Training Industry Magazine - September/October 2021 - 42

spot, " or optimal challenge, for each
individual. Optimal challenge is when
the level of content difficulty is just
above someone's current capability,
which pushes him or her to achieve
greater learning gains and retain them
long-term. Coupled with deliberate,
purposeful practice, learning science
has shown repeatedly that this is the
most efficient and effective approach
to learning and retention.
Choices within the learning
experience might include allowing
learners to:
* Choose how they want to engage
with content (e.g., read it, watch a
video, engage in a practice session
with Q&A, etc.).
* Select how they want to receive
feedback - immediately, on
occasion or not at all.
* Respond to or ignore prompts
reminding them to revisit/source
content where they demonstrate
weak performance.
Each choice that a learner makes
(along with the patterns of clicks
that lead up the respective choice)
yields a new behavioral data point,
allowing an adaptive learning
platform to map, analyze and adjust
to the needs of the individual learner
more
efficiently
and
effectively.
These data points accumulate as
a learner moves through a system
- making choice after choice.
And in the most advanced, datascience-driven,
adaptive systems,
they can be analyzed in real time
by AI to generate an increasingly
comprehensive picture of each
learner's aptitude, attitude and
needs.
Armed with behavior and knowledge
mapping, adaptive learning programs
can also amalgamate the
behavioral data
Behavior and knowledge mapping
provides a wealth of advantages for
both the learner and the organization.
Here are some examples of behavior
and knowledge mapping in action:
EXAMPLE 1:
A MORE EFFECTIVE LEARNING
EXPERIENCE
One of the keys to one-to-one learning
is that it's interactive, dynamic and
tailored to the unique needs of the
individual. With behavior
and knowledge
mapping,
of individuals into a group view that
can predict bottom-line outcomes
like productivity, performance,
revenue and even culture. That's
right, this data can tell organizations
if their people are dialed in, or just
attempting to " fake it til they make
it. " And because behavior and
knowledge mapping is AI-powered,
its predictions and recommendations
get smarter and smarter with every
learner interaction.
When people have
autonomy over
their learning
experience,
they pay better
attention and
they're more
engaged.
BEHAVIOR AND KNOWLEDGE
MAPPING IN ACTION
adaptive systems can deliver
something very similar, providing
learners with:
* Their optimal challenge - meaning
the content is challenging and
engaging, to get the learner into
and maintain their " learning flow. "
* More effective and timely learning
" nudges " based on knowledge and
behavioral input.
* Perfectly timed memory boosters
to address the Forgetting Curve.
Behavior and knowledge mapping
can also give an organization a much
better understanding of who might
be struggling, where (which skills and
learning objectives) and why, with
behavioral insights that are relevant
and actionable.
EXAMPLE 2:
PROFICIENCY WITH EFFICIENCY
Most adaptive platforms simply focus
on efficiency, with proficiency being
secondary. Because behavior and
knowledge mapping can deliver
learning that's hyper-targeted to the
needs of the individual, learners are
able to progress much more quickly
through the content while the system
objectively measures proficiency,
in parallel.
Behavior and knowledge mapping
has effectively flipped the old way
of learning (where time was fixed
and proficiency was the variable),
to now having proficiency fixed and
time being the variable. Learners
maximize time by quickly moving past
what they already know and focusing
on the content they have yet to
learn, with behavior and knowledge
mapping directing them back to
specific portions of the learning that
need more attention and delivering
relevant
memory
boosters.
This
process can help learners get back
to work faster, and fully prepares
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https://bjorklab.psych.ucla.edu/wp-content/uploads/sites/13/2016/04/EBjork_RBjork_2011.pdf https://bjorklab.psych.ucla.edu/wp-content/uploads/sites/13/2016/04/EBjork_RBjork_2011.pdf https://www.hbr.org/2007/07/the-making-of-an-expert https://www.hbr.org/2007/07/the-making-of-an-expert https://www.trainingindustry.com/wiki/content-development/forgetting-curve/

Training Industry Magazine - September/October 2021

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