages:

• Statement of Work
• Content analysis check
• Strawboard
• Content
• Design
• Storyboard
• Prototype
• Film script
• Alpha (Internal review)
• Beta (Synthetic Audio)
• Audio script
• Final development

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I attended the following seminars while at the event:

• Transform your Learners Experience with Adapt - Presented by Lindsey Coode, Head of Content

• Thinking Differently – Why and How Leading Brands are Transitioning Towards the Next Generation of Learning Technology - Presented by Steve Dineen, CEO, Fuse

• Press Play: How to Integrate Games into your elearning - Presented by Louise pasterfield, Managing Director, Sponge UK

• Delivering Growth & Improving Efficiency – ASET Training Academy Case Study -Presented by Ted Mellor, V1 Limited

• All Devices, All the Time…Responsive and Adaptive Design in Reality - Presented by Mike Alcock, Managing Director, gomo

• Trade Engagement Through an Extended Enterprise LMS - Presented by Lewis John, Solutions Consultant, City and Guilds Kineo.

One highlights of the event for was seeing the Adapt authoring tool in action, which offers the ability to create responsive eLearning in a way that seems far less complicated than many other authoring tools. Although it has to be said that for more complicated types of content creation it may require a more complicated authoring tool, but this seems a great tool to use for less complicated projects.

Another highlight for me was seeing what Kineo were able to achieve with a Totara LMS for ‘Samsung Backstage’. They had managed to tweak around with Totara and make it look like something completely different.  They had simplified the look so that for me it had the visual look of a company website but with all the backend functionality of an LMS.

Samsung Backstage is (as explained by Kineo) a ‘multi-device learning management system providing Samsung product knowledge to retail staff across the UK and call centres worldwide’. Aspects such as the UX, and art direction were created by Iris as it was a collaborative project between Kineo and iris. The project also incorporates Open Badges and reward based learning and the type of project that makes you really think about the possibilities of using Totara LMS for projects in ways you didn’t think of before. (Although you would need the Kineo and iris genius and skill to create a solution like this from a Totara LMS).  Information on this project can be found here which includes screenshots, and yes it really is a Totara LMS!

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A selection of seminars attended at this event included:

Atticmedia’s seminar entitled: Developing an always on Learning Strategy: Learning in a Mobile World

– a seminar on learning approaches in a era where people are able to access content on their mobile devices anytime and anywhere.

This seminar included information on the BBC Janala project which was a multi platform project to provide English language learning to millions of people in Bangladesh. This project included the following vendor considerations:

• Treat the mobile as a learning experience in its own right
• Extensively test with your target audience
• Constantly monitor usage and evolve the approach

The Janala project consisted of 3 minute lessons, Interactive Voice response self-evaluation quizzes and had the ambition of being used by 25 million users by 2017, which it has already achieved.

Kallidus’s How North Devon Healthcare Trust’s Award Winning LMS implementation has Improved Compliance and Patient Care

This was an incredibly interesting and successful LMS implementation and a selection of the how successful this project was can be seen from the projects key conclusions:

• Released 8,300 staff hours back into the organisation
• Increased Learning Compliance by 21%
• Saved an estimated £1 million in training costs

Northern Devon Healthcare NHS Trust (NDHT) is the largest UK Trust by geographical coverage, operating across 1,300 square miles. The trust had access to an NHS funded National LMS but due to the usability and accuracy of the system they wanted an improved and learner friendly system that could improve learning outcomes.

Kallidus’s LMS enabled learners to choose from a catalogue of eLearning that was relevant to their roles, which enabled them to achieve the following:

• Alignment with organisational objectives to meet, and exceed, compliance targets, and develop staff effectively
• Make significant efficiency savings to help deliver the highest quality care

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Further details of this event can be seen below:

Where: Etc Venues; 120 Moorgate, London

When: 19 November from 09.30 – 14.00

• Learn how to develop more effective Learning Plans for your team

• Find out how to more closely align learning with your organisational goals

• Discover how to make best use of Totara LMS for effective results

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The 2014 event consisted of plenty of free seminars and some notable seminars I attended where as follows:

Mindfulness – a New Way to Approach Work

This seminar was presented by bestselling author and international consultant specialising in behaviour skills.  This seminar focused a lot on change and dealing with change in an organisation and this is a key aspect of Liggy’s expertise as she is a specialist in many areas, which also includes expert knowledge in helping individuals and organisations effectively with the challenges that exist in the modern world of work, where constant change is part and parcel of every working day.

Liggy’s seminar included information on the following:

• What is mindfulness and how is it being used in business
• How can mindfulness improve performance and well-being
• Integrating mindfulness into work

How to Capture and Harness the True Value of Informal Learning

Presented by Charles Gould CEO Brightwave

The following key points were highlighted in this seminar:

• Early adoption examples of dynamic social learning in real-world scenarios.
• How to use social media to create personalised learning experiences.
• The role of digital learning in large scale transformation.
• How Tin Can API changes the landscape of e-learning.

Make an Impact!

An exciting and enthusiastic seminar was delivered by Graham Director of Blue Beetle Training

Graham managed to easily get the audience involved in the seminar by getting each member of the audience to take photos of themselves using their mobile phones (depicting themselves as either happy or sad) which they then could use to send at the end of the seminar as a simple way of providing feedback on their view of the seminar.

Graham provided information on the following in his engaging seminar:

• Practical tips on how to enthuse and inspire when public speaking
• What makes an interesting speaker
• Common mistakes to avoid
• Tricks of the trade

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Event Location: Library of Birmingham

Event agenda

10:00 – 10:30 Registration & coffee

10:30 – 10:40 Welcome

10:40 – 11:00 OpenAthens MD summer 14’ release

11:00 – 11:20 OpenAthens 14/15’ development roadmap

11:20 – 11:50 OpenAthens MD into Active Directory

11:50 – 12:20 Open discussion / Q&A

12:20pm – Lunch

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