ASTD 2011 Conference Blog

The Wednesday Conference Daily is Live

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The Wednesday Issue of the Conference Daily is now available for you to read online, via NxtBooks. New this year, the ASTD Conference Daily will appear in your email inbox each day with news, updates and events, and session coverage. The print editions will still be available in the convention center today.

What's Inside?
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The Conference Daily's Exclusive Interview With John Foley
Coverage of Concurrent Sessions
Complete Author Chat and Signing Info, Plus Raffle Ticket
Fun Things to Do in Orlando, now, or Next Time You Visit
ASTD Student Day
Much More...

The Tuesday Conference Daily is Live....

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Conference Daily for Monday, May 23 is live....

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The Conference Daily for Monday, May 23rd is up for your viewing pleasure.

Highlights include

• Strengths Lead to Exponential Improvements, an interview with Marcus Buckingham,
• an interview with Harold Stolovitch, author of Telling Ain't Training 2: Updated, Expanded, and Enhanced,
• a guide on what to do while in Orlando,
• a few changes to the session schedule,
• and more...

See the entire digital issue here.

The unofficial ASTD 2011 TweetUp - iPad2 raffle

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Be sure to head on out to the ASTD Tweetup that will be held on Monday, May 23 at Bahama Breeze and is a come as you are, BYOB (Buy your own beer) event.

This event is sponsored by Interactyx Limited and we will be raffling off an iPad2. So if you haven’t done so already RSVP here and follow the #ASTDtweetup and #ASTD2011

Author Chats at ASTD 2011 - See the Full Lineup

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Have you seen our list of author chat sessions? 

If you're here in Orlando attending ASTD 2011 Conference and Exposition, be sure to attend an author chat session to get additional insight on your favorite titles.

Authors include Harold Stolovitch, Elaine Biech, Bob Pike, Kevin Oakes, Lisa Haneberg, and many more.

See the full lineup here.

Learning from Sharing with Others

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By MJ Hall

Given the referenced “from a training event to a learning journey”  conundrum in the professional learning area, the ASTD Forum has incorporated the principles of Human-Centered Design (H-CD) to transition from a focus on formal training to a focus on performance-on-the-job. According to LUMA Institute, the essence of H-CD is creating something new where the activity is driven by the needs, desires, and context of the people for whom we design.   H-CD principles include a variety of methods or tools that provide discipline when generating solutions to problems by helping team members:

• Observe human experiences
• Analyze challenges and opportunities
• Envision future possibilities 

Generally, these design methods are used in combination with each other and/or as part of an overall system to help create a new reality. Design methods specifically combined to work together are referred to as a “method set” and the idea is that all methods in the set or group would be used.   While H-CD methods work as a group, they also enhance other problem-solving tools such as Six Sigma, LEAN, and Grove templates.

For learning professionals, design methods, tools, and techniques are a means to an end – not the end.  ASTD Forum members are finding multiple uses for the H-CD tools, including using them to assess internal practices and processes, to design learning assets, to incorporate into the curriculum, and to use when brokering performance support.  These design methods are most helpful for engaging others. Therefore, they can improve training even if it is an event, but, more importantly, they can also support the transformation from training as an event to learning as a journey, as demonstrated by the lab environments of the ASTD Forum.

As powerful as H-CD design methods are, they must be integrated into the work context of the user and the culture of the organization to be effective.  A large part of the mission for the Forum is connecting members in venues where they can collaborate and co-create around their common professional practices.  Part of this design includes opportunities for members to share their implementation questions, pilots, and experiments using case studies, rapid consults, and presentations. 

An old saying goes, the “proof is in the pudding” and for learning professionals this means transferring the tools and techniques from the lab to the members’ practices.  Many members enthusiastically join “the bandwagon” and quickly demonstrate competence and innovation in using the principles and most of the design methods – and do it in a variety of ways.  Others use a few of the methods in isolated situations.   And, yes, there are some participants that have a great experience at the labs but just do not find ways to adopt the design methods.

