Thought I'd share a webinar we have coming up on Thursday February 1st at 2pm central, 12pm pacific.
It's on how to run Jive projects to get work done and delight your stakeholders and as people with projects in your skills I thought you'd be interested
The webinars by Miriam Smith, former Jive PM and fortune 500 consultant and me, collaboration and change management consultant. We're looking at
Here's the link to join! - How to put the PRO in Jive projects
Anna Tristan Brandon Struebin Carmen Cannon Charul Kothari Chellie Wilkosz-McCarthy Christine Trinidad Deb VanGessel DeLeon DeMicoli Edith Adriana Madrigal Edward Rios Erin Haines GABRIEL CABRERA Gagan Kaur Ian Cook Ian Tomlinson Jackie Simmons Kevin Jones Kirsten Laaspere Levente Dudas Lorean Williamson Marie Siders mlmathias Murray Campbell Nick Valderrama Oscar Garcia Praveen Kumar Priya Alavadi Robert Tharp Ruth Vesledahl Sagar Chivate Sylvain Pingont Vitaly Stepanov Aaron Henderson Aizharkyn Burkanova Alexander Martin Alisha Ryman Alison Van Hees Alistair Antoine Andrew Filev Ankima Jain Ann Armstrong
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Stewart Wachs cornered me on the first day of Jiveworld and said to me
"Uhh, I am not sure how I missed this but I forgot to schedule you for booth duty? I think you have one shift ? Do you mind floating at the booth a little"
I very specifically recall him saying "little". I am not sure what Stewart thought it meant but I took little to mean little.Pretty much I stopped by every day to see if the booth still there. Reassured that it had not been moved I would rearranged some cables, toss any empty cups and promptly leave.
Why would I do that? Well I have a bit of a confession: I've never really been to JiveWorld
You see when the schedule came out I was expecting my usual 6 hours of booth time. That, plus customer meetings, means I don't tend to see anything but main stage. I'll generally watch the tracks later but ,like watching a Cubs game on TV, it isn't the same. As such when Stewart published his Frank-Free schedule I immediately said
"Ferris is going to the bleachers!"
I gravitated to Claire Flanagan's track but I floated around to a lot of other sessions. RBC's talk on the business case or Cerner's on deskless workers were interesting new takes on things from clients that I have been involved with for years. As such it was very educational.
That said I think there was something missing.
I had noticed Tuesday when Keeley and Commvault were talking that many in the audience were furiously taking notes. Every word, every slide, It was during Ted's talk Not to be confused with a Ted Talk) on day two that I really started studying the crowd. I think everything he proposed made sense to the folks gathered. Where I think people struggle is "HOW?"
This is what led me to ask Ted,
Hi Ted, Long time listener. First time caller. My question is this: how did you go about getting access to Tableau, the VP of sales etc.
Ted looked at me somewhat confused. His answer was that he just "got it"
Maybe the question was not properly worded but I think the fact that he got mandate, got on calendars, and got access to the tool encapsulate something many struggle with.
So how do we help people along that path? I think we all want to get there but the question is how do I learn these skills to undertake Ted/Keeley like transformations? It also begs the question of whether Jiveworld is the venue of how to learn this?
This is a topic that Shaun Slattery and I have discussed over beers a number of times but I'm curious on your thoughts.
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With this social learning tool it´s very easy for training creators to build interactive and individualized courses helping users to stay up to date and progress through courses on the go with its mobile feature. Your employees don´t need to switch between different platforms or log in twice. All learning material can be presented in your Jive ecosystem to support you in promoting enrollment and encourage users to collaborate while taking a course using the familiar features of Jive.
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If you’re thinking about creating an online meaningful and effective learning and integrating it into your Jive community,
then it's worth joining us for a short webinar this month about SmarterPath.
Our Jive certified Social Learning Solution SmarterPath is seamlessly integrated into Jive and encourages collaboration
and knowledge sharing on the platform. One of many advantages of SmarterPath is that training creators will be able to leverage
content directly from Jive as well as use other internal and external resources to customize their courses. Employees can complete
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collaborate with peers and instructors using the familiar features of Jive.
