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Clark Quinn’s Learnings about Learning

Myths, publishers, and confusion

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Myths book coverOn twitter the other day, I was asked how I could on one hand rail against myths, and on the other work with orgs who either sell or promote DiSC and MBTI. The problem, it appears, was a perception that I’m deeply involved with orgs that perpetuate the problem. I thought I’d try to clarify all this, and make sense of myths, publishers and confusion.

The dialog started as a reaction to an article I pointed to on twitter. This article made what I thought was a pretty good case against tools like MBTI and DiSC. And that matters. The arguments raised in the article were legitimate, and even didn’t go far enough. For instance, MBTI is based on Jungian archetypes, which Jung just made up!   So, one question raised is why ask practitioners to change, why aren’t we challenging the businesses?

For one response, I don’t call out the practitioners. I sympathize!   In the myths book, I deliberately addressed the appeal before pointing out it’s wrong (and, importantly, point to better alternatives). Instead, I rail against the tools. That, to me, is where the problem lies, and implicitly indicts the vendors. Now, the org that now owns DiSC was my first publisher. However, they bought it after I was locked into a contract with them. And when I heard, I complained about the choice to them. But they didn’t consult me on it ;).   And yes, they published my first 3.5 books. I dissociated from them on other reasons, but I’m no longer engaged.

Was there any relationship between DiSC and what I wrote? I was able to complain about learning styles in my fourth book with them. It’s a huge company, with many different divisions. There’s no provision to not say things that are contrary to their business interests. They publish and sell what they can sell. They can publish what’s right, and sell stuff that’s not. That’s their confusion, I reckon, not mine.

I’m now publishing with another org, who had, in the past, had learning styles in their competency model. When I found out, I asked and was told it was not in the latest version of the model. They also do make money selling exhibit space to folks with these tools. Note that the folks I work with may not agree, but also have to work in their part of the org and have little contact with the other entity (that makes much money). Yet, to their credit, they asked me to write the myths book. In fact, after I gave a myths talk to launch the the book, an anonymous audience member complained that they shouldn’t have speakers that disparage vendor products. And, they’ve continued to have me write and speak. Again, I suggest that’s their issue, not mine. I’m not responsible for that relationship between myths, publishers, and confusion.

And, yes, there are voices that cry out  for the tools. For instance a TD article claimed that such tools are popular. (Under the guise of saying they’re effective.) Which is problematic. Asking folks for their assessments of tools they’ve invested in introduces a clear source of bias. We know that people’s judgments of effectiveness may not match reality. So it’s a problem. But not one I’m in a position to change (though I quietly try).   It does muddy the water. Which, to me, speaks even more to talk about how to review science and what science already says.

I try to be a consistent voice for science in our practice. My publisher gave me a forum to speak that to an audience that needs to hear the message. There are others who echo that voice (see Mythbusters here). I’d welcome having the opportunity to address those who are making the decisions to buy these tools. I don’t have reliable access (I welcome any assistance ;). Instead, now they can give the book to those leaders to bolster the resistance.

So, are my publisher activities part of the business end, or the education end? Do you really concern yourselves with my previous relationship or current publisher? I note that it’s pretty much a hands-off relationship: “if you propose a valuable offering, we’ll publish it.”

I‘m saying “here‘s what Quinnovation has to say” and the orgs are endorsing it. Not the other way around. Is that accurate? Do you see that as a conflict? I’m perfectly willing to be wrong, and if so I welcome ideas how to be more clear about what and how it’s wrong.

I think I’m fighting a good fight, for the right reasons, and pretty much in the right way. But it’s not my perspective that matters. So I ask you, am I off the mark here? Am I helping or hurting the issues in myths, publishers, and confusion?

Talking meaningful learning

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So, I’ve previously mentioned the Learning & Development conference I’ll be participating in that starts late this month. And, their main sessions are not webinars, but basically mini-courses (with lots of variation). But they’ll also be having live sessions. Given that I’ve ‘asked and answered’ the question about where things go wrong, it’s time for me to get real. So I’ll be talking meaningful learning. Let me talk about each more.