There are several examples of Forum members using the H-CD methods.  The “putting people first” method set is ideal for the “Analysis” phase of ADDIE and “envisioning the future method set works well for the “design” phase.  One team used the RoseBudThorn method to determine what skills from the 2011 Spring lab to incorporate into the organization’s priority list.  Another member has integrated the design principles into its organizational Thinking Model for problem-solving. 

Regardless of which method set is used, the process only adds value to the practitioner and the organization if it is incorporated into the unique context and made part of the organizational practice.  Adding new methods to one’s practice is not easy for the learning professional, his/her colleagues, or customers.  It requires understanding the concepts and then translating the concepts into the unique context.  Then, working with customers, the learning experience must be designed and executed within a work situation.

Using new approaches, such as the H-CD methods, only adds value to other Forum members if these “early adopting practitioners” share ideas, experiences, and lessons learned with other members.  While it may take time and effort, sharing case study examples of using new methods builds competency, confidence, and comfort for the practitioner.  Building competency enables customers to have a better experience and to learn new ways to solve their problems.  

 H-CD design methods help learning professional practitioners and customers by providing a disciplined approach to observing human experiences, understanding challenges and opportunities, and envisioning possibilities.  These practices can result in improved performance within the organization.  Sharing case studies about the practice and its impact within a learning community can help other practitioners.  These practitioners can then leverage not only the concepts and ideas, but, also, the lessons learned, within their organization.

The Forum’s niche is creating an environment where members of the consortium can connect, collaborate, and learn.  The goal of the learning is to enable members to change their behaviors and, many times, their mental models related to personal practices.  By adding expertise to their practice, learning professionals contribute to business results and organizational capability within their respective organizations.  The follow-on to this goal is returning to the Forum to share.  Thus in the Forum, everyone is a learner and everyone is a teacher.

For the first time ever, attendees at ASTD’s 2011 International Conference and Expo will have the opportunity to “experience” this learning cycle with Forum members.  Forum members and partner LUMA Institute will offer four sessions, two on the 23rd (M122 and M223) and two on the 24th (TU122 and TU223).  Attendees will experience a variety of design methods to enable learning professionals to change their mental models about their practices in the first three sessions.  In the fourth session, members Accenture, Johnsonville Sausage, and Steelcase will share their implementation stories.  We invite you to join in this learning experience.

For more information about the Forum Sessions at the International Conference & Expo:
http://www.astdconference.org/ice11/public/enter.aspx

For more information on the ASTD Forum:
Twitter Hashtag:   #ASTDForum
SharePoint:  www.astd.org/forum

For more information on the 2011 ASTD International Conference & Expo:  http://www.astdconference.org/ice11/public/enter.aspx Using H-CD design methods

Envisioning the Future when Designing a New Future

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By MJ Hall

Noted professor Herb Simon once stated that “Everyone designs who devises courses of action aimed at changing existing conditions into preferred ones.”  In today’s environment with change a constant, proactive professionals are turning to discipline of collaborative design thinking to construct a preferred state.  Simon’s work and ideas have greatly influenced the Human-Centered Design (H-CD) design methods developed and promulgated at LUMA Institute.

These H-CD principles include a variety of design methods that provide a framework for generating solutions to problems and for creating opportunities to design the future through teams working together by:

• Observing human experiences and gathering meaningful insights, e.g., LOOKING
• Analyzing challenges and opportunities, e.g., UNDERSTANDING
• Envisioning future possibilities, e.g., MAKING 

Generally, multiple design methods are used in combination with each other as part of an overall system to help create a new reality. These methods specifically combined to work together are referred to as a “method set.”   Methods  in the “method set” are generally used consecutively, and, in practice, several method sets can be used for a project.  H-CD design methods also enhance other problem-solving tools and methodologies such as Six Sigma, LEAN, Grove templates, and Action Learning. 

