#TK10 Notes from MetLife M-Learning Case Study: From Pilot toEnterprise Implementation

Mobile learning – any knowledge shared through a mobile device (blackberry, iphone, smart phones, pda).


  • Internal search, vendors, platforms
  • Sales would be a good group to start with.
  • Marketing product updates might be a good target also.
  • What are the business drivers and needs that make mobile learning a possible deliver medium?
  • Business Needed/Users Wanted

    • Their groups liked Push vs Pull.
    • Offline access
    • Secure content
    • End-user ease of use
    • Developer ease of use
    • Content delivery and completion verification

      • What type of content and tracking needs will your business require?

        • Informal-Content that does not need to be assessed.
        • Formal – Content that is asssessed or tracked. Reporting of learner progress is essential to the project.
        • Does it need to be tracked in the employee’s learning history?
        • This directly affects the worflows, partnerships and technology integration for your organization.
        • Target Audience for the Pilot

          • Institutional Sales
          • 500 Associates
          • Geographically displersed
          • Limited office days

Technology Assessment

  • Standard issued device
  • Tool Selection

    • Needs: Push technology, BlackBerry compatible, offline access, minimal end-user involvedment, easty to use development tool, secure content
    • Narrowed to two vendors

      • Chalk (access is offline)
      • HotLava (online – link in email to an online server)
  • Their selection ended up being Chalk


  • Key partners could be:

    • divisions in the organization
    • Customers
    • Procurement
    • Legal
    • BlackBerry Engineering (to help identify what an end user has, internal)
    • IT Risk-(Secure content)
    • Goal of the Pilot

      • The pilot was designed to test the capabilities of the issued BlackBerrys.

        • Presentation (with and without audio)
        • Podcast
        • Vodcast
        • Level one survey
        • Assessment (next implementation)
  • Identified Pilot participants

    • Employess in their benefits deparment
    • Agents
  • Created mLearning accounts on mLearning tool
  • Coordination with the MetLife Management and Field Team
  • Communications created and tailored for target audiences
  • Pilot Results

    • All delivery types were delivered
    • Validated streangths of the push model
    • Validated concerns about the older model
    • Confirmed the capabilities of the new models
    • Target audience was very positive about the new delivery medium
    • The pilot achieved and exceeded their buisness expectations
    • Roles & Responsibilities – Enterprise Use

      • Learning & Development consultant
      • Project lead
      • BlackBerry Engineer
      • Content developer
      • mLearning Administrator
      • Support

        • End User
        • Technology
        • HR production Ops (LMS) using People Soft 8.81
        • Developmet
        • Procurement/Legal
        • Results/Deliverables

          • mLearning Support Website
          • FAQ page on L & D Website
          • Partnerships with Service Delivery Center, HR Production Operations, and BlackBerry Engineering
          • Creation of  MSA with RIM and Chalk
          • Content Types/Templates

            • Text and Graphics only
            • Podcasts
            • Vodcast
            • Used style guidelines for presentations and electronic media, their Creative services created this
            • Communications Strategy

              • Communications plans created for:
              • L & D
              • Sales Org
              • Evaluation

                • Based on whether the learning is formal or informal
                • Informal – completion status
                • Formal

                  • Tracking data from LMS


  • Implementation of a new delivery medium
  • Does not replace elearning or instructor led
  • Documentation produced
  • Workflows created

Course Content Thoughts for Mobile Learning

  • Courses can’t be any longer than 3 minutes
  • Excellent for supplemental learning
  • Small parts

Notes from Marc Roenberg’s – What Every Manager Must Know aboutLearning 2.0 Session Now. #TK10

These are my scattered notes from:

In Marc Roenberg’s – What Every Manager Must Know about Learning 2.0 Session Now.  #TK10

Influences and changes it is going to bring.

What is learning 2.0?

  • We live in a real-time world; therefore it changes everything we do.
  • Education – Stable content, learn for the futuer, apply to broad situation, primarily knoweldge-based, develop the person
  • Our role use to be education, training. Now it is education, training, and information.  #TK10 (Rosenberg)

Blended Learning – Learner, Simulations, Information Repositories, Classroom Training, Mentoring Coaching, Communities of Practice (with embeded technology), Experts and Expertise, Performance Support, etc. #TK10 (Rosenberg)

In Learning 2.0 the Learner is now a Peformer.