During the session you will learn how to
All those elements have the power to increase online learner participation and to save time & money for your organization.
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This month we are kicking off our special “Get ready with SmarterPath” YouTube activity, during which we will explain how to work with our social learning solution.
Our short video tutorials will show different types of users how to create courses and exams, maintain library assets, assign or enroll into courses, complete courses, run reports on participants in SmarterPath.
The goal is to give our users a better understanding of SmarterPath and to ensure they get the most out of this powerful social learning tool. The videos will enable users to quickly and easily boost their knowledge of SmarterPath, and can be watched at any time and as often as they like. Users can also share the videos with their colleagues or training supervisors.
Get ready for our first tutorial in April 25th which will be published on our YouTube-Channel. Please join and follow us!
SmarterPath is a cutting-edge social learning solution that incorporates learning into employees’ daily work routine by binding social and learning aspects together. It approaches learning as an on-going experience applying principles of learning from one another to get work done and brings e-learning processes of any organization to a different level by embedding learning directly into the user experience.
Marketing Manager Pokeshot///SMZ
It was a real pleasure recently to be interviewed by my former boss, Steve Rayson, for an “Expert Interview” on the Totara blog.
And this theme of the “Invisible LMS” has been behind a number of conference presentations I have made recently – most recently for a workshop as part of the Learning & Skills Summer Forum at Olympia.
What do I mean by this “Invisible LMS”? Put simply, it is the idea that we should be taking the learning to the learner and not taking the learner to an LMS interface which he often doesn’t understand! The learner really doesn’t care if there is an LMS! We care though as learning managers as we need to manage a range of processes and track the impact of learning. How to achieve this was the topic of the Olympia workshop.
Of course, you can spend a lot of money customising the user interface of your LMS and I have seen some great examples of this. But there are other ways to improve the user experience other than playing around with the LMS interface – just remember, the user often doesn’t want to have to go there in the first place!
I believe 3 things are key:
The major LMS vendors will have the ability to provide links that take you straight to the content. For elearning courses, this should launch the course without the learner having to find it and register for it. In it’s simplest form, this could even be a simple Excel spreadsheet with a list of courses with their hyperlinks! This technique was used very successfully at one of my previous organisations for the roll out of Sales Training Curricula and completion rates were the highest we had seen! (and the idea for this came not from a learning technology guy, rather the manager responsible for sales training!). Another potential use is of course Social Media. If you have seats free on an upcoming course, why not use Twitter to try and drive more course registrations?
The applications of this technique are many – think about where the learner goes on a regular basis and the times and places they might need access to your content. QR codes are another good way to surface content – imagine an engineer arriving on site to fix a piece of equipment which he hasn’t seen for a while. He opens the faulty item and finds a QR code taking him straight to some video content from the LMS which guides him through the process on his smartphone. Is this learning or performance support? I can tell you that the engineer will not care if it helps him complete his task!Right now you might be thinking “how do I create a QR code”? Here’s the answer!
Think also about the value this could add to printed course materials – it’s great to show a video in the class but wouldn’t it be great if the learner could access that from the handouts as well? Or perhaps have additional verbal explanation on a topic using an mp3 file that the learner can access on their mobile device direct from the printed page
So far, I have focussed on accessing specific content. But there are other things we might want learners to find more easily such as:
Let’s first think about where these learners might be in contact with us:
These are all places where web services can be used to bring personalised information on current enrolment or Certification status together with access to an easy course finder. All without visiting the LMS UI itself. Of course, we enable LMS notifications on all of these too – but how many get really noticed? In my current organisation, we have already enabled a view of the current enrolment status within our Customer Support portal and plan to extend this to more services soon. We also have a course finder app on our main .com website and display the current most popular courses in our Customer Community. All without the user visiting the LMS.
