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The official 4 weeks of our workshop are over but I know that it's sometimes difficult with our busy schedules to do all activities in this time frame. You are all still invited to do the activities and share your learnings with us in the community during the next weeks.


I really love the idea of microlearning and can see many potential uses of this - either as part of a blended approach, or as a standalone learning activity. To me, it seems a great way to offer just enough content to staff so they can get just what they want, just when they need it - and build this into a busy schedule.

Within Biometrics Learning, we're increasingly using short videos and screencasts to show staff how to complete tasks, and these are posted on PD live. Adding a social element to these bitesize resources would be excellent to facilitate knowledge sharing between staff, encourage application of skills/knowledge and gather feedback on the resources. We could potentially use discussion postings like the ones that you suggested Julia to encourage staff to discuss around these videos - for example, was this resource useful to you? Do you have any other top tips to share around XXXX topic? etc Again, not something that I've explored using yet, but something I think we could investigate using in future.

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Week 4: Communities
Please have a look at my video first.
As mentioned in the video, your community needs to have a clearly defined purpose for being set up. Just saying you want to set up a community for a training group,... is not enough; you need to be very clear about what the reasons are for setting it up and what value it is going to bring to the members. People are unlikely to want to join a community, unless they know how it is going to help them do their jobs (or do them better):

For continuous learning about a certain area, I'd rather suggest that the community is set up and maintained by the business.
"COMMUNITIES OF PRACTICE are groups of people who share a concern, a set of problems, or a passion about a topic, and who deepen their knowledge and expertise in this area by interacting on an ongoing basis. (...) They ponder common issues, explore ideas, and act as sounding boards. (...) they become informally bound by the value that they find in learning together. This value is not merely instrumental for their work. It also accrues in the personal satisfaction of knowing colleagues who understand each other’s perspectives and of belonging to an interesting group of people." (Etienne Wenger; Richard A. McDermott; William Snyder)
One of the L&D tasks could be to consult groups on how to plan, set up and manage a community of practice in G+ / PD Live:
- How to do a community strategy? (
- What roles do I need in my community? (
- What options do I have to launch my community? What needs to be prepared before the launch?
- What does "moderating a community mean"?
- How do I engage members and leaders?
- ...
A short summary can be found in this Google+ training presentation for community moderators:

Activity 5
Have you used G+ or PD Live to host a community? Or have you consulted groups on how to use a community?
If so, please share with us your experiences.
If not, is this an approach that might work? Can you identify a group where it might be more appropriate to support an ongoing approach to continuous learning, rather than provide them with traditional training?

Activity 2

Genentech has a mentoring toolkit.

We are rolling out Facilitative leadership in PPM on Monday (a 3M program with intro ILT and follow up practice opportunities focusing on learning on the job) using a couple of these methods (via PD Live):
- we provided information on the kick off session in advance of the ILT
- will be following up with posting reference materials,
- will be sharing indidivudal themes such as highlight posts from the follow up events, videorecordings etc.
- after this is concluded in December, we will also be getting feedback and posting the results/sharing what the impact withthe whole community

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Activity 4 (Example)
Here is an example for a micro learning about iPhones:
Show multiple calendars on your Roche iPhone/iPad
Open this page with your PC in Chrome:
Then follow the steps from the video below.
What's your favourite iPhone tip? Share it in the comments section!
Animated Photo

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Week 3: Micro Learning
Please first read this post, then have a look at the attached video.
We've heard for many years that learning is a process not an event. Today we can use Enterprise Social Networks with their activity streams for micro learning activities. Micro learnings...
- are short
- include an activity like reading, watching, doing
- can include a social aspect, e.g. invites active participation and contribution

Contents are very important for micro learning. We need a number of relevant contents to share and develop some activities. The types of contents can have many forms, here are some examples:
- Slide decks
- Infographics
- Papers on some topics
- Videos
- Press articles
- Pictures
- Links to Websites

To make your micro learning social, you should include an activity like:
- Encourage your learners to comment or rate your microlearning nuggets
- Have your learners talk about what they are learning, what caught their interest
- Have them exchange stories on what worked, how they were able to use a certain microlearning nugget on the job
- Get your learners to ask questions
- Have learners share the outcome of an exercise
- Have learners share examples from their area or related resources

Here is good summary of the benefits of micro learning:
And another article from Jane Hart comparing traditional training and learning flows (a type of micro learning):

And here the Activity for this week: Activity 4
Write a social micro-learning activity for a daily tip about a topic of your choice. Share it in Week 3 with the header “Activity 4”. This week I'll also share a micro learning every day via this community as an example.