In Learning 2.0 where do people learn?

  • In the workplace-Workplace Integration
  • Mobility and Decentralization

    • Mobile learning is learning that follows you. Not training. Whereever you are the learning follows you.
    • Learning Culture

      • Some cultures will not accept learning 2.0.
      • Bad cultures defeat great learning. #TK10 (Rosenberg)
      • You can’t force this (SM) where the culture and organizational environment won’t support it. #TK10 (Rosenberg)
      • The technology is getting so easy to use a CEO can do it. #TK10 (Rosenberg)

Don’t confuse learning and training.

  • Learning is an artifact of human behavior.
  • Training is something we do to people.
  • For the most part when we think of learning we think of it as an iceberg. Most of the iceburg is below the water.

    • We usually look at what we can see such as the courses and catalogs.
    • Underneath the informal learning is going on.

      • Most learning takes place on the job (98%)
      • Most learning is informal: trial and error; doing; asking a friend

Knowledge Management

  • Information Repositories
  • Communities of practice
  • Experts and Expertise
  • Knowledge management is getting informatioin from people who have it to people who need it, in the most cost effective manner. #TK10 (Rosenberg)
  • Usually we are focused on documents and presentations when referriing to KM.

    • We must think beyond documents and presentations.

Web 2.0 is the growing set of tools and processes that allow anyone to create or access digital content and collaborate with others without any sprecial programming skills. ASTD Learning Circuits

Why do we insist that a student sit through a 2-3 day class where they wait until they hear the information they want when we could just give them the information they want in the first place. #TK10 (Rosenberg)

Target populations to Cyber intimacy (personal lesson plans)

Learning management to Knowledge management

LMSs are inadequate for dealing with learning 2.0

Classes to Communities = Instead of thinking of separate classes, think of each class a whole community. They can collaborate, get articles, our influence as trainers would not start on the last day of class. We can influence what happens when they go back to work and in their daily work life.

From Authoring to Blogging

Course catalogs to Knolwedgebases


  • Subject

    • Virtual Communities
    • Experts

      • Blog

  • Course Content
  • Live Events
  • Information Repositories
  • LMS Courses
  • Many different resources for the topic instead of courses
  • (Knowledge centric view of knoweldge)
  • We need to think of subjects in this way instead of just what courses do we have. Think about the content domain, not the course package.

Things Managers Think About

  • Physical Plant (80% of these are closed.)
  • Metrics (Kirkpatrick, actually the client decides what the metrics are, ask the client what they want them to be able to do when it is over?, How can we certify that someone knows what it requires to do the job. Look into the field of certification. Work samples, observation, tests, etc.)

    • Set your standards, match to a certification program, here is what you have to do
    • Technical infrastructure
    • Financing
    • Skill sets (Library science, managing a community, information architect, facilitation, project management, direct content creation)
    • Governance

      • Set up a governance board with many around the table to make recommendations
      • IT
      • Marketing
      • Sales
      • Don’t be in the ivory tower dictating
      • Roles
      • Expecations

Course-centric to Knowledge centric.

Don’t’ Kill the Classroom

  • As everything was going to elearning some things happened
  • The wrong contnet was transitioned to e-learning
  • Learning suffered and costs skyrocketed
  • Lots of “shovelware”
  • ISDs are paid to determine when to use the classroom, when to use e-training

Push to Pull

  • Multiple Leves of mastery Require Multiple Learning and Performance Strategies
  • Novices – Need Training, more formal and structured learning
  • Competent – Need Guidance
  • Experienced –Want access to information
  • Master/Expert (people can teach others) – Want to collaborate and problem solve. More personalized learning. More informal. On the job learning.
  • As people go through these levels of mastery they become more fluent in their jobs.
  • We move from pushing the information to people pulling it.
  • Learning 1.0 is the Supply Side (Prescription)
  • Learning 2.0 Demand Side(Subscription)

Value Propositoin for learning 2.0

  • Speed
  • Performance
  • Accuracy
  • Readiness
  • Gets people to learning faster, quicker, cheaper.
  • When you go and make your case for this, you can’t make it on learning. Learning without performance is meaningless in a business. We must get them to performance faster than the competition. We can do this through Learning 2.0 strategy.


