Instructional Design Peer to Peer Learning PDN - February 2019 Recap

  • February 27, 2019 9:24 AM
    Message # 7189855
    Anonymous

    Facilitated by: Amy Krenzke and Melissa Braun

    Topic: Peer to Peer Learning in the Workplace

    Recap:

    Thank you to everyone who attended: Andy, Lauren, Betsy, and Kari! I appreciated the flexibility as we had to deviate from our original plan that did not include a snowy evening.  For those of you that could not make it or if you wanted a quick summary. Check out the post below!

    We discussed specific questions from the small group related to peer to peer learning! Here are some main points from the PDN:

    How do you track learning activities based on the 70:20:10 model?

    • Determine what you need to track and why.
    Does it need to be on an individual level?

    o  Does your LMS allow for self-reported learning activities?

    • Encourage accountability on the individual to track and complete activities.
    o  Set expectations early what they will be responsible for completing.

    o  Can you add a gamification element and create something fun where they earn points for participation outside of formal training?  

    Peer to Peer Learning Article Takeaways

    • Multimodal stimuli helps create an enriched environment and increases the likelihood that you will connect with a higher percentage of your learners’ prior experiences.
    o  We spoke how we discussed Learning Styles at a previous PDN.

    o  So not necessarily because of learning styles would you want to use a multimodal approach, but to connect to previous experiences of your learners knowing when they can connect to a previous experience evidence is clear this increase the likelihood of retention.

    • Walk around to groups and if you hear incorrect information, correct misunderstandings.
    o  This could conflict with the comfort level of the facilitator, but can be very effective.
    • Example: New employee orientation: Have each group of 5 or so individuals take one organizational value. Talk in small groups about how their role can live this value. Have one person report out about the value back to the large group. The facilitator should walk around to each group and verify they understand and answer any questions before they report to the large group.
    • Peer Coaching Example: Amy offered to generalize and share her example. Be on the lookout for that. It provided a guide on how to prep for the session and an agenda to follow. This guidance ensured participants knew how to conduct a peer coaching session and make it a beneficial learning experience.

    70:20:10 Learning Article Takeaways

    • We discussed the importance of incorporating more than just beyond the formal training to support retention and sustainability of practice.

    • We also discussed that the ratio may be different from person to person. Some may need more coaching and feedback than others to put a skill into practice.

    • 10% Formal Learning – Examples: Interactive workshop, online module, webinar, simulation, etc.

    • 20% Coaching and Feedback – Examples: Peer feedback, leader feedback or coaching session, self-assessment, etc.

    • 70% On-the-job experiences – Examples: Conducting task under supervision, completing job tasks with access to a Champion, etc.
    • Manager Learning Track Example: Amy shared a new managerial role example where it organized a track for the first month based on:
    o  Experience
    o  Exposure
    o  Education

    Other tools discussed:

    Walkme - https://www.walkme.com/

    Yammer – https://products.office.com/en-us/yammer/yammer-overview

    Did I miss something? Have an additional thought or comment? Post below! We look forward to seeing you at the next one!


© sewi-atd
Powered by Wild Apricot Membership Software