Jawbone – my personal micro-coach

I was given a Jawbone for my birthday five weeks ago (nice 21st gift I hear you say!). A Jawbone consists of a wristband with a motion sensor which gathers data on my activity levels and sleep, and sends it to the UP application on my iPhone.  I manually enter mood information – when the mood strikes me to do so…  I could also enter information on my food and drink intake if I chose.

UP

My wristband transfers data wirelessly to the UP app.  While I don’t fully understand how Jawbone works, I do know that it’s a great example of how micro learning (a series of short learning activities) combined with personalised data-based feedback can enable behavioural change. In this post I’ll focus on how Jawbone has helped me to learn about my well-being and adopt healthier behaviours.

UP1 goals

I set goals for daily hours of sleep and number of steps.  (I have also set a weight goal, but have not bothered to monitor it.)

UP2 SleepWhen I wake each morning I open UP to check on my sleep.  UP has gathered enough data (it keeps 9 months of data) to detect my sleep patterns and gives me personalised feedback and tips.  In response to this I have increased my sleep target from 7 to 7.5 hours.  Because I enjoy achieving goals, my average sleep has increased in pursuit of the target.  Finally, after years of wanting to improve my sleep, I no longer feel lethargic by Thursday.  There is still room for improvement – UP recently recommended that my bedtime needs to be consistent, and provided a link to an article on how much sleep is enough.UP3 Sleep tip

UP4 StreakAs I have a big dog that needs to be walked twice a day I rarely miss my 10,000 step target.  I like to monitor my step progress during the day, and get a kick out of feedback that I’m doing well.  I have have not accepted UP’s suggestions to increase my walking target as I have heard from many sources that 10,000 steps is enough to keep me in good health.

UP Weekly Summ3I receive a weekly summary email which reports overall progress, highs and lows of the week, compares my results to the previous week and my historical averages, as well as sometimes to average data for women in my age group.  The fact that I often walk over 60 kilometres per week demonstrates the cumulative effect of daily goals.

In addition to goal tracking and customised tips, microlearning also comes in the form of generic well-being tips with links to more detail.  I read all 3 to 4 tips daily, and click through perhaps 3 times a week.  I find the tips relevant and helpful to making minor adjustments to build a healthier lifestyle.

I’ve not turned on the feed to Twitter or Facebook from UP – I don’t need the public accountability to motivate me, and I don’t want to bore anyone with my statistics.

The experience of building my awareness and changing habits through a powerful combination of an ongoing flow of information, tips and personalised data-based feedback has me thinking about how to apply this in my Learning & Development role.  Micro-learning possibilities include:

  • breaking down bigger courses or replacing part of a course previously delivered in a single ‘event’ into a series of smaller pieces of information or activities and drip-feeding them to participants. Micro-learning could be used to either replace an entire ‘event’ based course, or as pre- or post-learning.
  • asking a group of people a daily or weekly question with responses posted on Enterprise Support Network (ESN)
  • encouraging SMEs to post a daily tip or ‘how to’ instruction on our ESN
  • sharing a daily link to existing performance support materials

To identify where and how we could readily use performance data to provide an ongoing flow of personalised feedback and improvement tips I need to improve my understanding of data available in my organisation.  I’ll post about this when I’ve looked into it.

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Supporting Narration – from Role Modelling to Guided Learning

For a number of months I have been using a strategy of role modelling, encouragement and positive reinforcement to support others in my work team to narrate their work.  I have written previously about the Working Out Loud 3 Habits experiment that I tried.  This strategy has had mixed results.  Three of the ten group members are posting on our ESN at least once a week.  On one hand, a 30% online community participation rate is relatively good.  However, we are aiming to build online communities and encourage people across the business unit to share their expertise via narrating their work.  As the Capability Community are key learning change agents, it’s important to increase their online narration as part of shifting their mindset and skills to enable them to lead and support others.

Recently I’ve been working with support of an external consultant, Helen Blunden of Activate Learning, on analysis and planning of a Community of Practice (COP) for our maintenance and engineering teams. During discussions with team members we have asked them about their view of narrating their work.  Their responses have been similar to feedback from the Capability Community.

Narrating ReactionsPeople don’t necessarily see the point of narrating their work.  They’re unsure of the benefit to themselves or others.  They can’t see how to fit it into their work flow when they are busy and it just feels like another task to do.  They don’t know how to do it – either how to use the online tools or how to talk about their work.  There are also psychological barriers – concerns about what others will think of them and read into their motives.