First, of course, meaningful learning is about getting the learning science right. I’ve argued (and continue to do so) that we’ve got to fix the core of our learning designs before we worry about fancy new hardware like AR and VR. If the core’s wrong, we’re just gilding bad design (and gilded bad design is still bad design). If we don’t focus on the right objectives, manage attention, set challenge appropriately, provide the right models and examples, and most of all have the  right practice, we’re wasting our time. As I’ve also said, once we’ve got that right, we’ve got lots of ways to implement it.

So, the asynchronous course I’ll be offering are the basics of learning science. Our information processing cycle, and the artifacts of our cognitive architecture. We’ll talk those things above, and have fun doing it!   You’ll get to experience several of the phenomena we’re talking about. And process the takehome messages.

For the live session (at two different times, we’re spanning the globe!), yes, I’ll talking meaningful learning. It  is still based upon the contents of Engaging Learning (and previous posts), but a) pulled out of games into specifications for regular learning, b) expanded with all I’ve learned since then (and I’ve been continuing to explore what’s known and what that implies), and of course c) it’s, well, live!

If, by the way, you are thinking about attending the conference, but have some struggles with cost, get in touch with me. I may have a way to help out ;).   I hope to see you there, whether you want to be talking meaningful learning, or for any of the other myriad reasons.

Making learning meaningful?

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So, last week, I asked the musical question: where are we going most wrong? I followed that up asking what most would help.   I also suggested   that I had my own answers.   So I have answers for each. My answer for the first part, where we’re going wrong, is somewhat complex. But for the second, I’m  thinking that the biggest opportunity is making learning meaningful. My thoughts…

So, where we go most wrong is, to me, tied together. I think it’s mostly that we’re starting on the wrong foot. We’re not ensuring that we’re addressing the real problem. We take orders for courses, and then take what the experts tell us needs to be in. This gives us the wrong objective, the wrong content, and the wrong practice!

I’ve suggested that measurement might be the best solution for this. If we measured our impact (not our efficiency), that drives us to focus on things were we can make a difference.   Time for a shout out to Will Thalheimer and LTEM (or whatever it becomes). Or use appropriate techniques instead of throwing a course at everything.

If we had the right objective, there’s still the challenge of making sure we’re talking about ‘do’, not  know.  However, I think it’s less likely.

Most importantly, I think there’s good support for evidence-based learning design. Whether it’s Michael Allen, Julie Dirksen, Cathy Moore, Patty Shank, Mirjam Neelen, or someone else, there’s good guidance for design. Basically, how to create practice that aligns with outcomes, resource with models and examples, etc.

One area, however, I think we reliably get wrong  and there’s not as much guidance for, is making learning meaningful. Not only is Keller the only ID theorist talking about the emotional side, there’s not much other systematic guidance. Rance Green’s new book on instructional story design gives a good stab, but I think there’s more. And while Nick Shackleton-Jones book has some good ideas, his model also has a fundamental flaw.

And I  have addressed this. My book  Engaging Learning was about designing games for learning, but the alignment at the core is applicable to making learning personally relevant. And, of course, my thinking’s continued. I’ve been digging in deeper into the emotional side.

So, my thinking is that this might be an area to really unpack and get concrete about. It’s been part of my approach to LXD, but I’m wondering about not trying to cover all the learning science, and focus on the unique elements of engagement. I’m signed up to speak on it at the Learning and Development Conference, but the question is whether I start doing more. Should I focus on making learning meaningful? And I really, really welcome your thoughts on this!

 

Where are we going most wrong…

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…and what’s most important to fix?   I was a co-conspirator on the Serious eLearning Manifesto, and we identified 8 values that separated typical elearning from serious elearning. However, I suspect that not all are as important, nor hard to fix. And, thinking about what my unique contribution could and should be, I wondered where best to target my efforts to avoid going most wrong. I have some thoughts, but…

First, I’d like to ask you two questions:

  1. What are the best inflection points to improve learning?
  2. Which would you most want to have help in addressing?

Note that they might be two completely different things.

Now, it could be a number of things.   Any one of the eight could be problematic. And it might be another that’s where you most would like help.

Is it getting the right objectives in the first place? We might fail to do the proper performance consulting. Thus, we’d be developing learning solutions that aren’t going to meet the need.

Another possibility is that we’re not providing the right support. We’re not providing useful models and examples instead of a content dump with what’s to hand.

We might not be helping learners understand why they should care. Are we missing out on developing motivation? Making it meaningful?

Another problem might be giving them abstract concepts instead of concrete practice. Are we asking them to do things in situations they recognize?

Also, we could be asking for them to recite knowledge back to us instead of applying it. Are we asking them to make decisions like we need them to make after the learning experience?

And we might be giving them simple feedback like “right” and “wrong” instead of providing them first with the consequences of their actions. And, we could be ensuring that the alternatives represent some real ways people go wrong, and providing feedback that addresses those specific misconceptions.

There’s also the possibility (probability?) that we’re not spacing out the learning. We could still be using the ‘event’ model, not reactivating the knowledge as appropriate.

And, of course, we might not be individualizing the challenges. We could be adapting to demonstrated learner capability. Are we?

Not only might one or more of these be the biggest contributor to a lack of learning impact, but some might be more challenging than others to address. And, of course, which ones should I be focusing on? I do address all in a variety of ways (c.f. the learning science 101 session I’ll be doing for the Learning Development Conference), but I’m thinking of focusing in.

And I have an idea where we may be going  most wrong. But first, I’d like to hear your ideas. I’ll weigh in next week. And, of course, I could be wrong. So let me know!

 

NOT Learning Engineering

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wrenchI recently wrote about two different interpretations of the term ‘learning engineering’. So when I saw another article on the topic, I was keen to read it. Except, after reading it, I thought what it was talking about was  not learning engineering, or, at least, not all of it. So what do I mean?

I think this article goes wrong right from the title:  Learning Engineering Is Learning About Learning. We Need That Now More Than Ever. And I’m a  big fan of learning about learning!   Though, typically, learning about learning (or as I like to call it, meta-learning) is for learners to learn about learning to be more effective. But I certainly believe instructors/instructional designers need to learn about learning. But is that what learning engineering is?

The article actually makes a great point: most instructors don’t, and should, be reviewing their teaching and improving systematically. Absolutely!   That’s an important point. It’s part of prototyping, development, and testing. It’s part of learning engineering, for that matter, in  either interpretation. However, two flaws. One, it’s not  all of learning engineering, and it’s not just ‘learning’ about learning, it’s about  doing. As in, learning about it and then applying that learning.

The article goes further, citing the importance of using models and data. Interestingly, the claim is that using the data isn’t the hard part, but using models is. And, again, I’m a big fan of models  and  evidence. And I talked much about how we need to provide models for learners as well as use models to guide our design. That is, experimentation is driven by theory and theory fills in gaps. So I’m all for it.

It’s just that this article claims that systematically reviewing what you’re doing and improving is the sum total of learning engineering. Learning engineering  is applying learning science to the design of learning experiences, but it’s the design as well as the review. It is iterative, but it’s broader than just the course too. It’s about the technology, infrastructure, culture, and more. In either interpretation of learning engineering, it’s more than just being a reflective practitioner.

So, while I agree with the sentiment  and specifics of the paper, I don’t agree with their construal of the term. Reviewing and refining is great, but it’s not learning engineering, or at least not all of it. I think we’re not yet done with the term, but I hope we can be clearer about what’s at stake. And, yes, I’m a bit pedantic on it, but there’re reasons for clarity. We do need more professionalism, but that’s easier when we’re conceptually clear.

Will we still need L&D?

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In a document shared with me recently, there was this statement: “The assumption that there will always be a managed learning function”. I find that interesting to contemplate. If we ever get better about developing self-learning skills in school or university (ideally the former), could we eliminate the need for organizational courses?   E.g. will we still need L&D?