The Creative Matrix design method creates  “systematic mash-ups” to generate many wide-ranging ideas from the MAKING category. The goal for the method  is creating as many ideas for mash-ups as possible in a very short time.  Because of the matrix with intersecting rows and columns, the concept provokes creativity and out-of-the-box thinking. 

The column headings for the matrix are some form of market category; typically, people, but not necessarily.   For example, in Forum experiences using the Creative Matrix the column headings have included trainers, learning professionals, workers, and organizational leaders. At another time the column headings were taken from another H-CD tool, the Rose, Bud, Thorn, and included redefining the learning profession, improving the awareness of the Forum, building the business case for a performance focus, and embedding learning inside of work.  

The row headings are generally technology or cultural enablers.  Given the above examples, the corresponding row headings were social networking, simulations and gaming, experiential learning and mobile technology for the first matrix and social networking, marketing and communications, events and happenings, and tools and apps for the second matrix.  In order to promote even higher levels of creativity, generally, there is also a “wildcard” in the row headings.  This allows for any “wild” idea that does not fit into one of the intersections.

In H-CD, the Creative Matrix is part of one method set teams can use to design the future.  Once the Creative Matrix is filled with ideas, another tool, the Importance/Difficulty Matrix, can be used to determine patterns and priorities.  Cover stories can then be designed to provide more information on the feasibility of the idea. 

Visual depiction is important in translating ideas from concept to product or process.  The Creative Matrix is not just a list of ideas for the intersections of the rows and columns.  Each idea name is supplemented with a title, a rudimentary sketch, and a short description that must fit on a 2x2 Post-it® note.  As with most tools used to force creativity the Creative Matrix exercise is boxed by time limits. Additionally, individuals at the same matrix can build on the ideas of others in the group.

Whether your goal is developing a leadership development program or transitioning the learning function to a performance-focused approach, innovation and creatively are important.  The Creative Matrix provides the stimulus for generating myriad ideas for designing the future. Ideas from the Forum’s experience resulted in several types of ideas including common-craft videos, a Tip Jar with mobile app, and journals.

The photo below is a sample of the Forum’s Creative Matrix for moving FROM training as an event TO learning as a journey. 

For the first time ever, attendees at ASTD’s 2011 International Conference and Expo will have the opportunity to “experience” H-CD methods related to moving from the current “event” state to a future “journey “state, including the Creative Matrix.  Forum members and partner LUMA Institute will offer four sessions, two on the 23rd (M122 and M223) and two on the 24th (TU122 and TU223).  Attendees will experience a variety of design methods to enable learning professionals to change their mental models about their practice.  We invite you to join in this historical and meaningful learning experience.

For more information about the Forum Sessions at the International Conference & Expo:
http://www.astdconference.org/ice11/public/enter.aspx

For more information on the ASTD Forum:
Twitter Hashtag:   #ASTDForum
SharePoint:  www.astd.org/forum

For more information on the 2011 ASTD International Conference & Expo:  http://www.astdconference.org/ice11/public/enter.aspx

For more on Herbert Simon:
http://en.wikipedia.org/wiki/Herbert_Simon

Identifying Challenges and Opportunities when Designing a New Future

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By MJ Hall

Rose, Bud, Thorn (RBT) is a design method that teams can use to identify successes and challenges within work issues and projects. While the essence of the process is collectively generating ideas, the end result is not just another list of problems to be solved. The value of the design method is looking systematically at the various issues. From this detailed look the team is then able to see quickly the successes, the challenges, AND the opportunities. As with most tools, the discussions that follow provide the meaty, rich points that allow team members to probe further and develop a common understanding.

The RBT process automatically analyzes and groups the issues into successes, challenges, and opportunities.  This is accomplished by using the terms Rose, Bud, and Thorn.  Aspects of the issue that support the transition, change, or issue in a positive manner are identified as roses.  Those aspects having potential to support the change or issue are identified as buds.  Problems or obstacles that have a negative impact on making a change from a current state to a future state are identified as thorns.

