Toronto Training and HR is a specialist training and human resources consultancy. This document provides an overview of various topics related to learning and development during the second half of 2014, including personality types, user design, gamification, project management, listening, cultural intelligence, generational differences, unlocking curiosity, considerations and rationale for mobile learning, effectiveness of mobile learning, mental models for mobile learning, keys for user adoption of mobile learning, successful virtual learning initiatives, micro learning, experiential learning styles, building an active learning culture, using pull learning to increase agility, making e-learning effective, forms of informal learning, and case studies. The document concludes with a summary and questions.

1. Learning & development during the
second half of 2014
by Toronto Training and HR
June 2014

2. CONTENTS
3-4 Introduction
5-6 Personality types
7-8 User design
9-10 Gamification
11-12 Project management
13-14 Listening
15-16 Cultural intelligence
17-18 Generational differences
19-20 Ways to unlock curiosity
21-24 Considerations for mobile learning
25-26 Rationale for mobile learning
27-28 Effectiveness of mobile learning
29-30 Mental models for mobile learning
31-32 Keys for user adoption of mobile learning
33-34 Successful virtual learning initiatives
35-36 Micro learning
37-38 Experiential learning styles
39-40 Build an active learning culture
41-42 Use pull learning to increase agility
43-44 Make e-learning effective
45-46 Forms of informal learning
47-48 Case studies
49-50 Conclusion, summary and questions
Page 2

3. Page 3
Introduction

4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers

5. Page 5
Personality types

6. Personality
types
• Preferences
• Broad interest patterns
Page 6

7. Page 7
User design

8. User design • Definition
• When is it appropriate?
Page 8

9. Page 9
Gamification

10. Gamification
THREE PSYCHOLOGICAL
NEEDS
• Related
• Autonomous
• Competent
Page 10

11. Page 11
Project management

12. Project
management
• Start
• Plan
• Administer
• Develop
• Engage
• Stop
Page 12

13. Page 13
Listening

14. Listening • Attributes of active
listening
• Ways of improving one’s
listening skills
Page 14

15. Page 15
Cultural intelligence

16. Cultural
intelligence
• Definition
• Cognitive cultural intelligence
• Metacognitive ability
Page 16

17. Page 17
Generational differences

18. Generational
differences
• Behavioural difference
• Demographic difference
• Sources of conflict between
people in their 20s and
people in their 50s
Page 18

19. Page 19
Ways to unlock curiosity

20. Ways to
unlock
curiosity
• Relinquish control
• Jettison judgement
• Expect surprises from
every party
• Gag the ‘fix it’ reflex
• Embrace ignorance
• Woo the cue
Page 20

21. Page 21
Considerations for mobile
learning

22. Considerations
for mobile
learning 1 of 3
• Is this individual a good
candidate for mobile
learning?
• Have you established
your objective?
• Remember that mobile
learning is not e-learning
on a mobile device
• Mobile learning is not
always the right choice
• Build in time for testing
Page 22

23. Considerations
for mobile
learning 2 of 3
• Don’t arbitrarily add bells
and whistles
• Is the information
credible, reliable and in
the right format for
accessibility?
• Is this a web or native
solution?
• Do your research
• Can your pilot be
measured and evaluated?
Page 23

24. Considerations
for mobile
learning 3 of 3
USER INTERFACE DESIGN
• Feedback
• Tasks relevance and
consistency
• Exploration and guidance
• Uniformity
• Efficiency of use
• Minimalist design
• Initial value
• Test on real devices
Page 24

25. Page 25
Rationale for mobile
learning

26. Rationale for
mobile
learning
• Disintermediation defence
• Distribution channel
• Financial rationale
• Effectiveness play
Page 26

27. Page 27
Effectiveness of mobile
learning

28. Effectiveness
of mobile
learning
• Availability
• Scope
• In situ learning
• Learner control
Page 28

29. Page 29
Mental models for mobile
learning

30. Mental
models for
mobile
learning
• Trainer control model
• Building for the ages
model
• University model
Page 30

31. Page 31
Keys for user adoption of
mobile learning

32. Keys for user
adoption of
mobile
learning
• Communication
• Design
• Engagement
• How do employees learn?
Page 32

33. Page 33
Successful virtual learning
initiatives

34. Successful
virtual
learning
initiatives
• Definition
• Setting the stage for success
• Prepare people
Page 34

35. Page 35
Micro learning

36. Micro
learning
• Definition
• Relevant analogies
• Work management tools
• Common issues with micro
learning in a learning &
development strategy
Page 36

37. Page 37
Experiential learning
styles

38. Experiential
learning
styles
• Divergent learning style
• Accommodative learning
style
• Assimilative learning style
• Convergent learning style
Page 38

39. Page 39
Build an active learning
culture

40. Build an
active
learning
culture
• Set up learning
environments and systems
that are personally
motivating
• Look for systems that
have push and pull
• Reward and recognize
people for building the
organization’s learning
culture
Page 40

41. Page 41
Use pull learning to
increase agility

42. Use pull
learning to
increase agility
• Video channels
• Intelligent
recommendations
• Mobile learning
• Learning demand
planning
Page 42

43. Page 43
Make e-learning effective

44. Make
e-learning
effective
• Multimedia
• Interactive
• Keeping things brief
• Tell a story
• Give a reward
Page 44

45. Page 45
Forms of informal learning

46. Forms of
informal
learning
• On-demand
• Social
• Embedded
Page 46

47. Page 47
Case studies

48. Case studies
Page 48

49. Page 49
Conclusion, summary and
questions

50. Page 50
Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions