PUTTING THE “ACTIVE”
INTO INTERACTIVE
ONLINE LEARNING
Dr. Vicki Halsey
VP of Applied Learning
The Ken Blanchard Companies®
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Tips for the
Webinar
Citrix Tech Support (800) 263-6317
Follow along on Twitter: @vickihalsey#TIwebinars
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Dr. Vicki Halsey
Vice President of Applied LearningThe Ken Blanchard Companies
Today’s
Speaker
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Who you think is brilliant…
and who makes YOU feel brilliant!
• Learn new models for
accelerating learning and
unleashing brilliance with
online eLearners
What You Will Do
• Describe the three seismic
70/30 shifts
• Practice all 6 steps of the
ENGAGE design model
What You Will Know
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What business are you in?
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Importance of a Strong Learning Culture
Of 11 factors that positively influence employee engagement, the quality of training and learning opportunities ranks #1.
(ASTD Learning and Employee Engagement Study, 2008)
Strong learning cultures report distinct business advantages, including
measurable success in key areas such as innovation, employee
productivity, and customer satisfaction.(Bersin & Associates, 2011 )
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Poll
What percent of a person’s success at work can be
attributed to learning job specific skills?
A
0-20%
B
21-40%
D
61-80%
C
41-60%
E
81-100%
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Telling vs. Teaching
For ... Employees CustomersThe
Organization
Don’t TELL, Teach!
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Brilliance is…
… NOT a random act
… a trajectory
… a collaborative relationship
… a continuous flow of
connections
… ignited by the passion of
a leader … YOU!
Let’s unleash BRILLIANCE by DESIGN
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The Brilliance Learning System
It’s not how smart they are;
It’s how they are smart!
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The 70/30 Principles
Learners—70% of the talking; 30% of the listening
Teachers—70% how they will teach; 30% what they will teach
Learners—70% of time practicing; 30% being taught
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The one who is doing
the TEACHING, the work,
is doing the learning!
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Building Excellence Survey
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Learner-Centric Mindset
1. Instruction is set up to enable
all participants to learn
2. Learners walk out the door able
to do what they need to do to
be ultimately successful
Focus on THEM, not US
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Getting to “the WHAT”
• Knowing vs. Doing
• What do you want people to learn?
– Models create a visual, a path
– Objectives? Main principles?
• What will people be able to DO
walking out/hanging up?
• Understand the stakeholders—the
needs for the learning and learner
come from multiple sources
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Designing the Journey to Brilliance
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Poll: How did you learn to
do the job YOU do?
a. On the job
b. Figured it out myself
c. Trial and error
d. Colleagues taught me
e. Company used a mindful process of teaching me as much as
possible about best practices, letting me practice, etc..
A B C D E
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The ENGAGE Model
Energize Learners
Navigate Content
Generate Meaning
Apply to Real World
Gauge and Celebrate
Extend Learning to Action
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What ENGAGEs the Virtual Learner?
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energize Learners
Books Impact Maps Online Survey
Games and
Puzzles
Articles PodcastsJourney
LearningPowerful
Questions
Fire them up—Get them primed for Learning!
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PuzzleInstant
involvement—
Subliminal
message
you will
participate!
Directions: While people are
logging on, solve the puzzle to
the right.
• Draw two straight lines
across the diamond so
that each of the four
sections adds up to the
same number.
• How should the lines
be positioned?
• What’s the number?
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Leading PeopleA picture of
the journey-
ready the
brain/body
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What Are Your Challenges?Make it
relevant to
participants
What are the challenges
you confront as a leader?
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Navigate Content
Simple to
ComplexContent in Small
Pieces
Closed Loop
Learning
Experience
then Label
Immediate
Feedback
Safe for
Learners
Learning
Journey
StoriesCase Studies
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Let’s Get Situational!Engage
Kinesthetic
learners..
Color the
picture
Engage
Kinesthetic
learners..
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Let’s Get Situational
How would you describe these skiers as they first take on the goal of learning to ski?
Excited
Optimistic
Self-reliant
Competent
New/unskilled
Beginner
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Let’s Practice DiagnosingMini Case
Studies
What did
you just
hear?
Scenario #1
Lisa is an experienced sales representative who has been with ADP for six months. She is articulate and intelligent and was highly successful in her old position at Microsoft. She seems on track with her profiling and product knowledge.
Unfortunately, she is considering leaving ADP due to her inability to gain access to new customers, resulting in few appointments set and a feeling she is not able to use her talents.
Task Competence LOW/SOME
LOW/VARIABLE
HIGH
HIGH
Development Level
Task Commitment
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Leadership Style AnalysisParticipants
type right
on screen…
Key
Concepts
Leadership Style Barriers to Use Benefits of Using
Directingmain goal of style
Coachingmain goal of style
Supportingmain goal of style
Delegatingmain goal of style
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Navigate Content
What’s this got to do with it?
Myelin sheath
of healthy nerve
Axon
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Navigate Content
It is not how smart people are,
it is HOWare they smart!
Teach for the Brain and
Multiple Intelligences
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Generate Meaning
Check-in Often:
Ask for insight into
benefits,
application and
relevance often.
Application:
How does this
apply to or help
with their real
world job?
Relevance:
Do I connect with
this content? What
does it mean?
Benefits:
How does this
benefit me?
What current belief
or behavior needs
to change?
What’s it all mean???? To ME!