  • A lot of companies are looking for English majors or journalism majors and then turning them into Instructional Designers.

Net Gen Norms #TK10

What is valuable to these Net Gens?

  • Freedom
  • Customization (Can pick out who or what they want to follow), General programs don’t work. They want to be
  • Managed as individuals not as a big group
  • Integrity/transparency
  • Collaboration – no corporate ladder
  • Entertainmement/fun

Employers must undertand the norms.

If you understand the Net Generation, you will understand the future. You will also understand how our institutions and society need to change today.

(Source: Don Tapscott)

Addressing the Gaps in Social Learning Readiness #TK10

Source: intrepidls.com

If you have a gap in You may be facing… You might try to…
Culture An inhospitable organizational curlture Start very small
Community A community without a real need. Look for other target communities or subdivind this one futhre
Support Lac of real support Build awareness; strategic planning; and/or an underground initiative
People Lack of experienced personnel. Buy or rent experience.
Process Trouble finidng suitable content for seed material Acquire content to seed social learning
Platform Lack of technology platform ( Use SaaS as a low cost low effor way to acquire a platform

Ning, presently, socialcast, socialtext.com


Key Dimensions of Organization Readiness for Social Learning #TK10

Source: intrepidls.com

  • Culture – Receptive environment for learning (Community, Culture)
  • Community
  • Support (Sbstantive upper-level support, tangible signs of support from senior leadership, budgetary, organizational clout)
  • People (High level of ability to execute)
  • Processes (High level of ability to execute)

    • We’re looking for processs that can be leveraged to suport successful social learning, especially in the areas of knowledge management and “agile” conent development.
    • Platform(High level of ability to execute)


Building a Team for social learning


  • Stakeholder

    • Content

      • ID
      • Tech Comm
      • KM
      • Information Architect

  • Technollogy

    • Admin
    • UX Designer
    • Developer
    • SMEs
    • Community Participants

      • Community Manager(s) keeps participants safe and engaged.

Risks of Social Learning or Fear and Loathing in Social Media #TK10

Source: intrepidls.com

  • Sharing to much of your IP
  • Distribution of misinformation
  • Innappropriate conduct in work environment
  • Liability from either of the above
  • Information “leaks” (IP in insecure)
  • Wasting time and/or resources “playing around”
  • Giving up control
  • Perceived inablility tomeasure resulsts

Risk/Benefit Analysis

  • Situations that might not be suited for social learning, or that might require a modified approach:
  • Highly regulated industries (financial producs, insurance)
  • Competitive situations (brining competitors in the same social network)
  • Payroll, policies

Situations that might not be suited for social learning, or that might require a modified approach:

  • Highly regulated industries (financial producs, insurance)
  • Competitive situations (brining competitors in the same social network)
  • Payroll, policies

Intrepid’s View on Social Learning #TK10

Intrepid’s View on Social Learning #TK10
Social Learning is one tool in the learning toolbox.

    • It’s not (only) about the technology.
    • There’s still no free lunch, even when the tools are “free.”
        • Users must be encourage to contribute
        • There must be incentives for them to contribute
        • Need active ways to energize the people you are targeting
        • Targeted content
        • Social learning is not fully mature, but it is real. Deal with it.

Busines & Performance Assessment (Going beyond the traditional boundaries of “learning”)


        • We setup the series of training.
        • ILT
        • VILT
        • E-Training
    • Agile
        • Small pieces of easily consumed learning content
        • Job Aides
        • Performance support materials
        • Emphasis is on speed and convenience of access
    • Social
        • Emphasis on collaboration
        • User generated content
        • User determined path in the content


Twitter and Twitterfall in Learning #TK10PRE #TK10

Twitter and Twitterfall  in Learning #TK10PRE #TK10

Twitter is like a river of millions of people spewing out 140 charaters at a time. Some spew more some spew less.


  • Tonight at 9 be on Twitter and the hash tag will be #xyz.
  • Each time you tweet, put the hash tag in there.
  • Example
  • Why do you want to learn xyz?
  • Everyone responds using Twitter.
  • (You aren’t using an LMS, blog, Flash, or anything, just Twitter and Twitterfall-http://twitterfall.com/).
  • Twitterfall can display the hashtag tweets and update in real time.

If you go to Twitterfall.com

Enter a search for a word or a hash tag.