The New Learning Mix: Collaboration, Alternate Reality Games, and More Presenter: Margaret Clarkson, MBA margaretclarkson

The New Learning Mix © 2012 Photo by Margaret K. Clarkson. All rights reserved.

 What  How  Challenges faced  Lessons learned  How can you apply? The New Learning Mix

 Understand risks and controls  Explore techniques/tools used for mitigating risk  Increase ability to identify and react to adverse events  Apply new skills within the learner’s department  Broaden network of internal contacts Program Objectives

 High performing employees  Managers and directors Audience

 Phase I: Executive expert panels  Phase II: Alternate Reality Game  Phase III: Case study discussion facilitated by experts  Phase IV: Project work directly related to job Four Phase Program

This blended learning program promoted the three E’s:  Experience  Exposure  Education The Three E’s

Executive Expert Panels  Panelists from C-suite shared war stories on risk incidents in personal or professional life  Active discussion with learners  Promoted “Exposure” and “Education” Phase I

Alternate Reality Game  Fostered collaboration – learners worked on teams  Winners won lunch with the Executive of their choice  Each team played role of a VP starting in a new dept  Goal: survey the risk landscape to identify risks and controls Phase II

Alternate Reality Game (cont’d)  Built game in SharePoint  Imaginary stakeholders were played by live experts who responded in real-time to learners’ queries  Simulated documentation was designed and imported into game before class  Promoted “Experience, Exposure, and Education” Phase II (cont’d)

Case Studies  Distributed as previous night’s homework  First, discussed in class within teams  Then, subject matter expert facilitated large group discussion  Reinforced learning from Phases I and II  Promoted “Exposure” and “Education” Phase III

Project Work  Learners applied what they had learned in the program to their own department  Each learner was assigned an “advisor” to coach them and answer questions  Reported back on their process and results  Promoted “Experience” and “Education” Phase IV

Learners:  Gained new levels of understanding of concepts  Applied what they learned in the program directly to their departments  Broadened their networks  Have met the people they need to contact in the real world if they need help  Have continued to spread the word and share their knowledge after the program  Have created new practices within their departments as a result of the program Results

 Limited resources for development and execution  Compressed development timeline  Intensive planning required  Thorough testing of game required  Training of advisors required Challenges Faced

 Preparations paid off!  Compressed duration of training  Recruited program alumni as advisors to increase available resources Lessons Learned

 Define objectives  Consider audience  Select best techniques and modalities to foster learning  Design, develop, and deliver  Measure results  Make improvements if necessary How can you apply?

If you have questions, or would like to further discuss the design of blended learning, alternate reality games, case studies, eLearning, ILT, etc., Contact Margaret Clarkson at:   Contact Info