# data[].attributes.body
Here's a PDF, complete with notes

# data[].attributes.body
I recommend you download and complete this version on your desktop as the browser may not retain information you enter

# data[].attributes.attachment_link.title
Fillable PDF version - Notes and Exercises- Expert Learning ATD 23

# data[].attributes.body
Make a copy and you can annotate, edit, and share!

# data[].attributes.attachment_link.title
Notes and Exercises- Expert Learning ATD 23

# data[].attributes.body
Keep in touch! You can use this card to get my contact info, including my website, LinkedIn profile, and Twitter handle.

# data[].attributes.body
Feel free to chime in with questions, comments, or suggestions during or after the session. I will monitor this column periodically and respond as best I can. Feel free to use the various options for expression padlet offers - voice, video, photo, etc. - though be mindful of your neighbors if your offering insights while the presentation is still going :)

Just click the + button at the top of this column to start your own post

# data[].attributes.body
My first book introduces Universal Design for Learning to the field of workplace learning and development. Learn how to foster the context and capacity for expert learning so individuals, teams, and organizations can thrive.

# data[].attributes.attachment_link.title
Upskill, Reskill, Thrive: Optimizing Learning and Development in the Workplace

# data[].attributes.attachment_link.description
Upskill, Reskill, Thrive: Optimizing Learning and Development in the Workplace [McKenna, James, Grant, Kendra] on Amazon.com. *FREE* shipping on qualifying offers. Upskill, Reskill, Thrive: Optimizing Learning and Development in the Workplace

# data[].attributes.headline
Designing for Modern Learning: Beyond Addie and SAM

# data[].attributes.subject
Designing for Modern Learning: Beyond Addie and SAM

# data[].attributes.body
Lisa MD Owens and Crystal Kadakia introduce the Owens-Kadakia Learning Cluster Design model, a more systemic and wholistic approach to supporting learning and improving business outcomes. This work is both in-depth and an easy read - a tough feat made possible through the repeated use of effective visuals, chunked learning, and concrete applications and examples.

# data[].attributes.attachment_link.readable_text
Designing For Modern Learning: Beyond ADDIE and SAM

Published by ATD, this book describes the fundamental shift that has occurred in the nature of L&D's role as a result of the digital revolution and introduces our new five-step model: the Owens-Kadakia Learning Cluster Design Model (OK-LCD Model).

In each chapter, the authors share stories of business leaders, L&D professionals, and learners who have successfully adopted the OK-LCD Model, detailing how they altered organizational mindsets to meet the needs of modern learners and their organizations. Included are how-to features, tools, tips, and real-life "in practice" sections.

"The OK-LCD model is exactly what I need - a simple, comprehensive, research-based compass to help my team navigate the complexity we are currently facing in learning design. In today's remote-first working environment, we have loads of programs to redesign and even more to build. "Design for Modern Learning" aligns us all to a fresh, simple framework and a new, much-needed language so we can move swiftly and confidently. Instead of continuing to talk about how things need to change on many, many fronts, this book will enable my team to move into action!"
Molly Brown Pickett, Head of Learning Experiences, Facebook

# data[].attributes.attachment_link.description
Published by ATD, this book describes the fundamental shift that has occurred in the nature of L&D's role as a result of the digital revolution and introduces our new five-step model: the Owens-Kadakia Learning Cluster Design Model (OK-LCD Model).

# data[].attributes.body
This site contains my blog, links to published articles and podcast appearances, and contact info. You can also find me at:
Https://linkedin.com/in/drjmckenna/
https://twitter.com/jamesmckenna

# data[].attributes.attachment_link.readable_text
James is a consultant, speaker, author, learning architect, and expert in inclusive learning.

Hello

I have a bone to pick with lost potential. I help people, teams, and organizations learn, improve, and thrive by designing and delivering learning environments and ecosystems that are inclusive, innovative, and impactful.

About the Book

​Upskill, Reskill, Thrive! illustrates how to create and sustain learning and work environments that honor and empower individuals in ways that promote knowledge generation and sharing. This book will help L&D, educators, and corporate leaders motivate their teams from the inside to improve performance and become part of an inclusive culture across an organization.

Services

Whether you need a thought partner, a capacity builder, or a motivating speaker, James is ready to exceed your expectations.

Consulting

Looking to rethink your current efforts? Trying to build a learning ecosystem that embraces all your people AND drives outcomes? James can help you build and enhance your expert learning efforts

Training and Coaching

James is can provide teams with training and coaching in: Expert Learning/Universal Design for Learning; designing learning ecosystems; and learning and motivation science.

Keynotes and Presentations

James is available to provide customized presentations. He has presented at numerous national and international conferences and can engage, entertain, and enlighten your audience.