After discovering John Stepper’s Working Out Loud blog I have been thinking that a guided mastery approach could help to address these common barriers.  Last week in her Learning@Work keynote address on learning in a social workplace, Jane Hart provided the term I have been looking for to describe the approach that we shall adopt – Guided Social learning.  This semi-structured approach ‘scaffolds’ an online social learning process for participants providing them with some content/guidance and activities to get them started connecting with others and narrating their work.  The intent is to enable them to transition to continuous, autonomous online social learning either as a team or individuals.

We shall be designing and developing our Guided Social Learning program which we will launch internally in early 2015.  Although the program will include curated resources from the internet, it will be customised to our organisation – our tools, people and context.  I’m looking forward to working on this as I complete the Guided Social Learning Experience Design Program offered by the Modern Workplace Learning Centre this month.

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SharePoint Capability Team Site – An Example

This post describes the team site we’ve set up on SharePoint 2013 for our internal Capability development team.  The purpose of the site is to:

a) Support the work and knowledge sharing of the core Capability Community in our business unit. This is a virtual team consisting of 10 people spread across Australia.  This group develop and execute Capability strategy and programs.

b) Publish learning program content other than eLearning which is hosted on other platforms – to which we link from this site.  Used by everyone in the Business Unit.

The site front page is a standard template set up when a team site request is approved.  We have then designed and setup the site using the standard navigation features and web apps which our IT department has made available to us.  Key features and how the site is used are described in the series of labelled screen shots below.

We generally keep all content open for everyone to access, and for all members of the Capability Community to edit.  The exception to this is skill assessments and budget information to which we restrict access via permissions.

Front page layout

SCTA Front page

Front page menu

SCTA Front menu

 

OneNote Notebook

SCTA Notebook

National Page

SCTA National page

Blog Site

SCTA Blog

Academy Training Courses and Assessments

SCTA Courses dashboard page

Learning Program Page – Example

SCTA Program page

 

What Could We Improve?

A couple of ideas that spring to mind are:

  • Adding a Welcome page with a link from front page and moving the Business Unit Director’s welcome message from the National Page to this page.  Also linking to the Welcome page from the Academy Training Courses and Assessments page.  This would make the Welcome message more accessible to broader audience rather than being tucked away on a page visited almost exclusively by the Capability Community.
  • Expanding use of the blog, which is primarily used to communicate regular updates regarding programs we are working on in Capability.  We could use it for education about key elements of our Capability strategy, including use of links to internet content.  We could also feature people involved in Capability (e.g. operators who are training and assessing others, learners who are completing our programs).

What are your suggestions?

 

 

 

 

 

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CCA’s 70 20 10 Learning Solution for Equipment Operation

Below is an infographic illustrating our journey at Coca-Cola Amatil (CCA) in the development of the Blow Fill learning solution.  The program uses the 70:20:10 framework which allowed us to successfully integrate a formal training program with on-the-job work experience.  This info graphic was developed by Justine Jardine and Becky Peters.

SCTA 70 20 10 Experience JPEG for Web

 

 

 

 

 

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Becoming A Social Learning Practitioner

SLH cover image“A Social Learning Practitioner is a learning professional who encourages, enables and supports knowledge sharing across their organisation.  He / she is a role model, showing the business what it is to be social, and modelling the new knowledge sharing and collaboration practices.” Jane Hart, Social Learning Handbook 2014

I recently wrote an article for the Training & Development magazine describing some of the activities I have been undertaking as part of the Social Learning Practitioner Programme (SLPP).  You can access the article online here to read about my experiences and why I recommend this program for anyone wanting to use social learning to transform their own professional development or build practices within their business.

To find out more about the SLPP visit http://modernworkplacelearning.com/activities/social-learning-practitioner-programme/

This article originally appeared in Training & Development magazine August 2014 Vol 41 No 4, published by the Australian Institute of Training and Development.

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Working Out Loud 3 Habits Experiment

ozlearnInspired by a recent #Ozlearn Twitter chat on ‘The Value of Working Out Loud‘ (WOL), I’ve tried a one week ‘3 Habits’ WOL experiment in my organisation’s Enterprise Social Network (ESN).  For anyone unfamiliar with the term WOL, refer to my post from 14 August for a brief introduction.

I’ve been working out loud through my blog, membership of online communities on the internet, and via Twitter for just under six months – and it’s significantly altered my personal approach to professional development.  The benefits that I’ve experienced include:

  • a stronger, more diverse network
  • accelerated, fluid ongoing professional development
  • an understanding of trends and practices relevant to my work
  • quicker, better quality problem solving
  • improved working processes
  • better ability to support others through knowledge and resource sharing
  • a sense of connection to others

As an organisational L&D practitioner, the next step for me is to seek to introduce WOL in  my business uni to promote collaboration and cooperation, in ways that strongly align to our business strategy.  Of course, generating business value from an ESN is a long term game that warrants many separate blog posts.