Single sign-on (SSO)
The final barrier to the LMS! The separate user id and password can be a barrier to getting your users into the LMS and single sign-on is the answer to this. Whilst the use of deeplinks is possible without SSO, removing the intermediate step of logging in totally hides the existence of the LMS interface and completes the move to the “Invisible LMS”!
You may find this interview that I did with Stave Rayson interesting in terms of how Jive can fit into my vision of the "Invisible LMS". At the time of this interview, Steve was CEO of Kineo who are a major player in the eLearning world particularly in EMEA and who also own the Moodle based "Totara" LMS.
Andy is always looking outwards at new technologies and their potential application for learning. What I particularly like about Andy is that he cuts through the hype and has a good sense for what will really work inside large corporates. This is what he had to say about current trends.
Despite predictions about its imminent demise the learning management system (LMS) continues to evolve and thrive.
The LMS will continue because it covers all the learning processes we need to manage, particularly in a regulated industry. However, the LMS will become less visible to learners.
The LMS functionality will sit behind the scenes and we will surface the functionality and data at the point of need.
In the old days we had a SCORM compliant LMS (the learning tracking standard developed originally by the US military) and we produced a lot of SCORM based content. These days learning blends have a rich range of content including video and a wide range of resources such as blogs, slides and social networks. You need to be clear what you need to track. There is an increasing body of content we don’t track in the LMS. We use a lot of video based content which we surface on platforms such as Jive where it doesn’t need to be tracked.
I think it is a challenge for learning designers. How do you bring in collaborative elements and how do you adapt the learning. In my view the future is adaptive learning. For us this means producing less scorm based content and creating more learning in an adaptive learning tool.
Adaptive learning tools continually assess the skills and competencies of staff and then adapt learning delivery accordingly. I think this is key as it is about making learning and knowledge fit the individual learner. We are using adaptive technology from Area9 to assess how much the learner knows at any given time, and which adapts the learning accordingly. In my view the future of learning design is adaptive and personalised learning.
Tracking how many people have completed a course can mean very little. What we really want to know is the current competency and skills of our staff.
With our adaptive learning we are continually assessing staff competencies and skills. We use sophisticated assessments, for example we also ask on assessment how confident learners are of the answers they have provided. How sure are you of the answer you have given.
I think xAPI has a huge role to play. The LMS of the future needs a learning record store (LRS) and the ability to integrate data. Learning should be linked to an individual’s competency and skill.
I can see use cases such as for software engineers inserting a Tin Can statement into the executable file of the software they install which will then bring back data from their actual performance such as time taken errors logged etc. Thus using xAPI we may be able to track not simply learning but performance that can be mapped to their learning needs.
On data analysis there has been a lot of talk of big data but in reality it is not about big data but making best use of the data we have. To me it is important to get the data out of the LMS and analyze it in a data warehouse. We can then look at correlations with other data for example learning and sales data, can we see if learning increases sales. By combining data sets in data warehouse we can look for actionable insights to improve our performance.
Absolutely, I don’t want anyone to see the user interface for the LMS unless they absolutely have to. What we need to do in the future is pull content and data from the LMS using an API which allows us to surface it on different platforms at the point of need. For example, content could be launched from a deep link from a QR code on a piece of machinery. It gets accessed at the point of need.
The learner really doesn’t care if there is an LMS. We care as learning managers as we need to manage a range of processes and track the impact of learning. The key though is delivery of learning at the point of need, using APIs and single sign on. Thus we need to be able to surface content and data on other platforms as required.
Reproduced by kind permission of Steve Rayson.
Welcome to the Learning and Development community of practice!
At The specified item was not found. there were several informal meetups of people interested in connecting about learning use cases in their jive communities. We found each other on Twitter and through this pre-conference discussion: Learning & Development Use Case - Let's meet up at JiveWorld 14.
