1. The great training robbery (thursday)
1.1. Great use of two extra presenters in canada through adobe connect
1.2. what are the visions and challenges for 21st century learning in organizations?
1.2.1. harold
1.2.1.1. deal with complexity
1.2.1.2. rethink training
1.2.1.3. rethink how we consider work and learn?
1.2.2. jay
1.2.2.1. everything is gettin unpredictable
1.2.2.2. network era
1.2.2.3. be flexible
1.2.3. doing a better job costing less money
1.2.4. people working globally
1.2.5. with all the tools: how do you make it happen?
1.3. The conspiracy of convenience
1.3.1. how could learning link to business needs
1.3.2. impact on business performance
1.3.3. lets have an impact
1.4. Whats changing?
1.4.1. Process of learning
1.4.2. Business / learning integration
1.4.2.1. Only 23% of CLO's says their people are growing fast enough to keep up with the needs of the business
1.5. What do we need to do?
1.5.1. Emergent learning
1.5.1.1. how can individuals maximze their potential?
1.5.1.2. speed up feedback loops
1.5.1.3. know who is more important then know how
1.5.1.4. connecting and communicating
1.5.2. how can we promote emergent learning?
1.5.2.1. emphasis on self directed learning
1.5.2.2. learning officers need to support learning, facilitate it
1.6. hierarchy to wirearchy
1.6.1. who you know
1.6.2. who you trust
1.6.3. changes in structure of organizations
1.6.4. archy = goverging principle
1.6.5. wirearchy = working and living in a wired environment
1.6.6. beyond the information revolution (Drucker)
1.6.6.1. knowledge workers own the means of production
1.6.6.2. there has been a lotta talk on this article
1.7. Cynefin framework
1.7.1. simple
1.7.2. complex
1.7.3. chaotic
1.7.4. complicated
1.7.5. learning through networks of trust
1.8. collab learning system at Cisco
1.8.1. challenge is to find time and see the value (peter meerman)
1.8.2. tell stories of where it worked
1.8.2.1. book"enterprise 2.0"
1.9. move from curriculum to "what does it take to get the job done" (Jay Cross)
2. Storytelling (friday)
2.1. Reflective narratives
2.1.1. University of leeds
2.1.2. Use of pictures
2.1.2.1. represent emotions before, dureing and after first patient visit
2.1.2.2. chossing images
2.1.2.3. creating stories
2.1.2.4. New node
2.1.3. continue
2.1.3.1. issues of assessment
2.1.3.2. tutors
2.1.3.3. students become more creative!
2.1.4. "you could certainly tell from the stories who had medicine in their hearts!"
2.1.5. www.ireflect.org
2.2. e-VITA electronic life exp based on storytelling and serious games
2.2.1. 28 european cultural games in 7 languages
2.2.2. experience, reflect and learn
2.2.2.1. digital natives
2.2.3. from storytelling Cops to serious games
2.2.3.1. linear to non-linear context
2.2.4. balance between engagement and pedagogical objectives
2.2.5. 4D Framework
2.2.5.1. Learn
2.2.5.2. Play
2.2.5.3. share
2.2.5.4. Tell
2.2.6. lack of studies
2.2.7. Vygotskyan approach
2.2.7.1. Zone of proximal development
2.2.7.1.1. ZPD is the distance between waht a
2.2.8. 4 type of games
2.2.8.1. experiential
2.2.8.2. narrative
2.2.8.3. problem based
2.2.8.4. Exploratory
2.2.9. need for lots of content
2.2.10. nice job using colors in history game
2.2.11. www.seriousgames.it
2.3. The digital storyteller
2.3.1. The idea of storytelling is something that we all like and do since long
2.3.2. Oral tradition
2.3.2.1. Grandfather around the fireplace
2.3.3. Storytelling in the digital age
2.3.3.1. more opportunities for engagement
2.3.4. Digital cartoons
2.3.4.1. create your own avatar/ character
2.3.4.2. create spaces to tell stories, what are you good at?