WOLMy focus in this post is on my ‘3 Habits’ WOL experiment.  SharePoint is our ESN.  It is primarily used for document storage and sharing.  Two of our senior managers blog weekly (this is good!) and the Sales team post an endless stream of photos of shop displays they have set up (the ‘Following only’ newsfeed view is a blessing).  Apart from this there is very limited use of SharePoint blogging or micro-blogging in an organisation with several thousand permanent employees.  My ESN posts over the past few months have been sporadic, falling well short of my intent to generate interest in WOL.  During the #Ozlearn chat Simon Terry suggested that people try using triggers to develop a habit of posting three times a day.  The triggers and habits I aimed to use were:

  • Trigger 1 – Morning Coffee.  Habit 1 – Post about something I’m working on.
  • Trigger 2 – Start of lunch break.  Habit 2 – Interact with others.
  • Trigger 3 – Shutting down my computer.  Habit 3 – Say thank you or acknowledge someone.

I also invited members of the L&D Community (a group of less than ten people) to join the WOL experiment, and encouraged others to post, ask questions or comment whenever I identified specific opportunities.

Here’s what happened during my experiment…

Day 1 – 19 August

8.10am – Habit 1

Day1Post1

 

 

Never received any replies….

8.13am – Habit 2 (yeah, not quite lunchtime – I was keen and took the opportunity when I saw it)

Day1Post2

 

 

Day1Post3

I did get a thanks from the person who posted the question.

 

4.35pm – Habit 3 – I thanked some people who had suggested additional training courses that their teams would find valuable.  Interestingly, it took me a while to figure out what and who to recognise.  This was the most challenging post of Day 1.

On Day 1 I also sent a link to Simon Terry’s 3 Habits article to members of our internal L&D Community, to inform a discussion on our role in supporting informal learning and communities of practice.  I suggested that as a group we try WOL for one month.

Day 2 – 20 August 

8.15am – Habit 1 – Here I talked about what I was doing and also why, taking the opportunity to suggest some of the things people can do on SharePoint.

Day2Post1b

 

 

 

12.45pm – Habit 2 – I answered another question about SharePoint use.  This is the topic that questions are most often posted about.  (Aside – we could be doing a better job with SharePoint training.)

4pm – Habit 3 – I thanked someone for conducting a skill assessment.  It was a lot easier to identify something to recognise today.

Day 3 – 21 August 

8.05am – Habit 1 – Shared a graphic listing things people can do on an ESN, which was shared during an #ESN Twitter Chat.  Perhaps this simple list might encourage others to try some things out on SharePoint.  (Diagram sourced from Stan Garfield.)

Day3Post1

 

 

 

 

 

 

3.10pm – Habit 2 – I noticed a response to a question I had posted three days previously requesting job aids or training material on how to use permissions in SharePoint.  I thanked the person who replied, and used the @mention function to share their response with specific individuals.

3.10pm – Habit 3 – While not strictly recognition, I posted a short support message against a suggestion from someone else to improve functionality for sharing a document from SharePoint.  I had encouraged this person to post earlier in the day, so wanted to provide the with positive reinforcement.

Day3Post3

 

 

On Day 3 the L&D Community’s fortnightly teleconference catchup was held.  I raised WOL as a practice which could help develop internal communities of practice (a goal in our Capability strategy), and asked the group to try the WOL experiment for two weeks.  I asked why people weren’t already posting on SharePoint (noting that this was the second time we have discussed the practice).  The first response was uncertainty about who sees posts, which impacts how much context the person felt they may need to provide in a post.  We discussed how Following and news feeds work.  The second response was “It just doesn’t occur to me.”  I thought this linked nicely to Simon’s 3 Habits suggestion, so referred the group to the article and discussed triggers and habits.  Teleconferences can be awkward to discuss even familiar topics, let alone a new behaviour which is outside of people’s comfort zones.  The group feels we already have a strong L&D Community, hence is unsure of what they see as the incremental benefits of WOL. At the end of the discussion I could see that I would need to provide ongoing encouragement to others to try it out.

Day 4 – 22 August

8.30am – Habit 1 – I posted about the group’s WOL experiment.

 10.52am – Habit 3 (OK, out of sequence, but a clear opportunity arose to recognise someone.) I congratulated a person who was found competent in a skill assessment on the previous day.  Shortly afterwards one of the L&D Community members protested that I had ‘taken her post’.  Note to self – before posting consider whether someone else might like to post on a specific item and pause to give them time to do so.

