Last session of this conference.. With two case studies on the use of video for learning. Curious! I use a lot of video in my work.. Video’s from Vimeo, YouTube, TedEx. And self-made video’s to bring in valuable stories told by professionals in organisations. See what this session will bring!
Ian Slater from GE Oil & Gas.
They started working with video from the idea to show the difficult parts in the work.
How to make compliant material? They started making a list of important topics to make a video of. Each day they selected a few ‘hot topics’ and asked employees to make a video of that part of the work. Just by talking about it during work.
The quality was a point of discussion. But they noticed that employees did not really care about the quality, as long as they learned something new from it.
Make sure people learn something new from the beginning of the video. No long intro’s.
Message is priority
Good enough is good enough
How do you get people to make these video’s? Tell them exactly what you want them to do. Teach them. You might use a reward program? Invite people to join who really like this, have some leadership skills, and are really good. Give recognition at a team and regional level.
Production tools: GoPro, MovieMaker, Powerdirector, Faststone Capture (screen recorder).
What do they use video for?
Waste walks: a camera on someone’s head. Talk about what you have seen in the team.
Make crucial working methods more explicit.
Best practice sharing – in Asia they work in a different way than in Londen.
Emma Barrow, working for Royal Mail Group.
The problem here was the difficult dialogues between people in the organisation about problems that need to be solved. Every day. And a huge misstrust in elearning.
They created a video in which you as the person watching the video goes to work, and you meet actual colleagues in different situations in which the focus is on conversations. Then you receive questions during the video about how to handle that specific situation.
For me the first story was interesting. A great example of how you can support employees to make their own video’s. I once did a project in a ‘glasfabriek in Tiel’ in which we used ‘creating a job-aid’ to make employee’s expertise more explicit. The core was to let them work ‘out loud’ and have it written down, together with pictures of the important steps in the work process. If I could do this project again… I would definitly use video.
David Guralnick starts with a video, used in an e-learning course, which represents a client-attorney setting with a lot of emotion in it. It seems to be a rather popular video in the course. Why is that?
it is a real-life situation that you as a participant might encounter in your work;
the situation was dramatic, with compelling characters;
the drama was intensified by the realism.
How to create compelling experiences?
Learning by doing, explore, freedom to move around
One on one coaching, attention
Collaboration with others, exchange, hear each other’s stories
Emotional connection to the project – choose yourself
Connection between story and the learners – you feel part of it
Imagination, creativity, storytelling
Showing the consequences of ‘bad behavior’, with a slice of humor
What is a learning experience you still remember? Nice examples: packing your own parachute, make your scrapbook on a subject you are curious at, a teacher telling a story and dropping the names of the children listening.
How to use technology to create exciting, effective experiences?
Madison Square Garden had a slide with 30 rules that they showed in the beginning of the play. Nobody read that. Then, they hired a comedian who started interviewing people about the codes of conduct. All visitors could hear the stories and responses gathered by the short interviews. Worked very well!
What are our favorite products?
My running watch, including GPS, heart rate and music in one. My digital radio. My first record player. IPad. Our spiralizer that produces healthy food. Characteristics: simplicity, relationship, functionalities in one.
To be honoust, I Was looking for the link to creating compelling experiences. But he links this to intrinsic and extrinsic motivaton.
When do you pay real effort?
There is effort.. And there is real effort. When do you give something real effort? When you really care about something. Compare: filling in all forms for getting your visa to get to Brasil OR finding out everything about the disease of your beloved dog.
You might use an ongoing narrative throughout the course or module; People get connected to it.
Give learners control in some way: options, link with work practice, etc.
Invite learners to bring in their stories.
Setup and follow-up are crucial.
Let people think about how to apply the story
Use just-in-time stories
Create your own story
Make them concrete and authentic, engaging and emotionally compelling
Reflection… I do use stories in my work, mostly stories from participants to share and reflect upon. I see an interesting challenge to do more with stories: use an ongoing narrative or give the beginning of a story. A story is different from using a case. And how can we bring in a bit more emotion in our stories?
Two days in London to meet people interested in the influence of technology on learning, work and live. I was very much looking forward to it. Curious who to meet and… What new stories to hear?
Peer to peer learning will become more and more effective in organisations. We should connect people ready to teach with people ready to learn. This is where the buzz will happen. This requires a coaching and curator role for L&D.
Jeff Tumer works for Facebook..
Jeff has 1376 friends: “most of my facebook friends are my colleagues. Lots of people keep work and private seperate. I would like to challenge that.”
Core principes within Facebook as a company:
Everything is about impact
Be bold, make mistakes
Be open, open to feedback, to new things
Build social value and trust; help people to make a difference
One of he core principles is authenticity: the ability to be your authentic self. This is what Facebook offers, according to Jeff.
What makes teams effective?
How does your company deal with change? Succesful teams see constant change as a challenge and the opportunity to learn. These teams are constantly failing. This lead to conflicts, which made these teams constantly think about new steps, solutions. Effective teams were rather diverse, but the team members shared common values. Although they found it difficult to make these values explicit. All teams talked about strengths: what are you passionate about? Then the magic can happen. And the big one.. “I trusted you!!”. The bottom foundation is trust: they shared goals, although these goals were changing constantly. And the last principle that made these teams work is the ability to adapt itself.