The notion is that once folks are better at self-learning, the reason for organized courses could fade. If schools start developing learn-to-learn skills, wouldn’t everyone be able to take responsibility for their own learning? Alternatively, could the role of L&D ramp down?

David Geary has been identified as a proponent of a distinction between evolutionarily different levels of learning. The idea as I comprehend it is that we’ve evolved to learn certain types of things. The flip side is those don’t include man-made constructs like mathematics, economics, and such. Thus, our learning to learn first has to develop abilities in these new domains. But that could happen.

And then there’s the notion of bootstrapping in a new domain. We start as novices in new domains, and those may be some organizational proprietary material. The domain’s likely built upon some predecessor concepts that may be familiar, but can a motivated and self-effective learner get this in a reasonable amount of time, or will they benefit from a learning experience?

If, of course, we extend L&D to support informal learning (and I suggest we should), there’s another opportunity. Until schools also develop effective communication and collaboration skills, L&D would be useful. There’s the further issue of creating a learning culture, too, where people share and cooperate. The predisposition could and should again be developed in schools, but until then…

And one final opportunity is facilitating communities of practice to become responsible for development paths, resource curation and creation, and documenting and developing ongoing domain expertise. There’s the facilitation role here for L&D until that time, but it could become part and parcel of community practice.

So, conceivably, there’s a future without L&D. That is, individuals, teams, and communities are effective self-learners. That day, I fear, is a long way off. Moving in that direction isn’t a bad move for L&D, because worries about performing oneself out of existence are premature. Schools haven’t been effective in uptake of learning science, and pressures have reduced the curricula to a limited (and misguided) core. Until then, asking “will we still need L&D” is a far-fetched question.

So I think the demise of L&D is up to L&D. What I mean is that L&D can be just about (ineffective) courses, or it can move into a more valuable position to the organization. And, if we’re clever, we’ll have found our own continuing value proposition to the org before the demise of our existing role.

Ultimately, I believe that a unit in the organization responsible for maintaining alignment with how we think, work, and learn will always have a role. We just have to put ourselves in that position. Viva la revolution!

 

Points of inflection

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In a conversation the other day, I was asked about what’s needed, and what’s missing, in making the L&D revolution come to life.   I’ve previously opined about the changes I think are necessary, but I realized that for folks making the change, there are hurdles. It occurred to me that there are some points of inflection that could make a difference.

As I had previously suggested, it’s idiosyncratic. I haven’t seen a systematic move towards a more enlightened L&D. You see one inspired individual either hired in, or promoted to have the opportunity. And it can be in any industry, anywhere. It’s one person who gets  it. Sadly; as I fervently believe that we should be moving beyond ‘the course’ with some alacrity.

And, I do still believe that there are two necessary and linked steps. The first is for the L&D unit to practice what it preaches. It has to be optimal in operation and continually innovating. And evidence suggests that it’s not doing the former nor the latter. The other is to start measuring impact, not efficiency. Measurement should make clear that the approach isn’t effective, and drive the move.

But it occurs to me that the inspiration isn’t enough. For that inspired individual to succeed, they need support. That, of course, was what the book was about, but that’s not enough. Why? Because it’s complex, and it’s a lot to process  and  manage. Back to my old mantra: “the human brain is arguably the most complex thing in the known universe”!   If that’s the case, thinking that simplistic steps will yield sustained change are potentially naive.

There are several points of inflection. Getting started with a strategic plan is one (how to move from here to there). Another is getting the buy-in of your team (“You want us to do what?”). Working successfully with your first biz partner. Getting buy-in (or forgiveness) from above.

When I look at learning design, innovation facilitation, and culture change I see a complex picture.  And, I think it changes for each organization depending on their context in so many factors. So I’m inclined to worry that balancing all that and sequencing the right next steps while managing ‘up’ about the intent and process, while also transitioning to working out loud…you get the picture. Aligning with how we think, work, and learn is a process with many factors.