I’ve just started month 2 at Roche so I haven’t been assigned a training design project yet, so I’m going to use an example from a previous role. The course was presentation skills and it was run using a blended approach: Staff read articles first to cover the knowledge component of the training including content like how to plan and write a good presentation, body language etc, Then staff attended a workshop which focused on what face-to-face training is best at: An opportunity to practice skills and receive nuanced feedback – in this case giving a presentation and discussion of ideas/insights with peers.

Using an ESN would have allowed us to build on and deepen this blended approach, to make it a more effective course for staff and potentially allow them to use their time more flexibly. I would see it looking like this:

Pre-workshop activity on the ESN:

1. Introductions: Including discussions on what do you want to learn & challenges? This allows the facilitator to tailor course content to meet specific needs.

2. Share articles and videos on designing and delivering an effective presentation, and discussion postings around these: Including discussion questions around resources will get people thinking about how they could apply them and share their thoughts with participants, along with other ‘top tips’. This discussion element would be moved from the face-to-face course, into the ESN, so making better use of face to face time.

Face to face workshop(s):

1. Participants practice giving a presentation and receive feedback from their peers and the workshop facilitator.

2. Discussion on techniques on managing performance anxiety: This could be done via sharing resources/group discussion in ESN postings. However, this can be a sensitive subject so it could benefit from face-to-face interaction to promote meaningful discussions.

Post workshop activity on ESN:

1. Share experience of giving presentations using updated skills and what did/didn’t work well (including learnings for next time).

2. Share any useful materials that they’ve sourced on the subject with colleagues.

Other types of training could also benefit from pre and post workshop discussions and sharing resources. For task based compliance trainings, I see a place for pre-reads of guidance docs and watching videos, then thinking about how to apply these and potential challenges and discussing these on the ESN before attending a workshop . The ESN could then be used to share experiences of skills/knowledge application and questions after the course.

Here are some thoughts on the implications on using the ESN in learning experiences for trainers:

• A key role in online discussion facilitation to stimulate and maintain discussions, sign post useful material and ideas relating to discussion, challenge thinking, potential correction of any misunderstandings etc
• Potentially more work outside the face-to-face workshop in terms of setting up and managing the discussion forums and sourcing resources to share. However, as it could cut down on the face-to-face delivery time the overall time needed may balance out.
• Provides useful feedback to update course with in the future: Discussion comments pre and post course may help refine course design and content.

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Week 2 - Topic: Using Enterprise Social Networks for Instructor-Led Trainings / Events
Welcome to our 2nd workshop week. Please have a look at the overview video (4:27 min) explaining different ways to use enterprise social networks in instructor-led trainings:

Some more thoughts about the topic "backchannel": They are mainly used for big audience sessions, conferences - not too much in the traditional classroom. I used backchannels also for virtual training sessions. They create a new channel inside the (virtual) room. As the participants begin communicating with one another in the backchannel, suddenly the trainer is no longer the only one talking. A parallel track of communication has now opened up. This can be very helpful as important comments / discussion / questions can come up. But it can also have the negative effect of losing the focus when switching attention between the presenter / instructor and the stream of information.
What do people use backchannes for?
- Posting the highlights of what’s happening / what’s being said
- Enhancing information, e.g. share links to websites / documents which contain more details
- Add their own opinion to information in the presentation
- Connect with other people in the room
- Ask questions
- Offering compliments / provide feedback
The pros of a backchannel:
- In many instances, audience members engage information more fully than they otherwise would
- Backchannels are a place to connect with others in the room and share a common experience
- Giving a voice for those who can't attend in person or those not comfortable speaking up
- More direct feedback
Risks of a backchannel:
- Distraction and confusion
- Can be chaotic when to many people engage in the backchannel
- Rude comments

Activity 3
Think of a training, workshop, event you have planned. How could you use a group space in Google+ or PD Live? What are the implications for trainers and presenters? Please share your thoughts with the group.

Activity 1

My main contacts are the colleagues from the own department, we have diverse experience and background.

I would like to improve in the following: create more blended learning , i.e follow up with learners. Not sure who has implemented that already.

My network is healthy, I get support when I need it from my colleagues.

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