Key Stakeholders: Chief Learning Officers, Chief Human Resource Officers, Learning and Development Directors and Managers, Corporate Trainers, Content and Learning Product Managers, Leadership Trainers, Cybersecurity Trainers, Compliance Officers, Environmental Health and Safety Trainers, Sales Managers.
Why It Matters: People skills, compliance skills, safety skills and other skills involve choosing the right behavior in real-time or near real-time. It is behavior change that is the gold standard for Learning and Development, and many L&D vendors utilize scenario-based approaches to elicit behavior change. In this report, we use brain science to evaluate the effectiveness of scenario-based learning approaches in eliciting behavior change, and determine whether this approach helps employees to choose appropriate behaviors and to be more effective managers and employees.
Top Takeaway: Real-time interactive scenario-based learning approaches optimally elicit behavior change by directly engaging the behavioral skills learning system in the brain. Non-interactive scenario-based approaches are effective for behavior change (although to a lesser degree) because they engage emotional learning centers in the brain that draw learners in, and make them feel like they are part of the training. Non-interactive scenario-based approaches are practical and cost-effective alternatives to real-time interactive scenario-based approaches.
Research Fellow Todd Maddox, Ph.D. has just published a new Analyst Insight: Leveraging Learning Science: Why Extended Reality (xR) is Poised to Disrupt Corporate Learning and Development.
In this Analyst Insight, Todd Maddox, Ph.D. provides guidance on why Augmented and Virtual Reality are set to disrupt corporate learning. This report focuses on a learning science evaluation of the potential for extended reality (xR) technologies to disrupt corporate L&D and show how xR technologies have the potential to improve the quality and quantity of training, to accelerate learning and enhance retention in all aspects of corporate learning to provide the following benefits:
- Faster learning and stronger retention
- Reduced training time
- Time-effective, cost-effective and scalable training across a variety of hard skills, soft skills and situational awareness
- Ability to train expensive, dangerous and rare situations in total safety and to expertise.
- Improved understanding of the learning process through subjective, objective, attention, and engagement metrics built from xR Big Data.
- More effective, efficient, and valuable learning environments.
To learn more about the key aspects of augmented and virtual reality that will change coporate learning environments, download this Analyst Insight, which is available at no cost through April 10th: Leveraging Learning Science: Why Extended Reality (xR) is Poised to Disrupt Corporate Learning and Development.
Note: If you missed Part I of this blog series, catch up and read Part I: The Problem. This is part of a four-blog series exploring the psychology and brain science behind the potential for extended reality tools to disrupt corporate Learning & Development.
Four Dissociable Learning Systems in the Brain
The human brain is comprised of at least four distinct learning systems. A schematic of the learning systems is provided in the figure below.
(Note: This is the first of a four-party series on the Learning Science of xR in Corporate Learning.) Executive Summary Key Stakeholders: Chief Learning Officers, Chief Human Resource Officers, Chief People Officer, Chief Talent Officer, Learning & Development Directors and Managers, Corporate Trainers, Content and Learning Product Managers, Hiring Directors, Hiring Managers, Human Resource Directors,…
Recommended for: Chief Learning Officers, Chief Human Resource Officers, Chief People Officer, Chief Talent Officer, Learning & Development Directors and Managers, Corporate Trainers, Content and Learning Product Managers, Hiring Directors, Hiring Managers, Human Resource Directors, Human Resource Managers.
On Tuesday, February 5, 2019 2:00pm EST, join the most cited and referenced learning scientist in corporate learning, Todd Maddox, Ph.D. as he presents on the psychology of corporate training with Dr. B. Price Kerfoot, Co-Founder of Qstream.
Together, they will show why corporate learning and development professionals need to learn how to leverage the brain science and technology that change behavior.
In this webcast, you will learn:
- the psychology of continuous learning for hard and soft skills development
- the proof behind best practices in microlearning
- the impact of spaced learning on knowledge retention and behavior change
- the application of microlearning in corporate enterprise.
And by attending this webcast, you will:
- Be armed with evaluation criteria for identifying best-of-breed microlearning solutions.
- Become expert in how to affect behavior change at scale in the corporate learning environment.
- Provoke thinking that applies proven spaced education research your own workplace L&D programs.
To attend this webinar, sign up on the ATD website and learn more about how to influence behavior, knowledge retention, and skills development based on the science of the brain. And Amalgam Insights thanks QStream for underwriting this opportunity for W. Todd Maddox Ph.D. to share his 25+ years of brain science knowledge with the corporate learning community.
In a recently published Market Milestone, Todd Maddox, Ph.D., Learning Scientist and Research Fellow for Amalgam Insights, evaluated Skillsoft’s Technology and Developer Learning Content from a learning science perspective—the marriage of psychology and brain science.
This involves evaluating the training content and delivery to determine whether it engages psychological processes and learning systems in the brain effectively.
Amalgam’s overall evaluation is that Skillsoft’s Technology and Developer Learning Content is highly effective. Skillsoft’s Technology and Developer Content portfolio meets the need for continuous adaptability and effective engagement of the task appropriate learning system in the brain with their “watch”, “read”, “listen” and “practice” content and delivery methodology. Delivering the Technology and Developer Content portfolio with Percipio’s ELSA ensures that the portfolio is efficiently organized, is easily accessible on any device, is searchable and is seamlessly integrated into the employee’s flow of work. Finally, Skillsoft’s newly developed “Aspire” offering helps the employee realize their aspirations and desires by building an “Aspirational Persona” and developing a digital learning journey to support career advancement.
For more information, read the full Market Milestone licensed for distribution by Skillsoft at http://learn.skillsoft.com/Website-AR-Amalgam-Leveraging-Learning-Science-Why-Skillsofts-Tech-Dev-Learn_LandingPage.html.
Amalgam Insights has been busy the past month in exploring a variety of trends across IT subscriptions, DevOps, Brain Science, and Data Science. In case you’ve missed it, check out our seasonal newsletter and get educated on the key trends that are augmenting our use of technology including:
- For IT budget and spend management, traditional asset and spend management approaches are falling short
- Artificial Intelligence (AI) is being treated as a ubiquitous technology
- Open Source is now a foundation for enterprise IT
- Learning and Development suffers from the challenge of taking on cognitive bias.
Catch up with Amalgam Insights’ analysts at work this Fall and find out how to:
And to subscribe to our newsletter, please sign up here.
Key Stakeholders: IT Managers, IT Directors, Chief Information Officers, Chief Technology Officers, Chief Digital Officers, IT Governance Managers, and IT Project and Portfolio Managers. Top Takeaways: One critical barrier to full adoption is the poorly addressed problem of unlearning. Anytime a new piece of software achieves some goal with a set of motor behaviors that…
Recently, my colleague Todd Maddox, Ph.D., the most-cited analyst in the corporate training world, and I were looking at the revolution of self-service BI, which has allowed business analysts and scientists to quickly explore and analyze their own data easily. At this point, any BI solution lacking a self-service option should not be considered a…
Recommended Audience: Chief Learning Officers, Chief Human Resources Officers, Learning and Development directors and managers, Corporate Trainers, Enterprise Librarians and Content Managers, Instructional Designers, Corporate Communications, Product Managers with a Content or Learning focus.
Key Takeaway: L&D-based gamification is ignoring major swathes of personality and human motivation, which prevents most current business approaches of gamification from being effective.