11am – Habit 2 – I liked a post from one of the L&D Community members.

Dy4Post1

 

 

 

Day 5 – 25 August

11.18am – Habit 2 - One of the L&D Community had posted about a new instructional design concept they had learned.  I replied with a question (which hasn’t been answered four days later).

12.27pm – Habit 1 – Posted about SharePoint site clean up.

2.35pm – Weekly Blog – I posted my weekly status update on learning initiatives in my business unit.  This is a key regular stakeholder communication.  I look forward to the day when I am confident that enough of these stakeholders are following the blog and looking at their SharePoint newsfeed to stop emailing them a link to it (sigh!).

2.40pm – Habit 2 – Someone in the HR team has posted a tip on using our Performance and talent Management tool.  I liked this post (literally).  Sharing tips is a great use case for an ESN.

Some Statistics

I follow 120 people on SharePoint, including all of the senior managers in my business unit.  I don’t follow any of the Sales team as their product display photos would overwhelm everything else in my feed.  Micro-posts remain on the newsfeed for one week.  In the past week there have been 44 posts in my ‘Following’ feed.  16 (35%) of these are mine.  14 others posted in this time – 11% of the people I follow.  Of these, five are people I encouraged to post.

Observations and What Next

The triggers worked well for me to get into the flow of regular posts and coin a variety of things in my posts.  While I am wary of ‘dominating’ the SharePoint feed given relatively low number of active users, I’m shall continue posting three times a day.  I feel that it’s my responsibility to role model WOL given my L&D role and the value of the practice to continuous learning.  We have barely scratched the surface of the business value to be gained using SharePoint.

Of the three habits, number 3 (recognising and acknowledging others) was the least ‘natural’ to me  – and this is something most organisations could do with more of.  I’m going to move this habit to Trigger 1 so it’s the first thing I do in the day when I’m freshest and most likely to post.

I’m also going to post more about activities other than SharePoint initiatives.  As this is the main topic that others post about I’d like to flag that there is benefit in discussing other topics online.

I will ask others for their opinion on topics more frequently to prompt them to respond and interact.  I will also continue to suggest specific opportunities to post to others when I spot them.

Next week I shall write up a new set of habits to support these adjustments.

I’m also going to develop a strategy to launch and grow a specific community of practice outside of L&D to support a high priority element of our business strategy.  It will include activities conducted face to face, via teleconference, and online.  Working Out Loud in these various ‘spaces’ will be a key element of the strategy.

 

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Working Out Loud Circles – Who Will Join Us?

On 12 August I joined an OzLearn Twitter chat about Working Out Loud (WOL).  I will update this post with a link to the Storify archive of this chat when it is published.  We were fortunate to be joined by Simon Terry who blogs about WOL (amongst other topics).

Bryce Williams initially defined the concept of Working Out Loud as:

Narrating Your Work + Observable Work.

John Stepper does a good job describing what these two elements mean in “Working Out Loud: Your Personal Content Strategy.”  Jane Bozarth calls the practice Showing Your Work.

WOL

Yet, what practices actually constitute Working Out Loud can be a bit elusive.  There was a sense during the OzLearn chat that we were all Working Out Loud already, although which of our practices fell into this category and which didn’t was muddy.  One thing there was consensus on is that we each derive benefit from our WOL practices, and that the organisations we work in / with can benefit from widespread adoption of WOL.

It was Simon Terry who brought the groups attention to John Stepper’s idea of Working Out Loud Circles, which he describes as great peer support group.  Stepper describes how to implement WOL Circles, and suggests that they could be systematically spread to reap organisational benefits.  The idea quickly captured the interest of a number of chat participants and we’ve decided to set up some WOL Circles in Australia.

Each WOL circle consists of 4-5 people who meet for one hour per week over a twelve week period following a structured program.  Meetings can be held online or face-to-face. We will use the tool kit contained in John’s soon to be published book.  This is not intended to be a program that the OzLearn community ‘manages or ‘controls’ – rather an initiative to provide participants with an opportunity to improve their WOL practices.  It will also provide experience with an approach that participants could then use to implement WOL in their organisations.

Participation is open to any interested person who is able to join meetings held in Australian time zones.  We will kick off the first circles in late August / early September – as soon as we have enough people and an advance copy of John’s book.  If you are interested in joining a circle please leave your name and some way of contacting you (e.g. Twitter, email) in a comment below – or get in touch with me on Twitter or LinkedIn.

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