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The Value Chain of Brilliance Learning
What will move the needle?
What percentage of your people are Peak Performers?
Value of 70%?
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Why does your organization need
people’s brilliance?
Where do you really want
to make a difference
through learning?
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Business advantages of a strong learning culture:
96% reported high employee
productivity
94% reported high customer
satisfaction
74% report strong ability to keep
costs competitive
89% reported market leadership for
at least one product or service.*
*A new Bersin & Associates study, High-Impact Learning Culture: The 40 Best Practices for an Empowered Enterprise
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Who Will Volunteer?
Time Management
Leadership Skills
Communication Skills
Life Balance
Where could coaching benefit you?
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Apply To Real World
Skills PracticeShare Comments
and Thoughts
Design Your Own
Model
Demonstrate
Learning
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SLII®, You, and Who?How you
will use the
information
I have
shared with
you?
Whom do you need to influence? Who are the seven to ten people (key
partners, direct reports, boss, etc.) who you absolutely rely on to achieve
your priorities and/or objectives?
How do I maximize the performance of each key partner, direct report, and others using Situational Leadership® II?
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Let’s Practice Diagnosing, Part 1Relevance
Application
to Self/Real
Work
In your workbook on Page 1–10, please write where you are—
at D1, D2, D3, or D4?
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Situational Leadership®
II
Let’s talk about you!
On page 2–9, check the leader behaviors you need to succeed
What did you need when you were at
Application
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S1—What Did You Need at this Stage?
A. Hands-on training
B. To be asked for your input
C. Clear goals
D. To have someone problem solve with you
E. Standards for a good job
F. More information about the problem
G. Opportunities to practice
H. To be asked your thoughts
I. Concrete examples
J. Action Plans
K. Timelines and priorities
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Leadership StyleGroup Gives
Feedback
I’m hearing a …
S3
S4
S2
S1
“I’ll decide.”
“Let’s talk,
I’ll decide.”
“Let’s talk,
you
decide.”
“You decide.”The style you are
hearing-do you hear
direction or support or
both or neither ☺
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Highly-Paid Experts Activity
Take two minutes and write
down a current situation that
you would like to run by the
group for input.
Instant
Advice and
Collaboration
Raise your hand to share
your situation when you
are done writing.
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Highly-Paid Experts Activity
1. Debrief Case No. 1
What I’d do is…
2. Debrief Case No. 2
What I’d do is…
3. Debrief Case No. 3
What I’d do is…
Boost
Morale by
Having
People
Share Best
Practices
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Gauge and Celebrate
Testing
KnowledgeTeach
Others
Celebrate
Learnings
Games
& More
Share Key
Learnings
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Leadership Best Practices—Mini
Assessment
Assessment/qu
iz-type on
screen—Great
for enrolling
and seeing
where their
current level of
knowledge is
On the PPT
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Who wants to Be a Bizillionaire?
• Respond by using the polling feature.
• The answer with more than 60% of the votes is
considered final.
• And now, let’s play!
Assessment
Quiz
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Who Wants to Be a Bizillionaire?
If you want to measure someone’s initiative, motivation,
and persistence, you would be measuring his or her
Assessment
Quiz
Competence
Tolerance of telemarketing
Commitment
Independence
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Surveys on
Application
Success
Stories
Learning News,
Email Campaigns
Lunch and
LearnsMentors
Learner
Community
Extend Learning to Action
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Brilliance in Live Virtual Classrooms
Traditional Classroom
• You can see and hear the students
• You ask a question and one person answers
• You can talk for several minutes while keeping
students’ attention
• If students lose interest, you can see it
happening and get them back
• You use body language, facial
expression, and your voice to
communicate
Virtual Classroom
• You must picture your audience
• You ask a question and everyone answers
• You need interaction every 2 to 3 minutes to
hold student’s attention
• You can’t see when people lose interest and
start emailing or web surfing, or walk away.
• You must use:
– An active listening voice
– Inflection to convey intentions/feelings
– Skill to anticipate ideas
– Clarity in asking questions
– Summary thoughts
Differences in Learning Methods
© 2015 The Ken Blanchard Companies. All rights reserved. Do not duplicate.
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Learn how much you learned!
• In ENGAGE model..the first E is _______
• More interactivity as you Navigate content helps
you m____ the axon and cement learning.
• Generate meaning transfers knowledge into
_______ -term memory.
• Creating an actual experience where people do
real work enables them to A_____ their learning
• You are deepening your neural connection to
today’s learning as you G________
• Extending the learning doubles retention. (T/F)
© 2015 The Ken Blanchard Companies. All rights reserved. Do not duplicate.
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Dr. Vicki Halsey
Vice President of Applied LearningThe Ken Blanchard Companies
Questions?
© 2015 The Ken Blanchard Companies. All rights reserved. Do not duplicate.
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March 30 – How to Improve Your Learner Experience with Docebo’s
Social and Mobile Learning Features
April 4 - Influencing for Change in a Divided World
April 5 - Using Gamification To Maximize Learner Engagement
April 7 - Communicating Virtually for Productivity and Engagement
April 26 - Igniting Sales: Surprising New Insights About How Top -
Performing Companies Build Strong Sales
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On behalf of Training Industry thanks to:
Today’s Speaker: Dr. Vicki Halsey
Today’s Sponsor: Cornerstone OnDemand
Questions or Comments?
Please contact Lea Johnson:
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