# data[].attributes.attachment_link.description
Web home for James McKenna's learning consultancy, blog, speaking engagements, and more

# data[].attributes.body
Learn more about CAST, the originators of UDL, and their work in workplace development, education, accessible materials, and more.

# data[].attributes.body
CAST's online home for the UDL Guidelines. You can learn more about each principle, guideline, and checkpoint. You can also get some recommendations for putting them into practice - some may seem too "education" based, but there are still plenty of good starting points. Finally, you can get the reference lists for all the research that undergirds the framework.

# data[].attributes.body
Using the + button at the top of this column, start a post and let us know where you think you might see barriers to expert learning.

# data[].attributes.body
Using the + button at the top of this column, start a post and let us know where you think you might see barriers to expert learning. You can type your answer or take a picture of your handwritten notes!

# data[].attributes.body
This is the first L&D book I’ve read cover to cover in a while. The language is straightforward, engaging, and surprisingly funny (or not so surprising, if you’re familiar with the author). I found the approach to organizing, prioritizing, and deploying the ecosystem to be immediately helpful in my practice, and even my non-L&D colleagues could readily understand the basics of the framework and the connections to our work.

# data[].attributes.attachment_link.readable_text
I like "framework" more than "model" because it feels organic and flexible. "Ecosystem" speaks to the need to stretch beyond traditional L&D tools and tactics. It's not really about "learning," but it's for L&D pros so I had to get that term in there.

"Modern" made the cut BECAUSE it's a vague concept - a moving target. What's modern today is outdated tomorrow. That's what this framework is designed to overcome by grounding L&D in the realities of the workplace as opposed to the latest trend.

And that's how I ended up with the Modern Learning Ecosystem Framework (trademark).

This is especially true when it comes to shared knowledge. It's the first step in applying the MLE Framework. If the people you support access information via tools that you do not control, then you must partner to integrate these tools into your strategy. That doesn't mean you need to buy or administer every SharePoint, wiki and Slack channel. Instead, L&D must collaborate with the teams that own these channels, such as corporate communications and knowledge management, and demonstrate how the pieces fit together to enable the workforce.

This is also why chapter 13 is entirely about influence. We're must help people think differently about the role of learning and how it relates to their work if we're going to architect a right-fit ecosystem for everyone.

For example, if you're trying to help new managers become better coaches, you may ...

Curate a series of on-demand videos describing different tactics for facilitating a difficult coaching conversation (shared knowledge)

Partner new managers with more experienced peers so they have a dedicated person of whom to ask questions (performance support)

Nudge managers to engage in a series of weekly scenarios via their smartphones to practice specific coaching skills (reinforcement)

You see where I'm going with this ...

What does "availability" mean on the X axis of the Modern Learning Ecosystem Framework?
It refers to the ease with which the average employee can access resources from within each framework layer. For example, shared knowledge resources, such as wiki articles or job aids, are generally more available to employees than structured courses because they do not require the employee to step away from their work. The purpose of the MLE Framework is to shift learning and support closer to the workflow. Availability is a key consideration when making this shift.

# data[].attributes.attachment_link.title
The Modern Learning Ecosystem | LearnGeek

# data[].attributes.attachment_link.description
I like "framework" more than "model" because it feels organic and flexible. "Ecosystem" speaks to the need to stretch beyond traditional L&D tools and tactics. It's not really about "learning," but it's for L&D pros so I had to get that term in there.

# data[].attributes.body
From the Nat Geo series "Brain Games"

# data[].attributes.attachment_link.title
Test Your Brain - National Geographic on AUSTAR

# data[].attributes.headline
Extreme Ownership: How Navy SEALS lead and win

# data[].attributes.subject
Extreme Ownership: How Navy SEALS lead and win

# data[].attributes.body
Addressing barriers and providing supports means you're taking ownership of everywhere learning and work happen. That level of ownership is both a challenge and a tremendous asset. This book has been instrumental in my personal and professional growth.

# data[].attributes.body
Goal 1 - This is a great topic, maybe for Monday when people are more mentally fresh, not Wednesday haha

# data[].attributes.body
This short piece lays out the three networks and their relationship to the UDL principles, the goal-directed nature of the brain, and how UDL helps us address learner variability

# data[].attributes.body
Focus on one task, one sense

# data[].attributes.body
Very busy video

# data[].attributes.body
Mental Capacity
Laziness
Time
Uncomfortable
Not Driven
Low Discipline
Unaware of Full Potential
Previous Bad Resources

# data[].attributes.headline
Time, mental ability, motivation, discomfort, physical disability, compensation, arrogance

# data[].attributes.subject
Time, mental ability, motivation, discomfort, physical disability, compensation, arrogance

# data[].attributes.body
May not have a clear goal to meet

# data[].attributes.body
Adults may not know how to learn