That’s why, I admit, I had hoped that folks who bought into the book’s story would also buy into getting some support. I’ve done some, but not as much as I expected. Idiosyncratically. Ok, so I didn’t set up some big think tank with high-powered marketing and a big sales pitch. That’s not my style (I undersell myself; it’s how I was raised ;). And, I do of course note that the rallying cry may still be ahead of its time.

Look, the revolution is still needed, and don’t assume it’s simple. If you’ve bought in, get help, wherever/however. I did point to some resources for moving to remote working, I reckon they’re also helpful here. And, of course, I’m still available to help as I’ve worked with others, whether providing workshops to help your team get on board, coaching you individually, or helping to do an environmental scan and strategic planning. But I hope you are moving in this direction regardless, and just be mindful of the points of inflection.

A mlearning course?

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As I mentioned in my last post, yes, I’ll be running a course on mobile learning (starts next week! 😱). And I can understand if you’re thinking “a mlearning course?”   So I thought I’d lay out the thinking a bit, and see if I can help you see why I’m doing this.

So, I don’t usually do things just for money. I’ve turned down things I thought were inappropriate in the past. (Which is amongst the reasons I’m not rich! ;) I try to do things that I think are needed.

And that’s part of the reason I’m doing it the way I am: the folks I’m doing it with. Michael Allen’s established a reputation for quality in learning, advocating for good design in print and talks, and living it in his work. We’ve had a good relationship, endorsing each other’s books ;), but working with him on the Serious eLearning Manifesto reinforced that not is he smart and committed, but just a great guy. So doing the course with the Allen Academy ensured that I could trust the integrity of what we’d do.

So isn’t mobile learning already in place? You’d think so, since my book on the topic came out nine years ago, and is already out of print! (And it was a good book  and  since I based it on the cognitive principles, it’s still relevant. It’s also now available again (at a much improved price).   However, I was recently asked to give a mobile talk by the local chapter. When I opined that mobile is old, the organizer let me know “it may be old for you, but not for everybody!”   So there’s still a need!

And, of course, the content is relevant. I derive the course form cognitive principles, so even if the tech changes (and it has) the foundations are transferrable. Whether you’re talking about tablets, phones, or watches, the implications are apt.

So what  will it cover? Here’re the topics of the six weeks:

  1. Introduction. Defining mobile, and some overarching concepts that will guide the rest: the 4Cs, and four major categories of use.
  2. Formal learning. The first of the four categories, and it’s  not about courses on a phone. We’ll look at augmenting  formal learning.
  3. Performance support. We’re looking at why it’s mobile’s natural niche, and what makes it work.
  4. Social/informal. Here we’re looking at going beyond optimizing performance and moving to continual learning and innovation. And mobile’s role.
  5. Contextual. This is mobile’s real opportunity, not just bringing things to wherever/whenever, but doing things  because of when and where we are. And more.
  6. Strategy. This is the wrap up, where we talk about what it takes to make this all work in the organization.

I’ve designed in discussions, and group assignments, so while it’s grounded in the book, it’s both updated and more interactive. I should be careful to mention that it’s not about development, using authoring tools, or more. It’s about  thinking different, which mobile requires. The mindset is performance ecosystem, and not surprisingly therefore coupled to the thinking behind the L&D revolution I continue to advocate for.

I’m not dunning for students, since we’ve already got a good number of registrations, but instead I just wanted to expose the thinking behind the choices (showing my work). That is, show you why a mlearning course. Still, I’d welcome seeing you there if you’re interested in getting your mind around some transferrable principles that enable mobile, and more!   Other than that, stay safe and take care.

Adapting to change

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We live in interesting times. And, of course, that means many things have changed. Some for the worse, some for the better. I thought I’d just overview some of ways I’m adapting to change, so you can keep track and take advantage.

I was scheduled to do a number of things. One that wasn’t on the list was a trip to Brazil in May, also to give a talk (at least). And, of course, Boston, Brazil,  and Belgium have all been postponed. Understandably. And, sadly, my Quinnsights column had to cease. That might seem, then, to take away all opportunities for me to educate, but in the meantime, in addition to my ongoing Litmos blog (at least for now!), other things have surfaced.