In Human-Centered Design (H-CD), RBT is generally part of a method set used to identify issues and sort them into segments to help frame the real problem.  This particular tool is initated by having team members individually ideate using color coded Post-it® notes.  If the participant sees the idea as a success it is written on pink notes; if a challenge it is on blue notes; and if it is not a success but there are indicators that it could be, it is on green notes. 

The collaborative part is most important.  In round-robin format members post their individual ideas.  As one member posts an idea others can comment, ask questions, and/or post similar related ideas.  This posting and discussion can add clarity as well as generate more ideas to post.  One team member may consider  an issue as an opportunity and another as a challenge.

As with the other tools, RBT can be customized to fit the context.  For example, the ASTD Forum has used the tool in a variety of ways but, specifically, uses it to help learning professionals identify challenges and opportunities in achieving the “to” state in its Learning as a Journey initiative.   For this exercise the trigger statement was:   What issues are involved in moving the Learning Profession to a performance focused state and are they positive (rose), opportunities with potential (bud) or problems (thorns)?

Generally, an Affinity Clustering either follows the RBT or the two activities are basically done simultaneously.  This is facilitated as the team members post their ideas, thus creating patterns and suggesting themes for further analyses. 

Identifying challenges, opportunities and potential successes and clustering them can assist teams with being clear and concise about the issues.  This methodology also provides support for prioritizing the next actions for the project.   The typical method for listing and posting the ideas is around topics.  For example, in the above session, one topic was evaluation and measurement.  Within that topic there were roses, buds, and thorns. 

Whether your goal is improving the curriculum development process or transitioning to a performance-focused approach, knowing the issues that must be considered and understanding whether they are successes that contribute or challenges that inhibit progress can jumpstart an action plan.  The RBT can serve as a catalyst to encourage discussion around expanding the success options and eliminating pain points.  Discussions can also probe thorns to determine underlying root causes and options for turning them into prize-winning roses.

As one Forum member stated at the end:  I have been using brainstorming and affinity networks for years – and every time use one color Post-its®.  After listing and clustering, we still had to determine what was working and what was not.

The photo below is a sample of the Forum’s RBT for moving FROM training as an event TO learning as a journey. 

For the first time ever, attendees at ASTD’s 2011 International Conference and Expo will have the opportunity to “experience” design methods related to moving from the current “event” state to a future “journey“ state, including using tools such as Rose Bud Thorn.  Forum members and partner LUMA Institute will offer four sessions, two on the 23rd (M122 and M223) and two on the 24th (TU122 and TU223).  Attendees will experience a variety of design methods to enable learning professionals to change their mental models about their practice.  We invite you to join in this historical and meaningful learning experience.

For more information about the Forum Sessions at the International Conference & Expo : http://www.astdconference.org/ice11/public/enter.aspx

For more information on the ASTD Forum:
Twitter Hashtag:   #ASTDForum
SharePoint:  www.astd.org/forum

For more information on the 2011 ASTD International Conference & Expo:  http://www.astdconference.org/ice11/public/enter.aspx

Why Trainers Hate Webinars and How to Get Over It with Wayne Turmel

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As ASTD prepares for the International Conference and Expo 2011, I sat down with Wayne Turmel, author of 10 Steps to Successful Virtual Presentations, to get a preview of what we’ll be hearing from him in Orlando.

So, Why a book about virtual presentations?

I got into presentation skills training because I hated seeing good, very smart people struggle to get their ideas out in the world while people like me (who could communicate well) got way more credit than we deserved.  When things started to move online, I saw the same thing. For audiences, they have been forced to endure boring, non-engaging presentations online….for presenters, it’s worse. The very thing that drives most trainers is the interaction with the people, the ability to see them “get it”, which is often the thing that’s most missing. If you have bored audiences and unenthused presenters, nothing good is going to happen no matter how much money they save.  I am basically trying to make the entire process suck less for both parties.