And of course.. Jeff believes in the value of Facebook, the product 🙂 He says “I know how people feel, what is happening in their lives, and I take that with my in collaborating with my colleagues.” This is about ‘network performance’. And I do join him in this idea. Whether it is facebook or another social platform.. I do think that our collaboration becomes more succesful when we are connected in different way. Not only on the content, but also on the personal side.
What does this all mean for the future of L&D?
What do we have ahead? Big Data, Learning Analytics, uber-isation, machine learning, virtual reality. What would it be like in 5 years time? Do we still need offices? We can ‘meet’ everywhere we want. You can just meet on the beach 🙂
And we need more meta level capabilties: authenticity, learning agility, ability to deal with ambiguity.
The problem is our silo’s: HR, talent, L&D, Knowledge Management. We think in terms of functionality and not in terms of problems to be solved.
I do think they touch a good point by mentioning the silo’s. To make a move and really develop ourselves we need to collaborate and join expertise and talents. But do we have enough ‘materials’ by hand to be able to think about the future and prepare ourselves? To create a dream that will help us to make steps? We need room for experimenting, trying things out. And might we not need a bit more ground for what we mean by L&D? Is this the function? Are we looking for new ways of organising? Business models? Position in the organisation? Is this discussion about the curator role and how to design this role? Or about our new focus from a content point of view: what support does the organisation need from a 2020 perspective? Or all of this?
I like to think about the idea that, in future, we will reach a stage in which we won’t have a L&D function anymore. Work and Learning are so connected, that we together take care of our learning. We work agile, we have our networks, are able to create a powerful learning environment for ourselves….
What do you think? Will a specific ‘L&D function’ be needed in future as well, may it be in another form?
I arrived in Londen yesterday for the Learning and Technologies conference. My first session is Rudy de Waele (mtrends on Twitter) exactly about the topic of interest to me: how does the learning landscape change because of technology?
Rudy starts with 3 observations:
The story of his son studying in Cambridge learning about Columbus discovering America, which is exactly the same what we learned in school.
In dialogue circles people reflect on their values and lives, but there is no relation to technology
How many people are happy at work? About half of the room. Does screentime make us happy?
We do not know the jobs of the future yet. How to prepare children for the jobs of the future?
(so these are actually 4 observations :).
Do we really know what is going on?
We live in a world where the big 4 (Apple, Facebook, Amazon, Google) are making more and more money. Which allows them to hire the best talents and engineers. A famous quote is: “Software is eating the world” Everything is app-y-fied. Mobile was a revolution, but artificial intelligence and robotics is goiing to be the next revolution. Other developments are:
Augmented and virtual reality and real reality will become blurred.
Another development is 3-D printing. There are already 3D hubs and fablabs which can connect you to the nearest 3D printer.
The internet of things is also called the rise of the 4th platform. This will be an invisible technology. Some examples; the internet of things is used for sustainable cocoa for instance, managing air temperature. we are going to measure nature, like beehives. Pest control in olive growth.
Gentechnology is advancing. Leyla is a 4 years old girl who got treated by gene therapy for leucemia.
Nanotechnology and neuroscience. Think of Qubits, about quantumcomputing.
Many of these developments are exponential. Once they are connected to a community these developments are booming. Technologies have transformed business, but also created new business. All technologies can be mapped amongst a hype curve, shown here in the picture.
The Wow generation is coming up, they are not interested in power, but do things for pleasure, fun and experience. They want a purpose and don’t like to work with the large corporations which will loose out in the long run. They care about sustainability. We will live longer – but income inequality is rising within countries. (there is a great video about this by Hans Rosling!).
We are entering the era of real-life science fiction. It is about cognitive computing- better understanding data. If machines can correct themselves – what will happen? We watched a video about Watson. There is a super intelligent attorney which is going to revolutionize the way legal officers work. Another example is deep knowledge ventures, which can scan all investments in the world. Wall street is using it. Can you tell the difference between a robot and a stock analyst? There will be many apps coming up – we called artificial intelligence landscape. The next wave will be voice- operated, which decreases the need to click and type. In the movie her, the actor falls in love with a computer person, an example of artificial intelligence. What is going to happen in your profession?
The quantified enterprise
We will be tracking what is happening in the building. Where are people having fun? Who interacts with whom? And there will be more wearables around so that for instance your health can be analyzed.
Impossible becomes doable
Impossible increasingly becomes ‘doable’. Self-driving cars are coming. We want to improve things, so thee developments will definitely come. The Paris 2040 is about sustainability. We can track everything but do we want this? This has huge implications about data. We watch a movie about the Edge in Amsterdam, the most connected office space in the world. the building is also for 93% self sustainable, for instance the rain water is collected to flush the toilets. There is a project to link airbnb with nest, helping conserve energy.
But do we want this? We watch a funny video about a reluctant dad not using his smart fork and smart cane and outsmarting the technology to watch him. (the uninvited guests) which shows we do have choice.
The skills to thrive in the fourth industrial revolution
Critical thinking will go up, complex problem solving will remain. Alan de botton has come up with a new term. The art of listening is important – sometimes you have to disconnect from technology to think about the art of live and the future. He is very optimistic about technology, but this has shifted for Rudy some 5 years ago, when he was overwhelmed by the developments.
My ideas from this session
The technologies are not new to me, but the speed of change is almost scary. I would like to think more through the consequences about the connection to learning – does this mean there are many things we don’t have to learn because artificial intelligence will take over? Do we all need engineering skills? Will our brains be wired differently? How will problem solving change? It does generate lots of questions!