For one, I’ll be doing a course for the Allen Academy.   I’ll be talking about mobile learning, a topic I’ve had  some experience with ;). It starts soon, 6 May. I’ll be clear: it’s about ‘thinking’ mobile, which means getting your mind around much much more than ‘courses on a phone’. And it’s about design and strategy, not development. No bit spinning. After all, I’ve quipped about the importance of getting the design right.

Another is the upcoming L&D conference. I’ll be talking “Learning Science 101”, which I think is much needed and also doable. This is a new online event conjured up by some colleagues to meet a need. And, I’m happy to say, there’s a lot to like: thinking really hard about how to take advantage of online for conference-style learning, a great lineup of speakers. This starts June 22, and last 6 weeks, so already you can see it’s different.

Two other non-event things to note. My first two books,  Engaging Learning  and  Designing mLearning, were out of print. Fortunately, when that happens, publishing contracts say the rights can revert to the author if they request it. And…they did!   I’ve taken them with minimal modification (had to remove one case study from the latter; some minor tweaks), and made them available through Kindle. At a greatly reduced price!

And, of course, I’m still working in a variety of ways. Including being available to help you with moving courses or working online. And scheming up more things. I’m tentatively scheduled for another tome, and one was already underway. Somewhat under wraps still, but…

So those are the things I’m doing adapting to change. Not to worry, there’ll be more, in this volatile age. I’m trying to practice what I preach about experimentation, so there’ll likely be other new things percolating. Stay tuned!

Taking courses online

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So I was talking to my brother the other day. He is a community college instructor (and, now, department chair). He was telling me about taking his class online (like so many others). I of course offered some suggestions, and he opined that I could (and should) be helping others too. Which, of course, I agree with, because that’s what I do. So, here, is a brief summary of my experience taking courses online. Because, owing to circumstances, I do have some availability.

My background is deeply steeped in applying learning science to technology-mediated experiences. To start, I saw the opportunities and designed my own major in the topic. After some work, I obtained a Ph.D. because I wanted to know more about cognition and learning. And I’ve been doing it for decades now, both academic and organizational. I not only taught, but was asked to lead my university’s learning technology committee.

I stepped away from the university to assist first one, then another initiative in online learning. For one, I set the learning design (policies and plans) to spin up an agency to support national online learning. For the latter, I led the learning design effort to get an innovative course online. At the same time, I was assisting and leading other initiatives. These include an online learning competition, advising other orgs, and creating an online learning quality assessment.

I came back to the US to lead the development of an adaptive learning platform for online courses. Since then, I’ve been assisting many orgs in a wide variety of roles around online learning. I’ve guided the design of online content for high school curricula, advised on improving design processes for a courseware provider, and guided an online program manager to incorporate learning science in their practices.

Along the way, I’ve continued to lead in technology approaches, including games and mobile (and wrote the books on each topic ;).   And I’ve maintained a reputation for staying on top of learning science as well, recently writing a book on myths around learning science. My work’s been recognized, with invitations to speak nationally and internationally, as well as being the first recipient of the eLearning Guild’s Guild Master award. I’m noted as a clear communicator who helps folks ‘get’ the opportunities, and apply the principles to achieve desirable goals.

As you see, I’ve worked at every level, from helping design individual courses, to working with design processes and teams, to looking at organizational approaches and issues. And I’ve demonstrated a commitment to design solutions that leverage the best learning design to achieve engaging experiences with meaningful outcomes under pragmatic constraints. And I’m adept at working virtually, which I’ve been doing for a long time in many ways.

So, I’d like to help  you!   Whether it’s working serially on courses, assisting a team get on top of best principles, or conducting sessions to assist your instructors, I’m willing to be flexible to figure out the best ways to help you make the best changes quickly, not just the expedient ones. In the long term, you still want effective learning design and engagement, because it matters to your learners and your reputation.

The opportunity to get better quickly is on tap. I’ve spent my entire career caring about making good learning happen. Are you ready? Let me know.

This has been a public service announcement, we now return you to your irregularly scheduled blog.