Today i am #WorkingOutLoud, sharing a draft design for a programme i’m developing for next year: it’s a comprehensive exploration of Modern Learning. This is incomplete work, but sharing as part of my own reflection.
Module 1: The evolution of learning
This module provides a modern context for learning: it explores how learning has become increasingly contextual, distributed, collaborative and co-creative, and democratised.
- Learning in the Social Age – where we explore the broad trends
- The evolution of knowledge – looking at the way knowledge has shifted, and specifically aspects of validation, ownership, and control
- Distribution, Co-Creation, and Contextualisation – builds out the theme of how learning has moved beyond ‘formal’, and considers this in terms of impacts for existing teams
- Geolocation and Timeliness – is about the fragmentation of established, centralised, learning, in favour of ‘just in time’, and ‘just at need’ contexts.
Primary vs Secondary learning – looks at local vs global approaches
Case Studies: MOOCs, Wikis, alumni and expert networks,
Module 2: Social Learning and Collaboration
This module introduces Julian Stodd’s design methodology for Scaffolded Social Learning, and the core stages of learning. Fundamentally, it’s about the intersection of formal codified approaches, and scaffolded social ones.
- Scaffolded Social Learning – looks at design approaches and benefits
- Choreography of engagement – introduces learning as ‘experience’, and considers the importance of quality by design
- Modern Learning Roles – Community Management, Social Storytellers, Social Leadership, Engagement Coordinator, Social Learning Designer, etc
Models: Scaffolded Social Learning
Case Studies: learning roles, compliance training evolved, contributory learning
Module 3: Learning Technologies
In this piece, we consider the role of technology in learning, both formal Organisational technology, but also social tech. We look at how technology provides a space, but how community inhabits that space. We will consider classes, and consequences, of formal technology.
- Diverse ecosystems – why the strongest Organisations take a diverse (but not legacy) approach, including the notion of ‘rapid disposability’
- Technology and Trust – explores how communities trust (or lack trust) in formal technology, including detailed exploration of the Landscape of Trust research results on this
- Ownership and Control – considers the impact of ownership, and need for more fluid approaches to control
- Conversation vs Space – is about how communities nest in spaces, but may not rely on them
- Constraint vs Freedom – is about the underlying dichotomy of Organisational learning – how we view learning paths, and progressive release of knowledge, vs full freedom in learning
Models: Learning Technology Architecture
Module 4: Learning Science: pedagogy and learning Methodology
This module is about the core science of learning.
- Neurology – how we learn – the construction of belief, and the narrative nature of understanding
- Framing and Context – the ways learning constructs are formed, evolve, or fail
- Dissonance and Reconciliation – about how we deal with mismatches
- Collaborative Belief and the power of consensus – how dominant narratives silence challenger ones
- Core approach – what stays inside, what goes out – how you will build engagement and effectiveness, whilst becoming more efficient
- Solution consulting skills – the ways we support the wider business, to make the best decisions
- Effectiveness in action – considers action learning approaches and constraints
Models: JS Learning Methodology, Narrative Theory, Category Error and Failure
Module 5: Experience Design
This explores ‘experience design’ as a fundamental mindset of Modern Learning: it considers aspects of how we design, deliver, and asses, experiential design.
- Choreography – the dance of learning, and how we hold it safe and steady
- Design thinking – experience led design, and how to practically apply it
- Play and Failure – importance of performance based learning, and conditions for failure to work
- Consequence and Reputation – constraint related to consequence, reputation damage and control
- Legacy – primary driving forces, like pride, legacy, and empathy
- Transaction vs relationship – and the shift in experience. Also evolution of brand value.
- Opportunity and legacy – giving people what they want, and supporting their legacy building
Module 6: Assessment and Analytics
This module takes a hard look at mechanisms, and limitations of, assessment, as well as a broader, and more modern view, on big data, machine learning, and the perils and promise of analytics.