2.3.4.3. kids come up with great stories and cartoons
2.3.4.4. kids love to share and see what others are doing
2.3.5. Webcasting
2.3.5.1. sharing passionate stories
2.3.5.2. monthly webcast in the community
2.3.5.3. online
2.3.5.4. engage with eachother to learn
2.3.5.5. database of practices
2.3.6. Technology now connects us differently
2.3.7. Blog of Cristina
2.3.7.1. A never ending journey
2.3.7.2. narrative, own learning story
2.3.7.3. by sharing thoughts, discover more about oneself
2.3.7.4. reflection
2.3.8. www.knowmansland.org
2.4. Discussion
2.4.1. Digital identity
3. Unconference
3.1. Barcamp.org
3.2. open space
3.3. unconference
3.3.1. what happens in the session is what is supposed to happen
3.3.2. if your not learning..use your feet and go somewhere else
3.4. world cafe
4. Battle of the bloggers
4.1. Jane Hart
4.2. Donald Clark
4.3. Clive shepherd
4.4. Ellen wagner
4.5. ROUND 1: About the brain
4.5.1. Can findings in brain science give us better learning in schools and workplace??
4.5.1.1. Ignoring brain science as learning specialist is like a doctor ignoring anatomy
4.5.2. Brain rules (Book)
4.5.3. Brain based education: fad or breakthrough?
4.6. ROUND 2: The urban legends of learning
4.6.1. Teaching as the oldest profession or the biggest in the world
4.6.2. Is there a common language in the learning field? What do we agree on?
4.6.2.1. there is no single view of the world, thats what it makes interesting (Clive)
4.6.2.2. Find common meaning, share your thought
4.7. ROUND 3: It's not about the tools but...it is
4.7.1. What are the learning tools of the future?
4.7.1.1. We need dedicated tools
4.7.1.2. lets more use tools freely in format
5. Towards Maturity
5.1. http://www.towardsmaturity.org/
5.2. Why are some organizations more succesfull then others?
5.3. Twitter: @lauraoverton
5.4. Original promise of e-learning
5.4.1. Learning transformation
5.4.2. is not happening
5.4.3. 74% of organizations use learning technologies, but very reluctantly
5.5. Innovation: its not about technologie
5.6. Trend over last 12 months
5.6.1. Bussinesses are demanding more for less
5.6.2. L&D is demanding more from technology
5.7. Barriers to innovation are shifting
5.7.1. Reluctance to adopt
5.8. L&D is separated from business and learners
5.9. We are the "wall" that stops innovation moving forward
5.10. Towards maturity model
5.10.1. 1
5.10.1.1. defining need
5.10.1.2. learner context
5.10.1.3. work context
5.10.2. >> 2
5.10.2.1. Building capability
5.10.2.2. Ensuring engagement
5.10.2.2.1. Change management
5.10.3. >>>> 3
5.10.3.1. Demonstrating value
5.10.3.1.1. Highlight business impact
6. e-portfolio's
6.1. for Health professions
6.1.1. portfolio's for all health professionals
6.1.2. Students
6.1.2.1. Structured portfolio
6.1.3. Professional
6.1.3.1. Flexible
6.2. Higher education
6.2.1. Collecting
6.2.2. Selecting
6.2.3. Reflecting
6.2.4. Presenting
6.2.5. Is there a need to take information/ portfolio with you?
6.2.5.1. why not use personal portfolio and leave the professional one?
6.3. Enterprise Portfolio and Skills Management Systems
6.3.1. Portfolio is emerging with other aspects in the organization
6.3.1.1. towards enterprise system
6.3.1.2. no longer "home grown" small applications at R&D and department level
6.3.2. Enterprise system
6.3.2.1. Scalable
6.3.2.2. Secure
6.3.2.3. Robust & Reliable
6.3.2.4. Adaptable
6.3.3. Usability = key aspect of design
6.3.3.1. usablity often is the reason for systems to fail
6.3.4. Concept of Portfolio emerges
6.3.4.1. Learning management
6.3.4.2. Skills management
6.3.5. 2 scenario's - cases
6.3.5.1. Large telecom institute
6.3.5.1.1. Corporate strategy plans mapped into competency models
6.3.5.1.2. peer/ self assessments
6.3.5.1.3. Why not traditional skills management?
6.3.5.2. Governement - Skone Region
6.3.5.2.1. employability
6.3.5.2.2. e-portfolio's for all regions (vision)
7. Keynotes Friday
7.1. Charles Jennings
7.1.1. Fundamental changes
7.1.1.1. Event -> Process
7.1.1.1.1. Learning as a specific event (course) to embedded in the work process
7.1.1.2. Knowledge is no longer power > access to knowledge is power
7.1.1.2.1. not important what you know, but who you know (Networks)
7.2. Tarkan Maner
7.2.1. Wise Technologies
7.2.2. Trends in technolgy
7.2.2.1. green computing
7.2.2.2. Virtualization
7.2.2.3. Cloud computing
7.2.2.4. Mobility
7.2.2.5. Overall connectedness
7.3. Martin Dougiamas
7.3.1. People + software tools >> community
7.3.2. 33% of users of Moodle = university
7.3.3. Great slide of steps of implementation
7.4. David James Clarke
7.4.1. Access to knowledge is power
7.4.2. plato - socrates
7.4.3. Metcalfe's law
7.4.4. experiential learning
7.4.4.1. example of movieclip from matrix
7.4.5. From just in case learning to learning on the job
7.4.6. Toolwire.com
8. Sessions I missed out
8.1. Jane Hart: Tools of trade, creating the new era for corporate learning
8.1.1. http://www.c4lpt.co.uk/articles/oebjh.html
8.2. Unconference
8.3. Brain - science
9. Conclusions
9.1. Conference
9.1.1. Organization
9.1.1.1. Large conference
9.1.1.2. Less focus on organizational learning (wish for more)
9.1.1.3. Too hot
9.1.1.4. Great for networking
9.1.1.5. I've met people only knew online
9.2. Presentations
9.2.1. Much diversity
9.2.1.1. also in audiance (expert- novice - beginner)
9.2.1.2. innovators - non innovators
9.2.2. too much one way (teacher centred)
9.2.3. quality differs
9.3. themes
9.3.1. access to knowledge = power
9.3.1.1. From hierarchy to wirearchy
9.3.2. relate to business goals, show business impact
9.3.3. informal learning
9.3.3.1. use of social software
9.3.4. Conspiracy of convienence
9.4. Graham Atwell: "Online-Educa is probably not the place to go for cutting edge research and development. Rather it tends ot rflect what is main-streaming and this make sit all the more interesting."
9.5. Next year
9.5.1. Need to do presentations myself
9.5.1.1. dont focus on tools, but process
9.5.2. try to attract corporate clients
9.5.3. more and better use of IT
9.5.4. mindmapping works good, do it with more people