Prior to the conference I was very interested in learning how fellow Jive customers were using Jive as a part of their organization's learning strategy. At Northwestern's Master of Science in Learning and Organizational Change program where I work, we use an internal Jive cloud community for our social learning community and have mostly moved off of the university learning management system. We are always interested in connecting with fellow learning and organizational development professionals to learn how what we are doing in the higher education space can inform corporate learning and vice versa. There is much to learn from each other and more similarities than differences as we discovered when we shared our stories with each other in Las Vegas.
So let's kick off this revitalized group by introducing ourselves and sharing our learning use cases with each other. Here are some prompting questions that might get you inspired to share.
Sharing our use cases will mean that we don't have to wait until the next JiveWorld to talk learning design as it relates to Jive. Maybe next year the learning discussions can be less informal, especially if more learning professionals attend as Andy Wooler mentions in the tweet below. Start thinking about submitting JiveWorld presentation topics so we can highlight more learning use cases like Tracy Maurer of UBM and Nils Heuer of Pokeshot shared in the Jive as a Development Platform session.
FEBRUARY 2015 UPDATE: In preparation for the Learning Group virtual gathering on Feb. 6, 2015, there is now a Google Document that attempts to capture the various use cases that have been shared in this discussion. This document can be edited by anyone so feel free to add to it!
If you can't access the Google Doc, click here to download it as a pdf.
Hi everyone and welcome to the new Learning group on the Jive Community! I run the Education program at Jive and hope this group becomes the catalyst for a Community of Practice focused on learning and development - whether it's with Jive or not.
A couple of weeks ago I attended the ASTD conference in Denver, and came away with the distinct impression that very few people, if any, have truly figured out how to make the new industry trends really work in practice. Lots of war stories, and definitely some lessons learned from those who have pioneered in these areas... but definitely an area where much is yet to be learned.
While virtual/blended learning techniques is one trend that has been adopted by many of us, I see a few other prominent trends in the education industry that are still fairly new:
The exciting part of the conference for me was actually getting the confirmation that the progress we've made at Jive with our social business software and mobile app is spot on for our needs as educators in these emerging areas. Using the built-in capabilities of Jive for example, we can effectively facilitate social learning, and we can also leverage the mobile app to push out mobile learning modules to learners at the place where they live - their smartphones and tablets - and at exactly the point in time when they need it. Here's a brain dump of how I see these two learning methodologies working together using Jive:
I'll try to paint the picture of what I'm envisioning, using an example of "social mobile learning" in action.
Imagine that you're a new sales rep, on your way to a client site where you will be presenting a live demo of Jive for their executive management team. You've been through your corporate sales enablement training and new hire on-boarding, but you can't remember an important feature - how to upload a photo and avatar. Unfortunately you're stuck in a taxi and can't connect with your laptop to look up the tutorial.
Fortunately, you do have an iPhone and an iPad with you, so you pull out your iPhone, open up the Jive Mobile app, and search for "How to upload a photo" (assuming you have a Jive community where your course content is loaded, rather than a traditional LMS).
The first search result that pops up is a quick tutorial with a video that shows you exactly how to upload a photo and set your avatar. You tap into the tutorial, watch the video, and 3 minutes later you're ready for your presentation.
You comment on the document right from your iphone, to thank the instructor for putting the tutorial together, and the instructor replies with "happy to help" - and you've now made a social connection between yourself, the instructor, and anyone else in the future who looks at the tutorial. And since you're a "pay-it-forward" kind of sales rep, you share the tutorial with the 12 other new sales rep who you met during new hire orientation, so they know how to get their questions answered too.
Here's what it looks like from an ipad:
Now if you hosted all of your training content in a social group in your Jive community, then all members of that group would get notified each time you posted new mobile learning tutorials to that group. You could also use the "Share" feature to send reminders to view these tutorials, and that would help continue the learning experience as people are re-engaged on each topic in an ongoing manner.
That's what I mean by "social mobile learning" and the examples I described here could be used by any type of company or department.
Can you see this approach being useful in your organization?
What obstacles would you need to overcome, in order to use social mobile learning?