- Requirement and options – what will you act upon, what do you need (to stop doing)
- Narratives – the power of stories in social science approaches
- Triangulation – triangulation of assessment, including self reporting, 360 approaches, observation, and formal assessment
- Metadata and meta-analysis – patterns, trends, truth vs aspiration, risks and limitations, promise, importance of trust
- AI and machine learning – the farthest forward view
- Interconnectivity and performance – the nature of Organisation as Ecosystem, and how we slice measurement to be meaningful
Models: Triangulated Assessment, Co-Creation, Black Swans and Ambiguity
Case studies: open badging
Module 7: Rehearsal and Performance
This module explores the three spaces of ‘learning’, ‘rehearsal’, and ‘performance’, and encourages delegates to understand the full contexts, and impacts of each. It’s used alongside the core learning methodology to help shape experience, and build diversified strength (a core aspect of the Socially Dynamic Organisation)
- Separation of spaces – learning, rehearsal, and performance – and what we do in each
- Adherence, or capability – what are you trying to achieve – and do you need consistency, or broad capability
- Compliance and adaptation – when compliance works, and how we evolve it, Modern Learning approaches to this thorny subject
Models: Ownership, Permanence, and Consequence
Case Studies: evolved compliance training, reporting systems
Module 8: Virtual reality, augmentation, and simulation
This module considers some of the most advanced, emergent, and complex, aspects of modern learning (building on the exploration of Machine Learning, and AI). It considers what each adds to modern learning, design approaches, limitations, current research, and constraints.
- Augmentation and virtual reality in behavioural training – why, how, and benefits
- Empathy and persistence of effect – structural (cognitive effects) potential, and underlying science
- Virtual, Constructive, Simulations – spoofing the system, and narrative approaches to gain structured benefit from that
Case studies: Diversity and Inclusion, Leadership, Manufacturing efficiency, Bullying and Harassment, Sales
Models: Virtual Constructive Design, Narrative Co-Ownership, Spaced Rehearsal
Module 9: Consequence and Adaptability
This module considers the role of consequence in learning, and how varying consequence can support adaptation.
- Gradients of Consequence – how we use consequence for engagement
- Formal vs Social Consequence – how they are applied, and which dominates
- Permanence of Consequence – notions of temporary vs permanent consequence
- Internal vs External moderation of Consequence- the governing authority
Models: Sphere of Consequence
Module 10: Learning Communities
A core module, considering Learning Communities, and exploring in detail how they form, the purpose they serve, the roles we play, and the conditions we need to create for them to thrive.
- Conditions for Community – how we create the space, not the thing. Emergence.
- Tribes and Trust – how communities form, notions of coherence
- Interconnectivity and Complex Collaboration – beyond our ‘known’ spaces
- Leadership – in both formal, and social, spaces
- Engagement – measurement, and mechanisms, of engagement
- Support – core supporting roles
- Exclusion and Bias – who gets left out or left behind
- Moderation and Termination – lifecycle, intervention, and closure
Models: Complex Collaboration, Conditions for Community, Social Leadership
Module 11: Learning Games
A module that unpacks games, gamification techniques, badges, and bad science.
- Game dynamics vs game mechanics – a core model about how we move beyond pure game behaviours
- Interaction vs value – and the ways that ‘clicking’ is deceptive
- Beyond the gamers – the ways we appeal to the broadest set, not just the competitive or enabled ones
- Resource management – how games can explore empathy, collectivism, and reward collaboration
- Nurturing and empathy – the growth roles of community
- Coaching and support – how we support game based learning, including dealing with conflict or unfairness
Case Studies: resource management, strategy, deception, trust
Models: Game Dynamics
Module 12: Recognition and Reward
This module looks at core aspects of how we recognise achievement (both formally, and within the community), and reward (both financial, and in the other currencies of engagement)
- Reputation and legacy – what people want and need. How it fits up against formal structures
- Trust and opportunity – significance of trust, and desire to find opportunity
- Social Authority and effectiveness – how we support the development of Social Authority, and hence build a more Socially Dynamic Organisation