Designing Digital Learning Ecosystems with 70:20:10 Learning Model
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This document discusses designing digital learning ecosystems using the 70:20:10 learning model. It advocates for an ecosystem approach that focuses on the learner, provides pathways for learning through both formal courses and informal learning from others, and ensures access to knowledge supports. Key elements include social and collaborative learning, opportunities for practice and feedback, and using design thinking principles in the development process. Digital tools can help enable various aspects of the ecosystem approach.
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Designing Digital Learning Ecosystems with 70:20:10 Learning Model
- 1. Designing Digital Learning Ecosystems with 70 : 20 : 10 Learning Model Robin Petterd
- 3. Past Now Compliance and sharing the knowledge and practice of an organisation Developing people and the organisation for the future
- 4. 70:20:10Learning from experience Learning from others, especially from your direct manager Learning from courses
- 5. 70:20:10 Sharing new knowledge Bring in new practices
- 6. Manager as learning leader Employee as self directed learner L&D as ecosystem designer
- 7. An ecosystem is an interactive system of components that work together
- 8. A ecosystem mindset is the perfect way to build a 70:20:10 learning model.
- 9. It’s the natural way to learn. Jay Cross
- 10. Your employees are using a learning ecosystem even if it’s not designed by you
- 11. People Processes Infrastructure Skills | Knowledge | Attitudes Past
- 12. Ecosystems are a powerful way to develop the capacity of an organisation
- 13. Budget $ L&D Capability Technology Audience User Experience Design Solutions, Skills Knowledge Capability Performance Strategy Business Outcomes $ + Enablers Solution Business A L I G N M E N T 13 Learning ecosystem stack
- 14. 3 keys to achieving this Different thinking process e.g. Design thinking Different learning models Different approaches to learning technologies e.g open technologies
- 16. Learner Centred Often we focus on what the organisation needs and forget that for it to achieve those outcomes, you employees need to change. Self directed learners: putting your employees in control Digital tools: Integrated LMS and performance management systems, 70-20 Principle: Everyone should be seen to be always learning. All modern work involves learning.
- 17. Pathways Employees and managers need to be guided Examples: Courses as ‘organisers’, Manager and coach guides for programs or learning areas. Digital : Adaptive learning systems, Coaching prompts are sent from learning technologies, wikis, online competency management systems Principle: The manager's role in learning programs should be purposefully designed.
- 18. An employee's manager is the key enabler to their learning Feedback, Coaching, Mentoring Digital tools: Coach.em, Betterwork, Good online performance management system Principle: Everyone needs to be given feedback on their performance. Principle: Managers need to be supported to implement learning while working.
- 19. Learning from each other Communities of practice, Group learning, Learning logs Digital tools: Slack, Podio, jostle.me Blogs, Virtual Class rooms Principle: Work and learning should be social. Principle: Employees need to work with peers and their manager to reflect and articulate what they are learning and how change is happening.
- 20. Learning from each other • Structured discussions • Online jams • Workshops run by peers • Lessons learnt sessions • Retrospectives • Continuous improvement • Issue management
- 21. Knowledge supports Training is too often just information provision Examples: Content Curation approaches, Question and answers, Best practice examples, Performance support approach Digital tools: Learning portals, Wikis, Degreed, RSS readers, SupportPoint Principle: Learners should be able to quickly and easily access the information they need.
- 22. Places and spaces to practice Formal courses that are performance focussed can provide an opportunity for employees to practice and fail safely. This is what great digital learning can achieve. Approaches: Branching scenarios, worked examples, low tech and high tech simulations Principle: Employees need to be allowed to practice and fail safely, learn and try again.
- 23. Design thinking is a process for creative problem solving. ... “Design thinking is a human-centered approach to innovation that draws from the designer's toolkit to integrate the needs of people, the possibilities of technology, and the requirements for business success.” Tim Brown. IDEO
- 24. Process
- 25. Traditional learning and design approaches Design thinking Learner is seen as a stakeholder Learner centred – the learner pathway is put at the centre Process is premised on developing a course or other intervention Process does not define an outcome Good at solving well-defined problems Solves ill-defined problems Imports approaches from other organisations Builds new approaches that solve problems in new ways Cycles, e.g. beta, pilot, implementation Iterative, with the bias towards action and prototyping Focus on approving and reviewing content Collaborative, solutions are co-designed Event and content driven Process driven A single solution is piloted Experimentation, testing and data define the best solution
- 26. 26 Personal dashboards Personal learning environment Read | Share | Reflect Compliance focused - leave it that way xAPI xAPI xAPI xAPI Example technology layer
- 27. Dr Robin Petterd M: +61 419 101 928 E: robin@sproutlabs.com.au Webinar Wednesday 20 September, 12.30pm – 1.30pm http://www.sproutlabs.com.au/learnx