I’ve certainly watched my fair share of bad presentations, so I appreciate that.  Speaking of putting together better presentations, what is the single most important factor of a truly engaging and interesting virtual presentation?

You have to make the presentation as rich and interactive an experience as technology will allow. If you were to say to a class full of people…”I’m going to talk for about 45 minutes or more. I don’t want you to talk to me, ask questions or speak to each other until I allow you to, oh and I’m not going to look at you either, I’m just going to talk to the PowerPoint slides until we’re done”…how would that go over? Yet that’s how too many of us present online. If it’s not fun for the presenter, and it’s painful or boring for the audience, are we surprised it’s not used well or effective?

It seems like being able to engage an audience is getting more difficult as technology advances.  Everyone seems so distracted all the time!  What is the greatest advantage to using a virtual platform as opposed to physical training or instruction?

Actually, the technology is getting easier, there’s a new generation of these platforms about every 6-8 months. There’s a tendency to look at these, especially in training, as making the best of a bad situation: “they” won’t give us the budget, managers won’t let their people go long enough to learn….you’ve heard it all. But, there are some advantages to learning virtually: shorter modules often work better than 2 days in a Ramada conference room. You can schedule training just in time, rather than having to block people’s calendars for meeting and travel.  Training follow up and reinforcement is easier this way and you can add serious value to your training so that they are less “events” than steps in a process. And, the ability to record and archive online training makes it a great reference tool and easier to ramp up new people without having to wait 6 months ‘til the next class. It’s not perfect, but used properly, it’s a great medium.

In your book, you discuss the reality that technology causes stress, and I’d like to think you’re speaking from experience.  Do you have any good mess-ups that you would be willing to share?

I tell this story to people all the time.  The very first webinar I ever led had over 200 people to launch a new product for the company I worked for.  It was about how to deliver these new things called webinars (this was maybe 2002 or 2003). The day of the event something went wrong with our network and I couldn’t get on line as a presenter. But, because I had carefully planned, printed out my visuals and had someone else with access to them, I delivered the vocals, had someone else deliver the presentation and (even though I couldn’t see a thing and was sweating the whole time) not one person outside our company knew there was a problem.   

Your secret’s out!  That’s not too bad.  I’ve had similar experiences, and it always seems to work out well in the end.  What is one piece of advice you would offer to those that are intimidated by the idea of putting on a virtual presentation?

Presenting online is just like presenting in a room….except you’re doing it while programming your DVR. It’s more complex, and no matter how good a presenter you are live, until you become comfortable and at least partially competent with the technology and the tools at hand, you cannot physically or mentally be in the right place to do your real job - help your learners or your audience. Take the time to really learn the possibilities of the tool you use, practice with it, and learn what you can and can’t do online. It will be less painful for you and your learners will benefit.

We’re excited to have you present an author chat session at ASTD 2011.  What will be the main takeaway for attendees?

I hope that people take away from the author chat the same thing they do from the training we do with our corporate clients, that while there are constraints to presenting online, there is also great potential. Stop looking at the glass half empty: you can do so much more than most people do and maybe, just maybe….you can have a little fun in the process.

(A little bonus for those of you that have read Wayne’s book, 10 Steps to Successful Virtual Presentations - I made sure to ask only the most important questions…)

Now I’m curious. Have you read all the books on that bookshelf behind you?

Yes I have, and thank you for rubbing it in that I have absolutely no social life and never get out of the home office any more. Yeeeesh.

Join Wayne in his author chat session, “Why Trainers Hate Webinars and How to Get Over It,” at the ASTD 2011 bookstore Tuesday, May 24^th from 11:30-12:30.  See you in Orlando!

Extra extra, read all about it - The Conference Daily Preview Edition is Live!

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