We asked which resources help you work smarter, and deliver better learning outcomes. Here’s what you told us
Sharing tools
Slack
Why: “Developing digital learning involves a large team in various locations with multiple work streams,” says Ady Howes, digital learning specialist at DPG. “Slack allows us to do that and do that well. If I were to have to choose between email and Slack, Slack would win – hands down.” Where to get it: slack.com
Paper 53
Why: “I use this app with my Apple Pencil to convey ideas in a simple picture. It allows me to create visuals that appear hand drawn, which I can insert into slides or documents – helping me move away from the sterility of stock photos,” says Krystyna Gadd, founder of How to Accelerate Learning. Where to get it: fiftythree.com
Evernote
Why: “It is essential that learners help each other and take responsibility for their own learning. To facilitate this, they need sharing tools such as Evernote so that comment is one-to-many, rather than being limited to one-to-one,” says Nigel Paine, author
of The Learning Challenge and former chief learning officer at the BBC. Where to get it: evernote.com
Collaboration aids
‘At my best’ strengths cards
Why: “I use them regularly in facilitated workshops, and one-to-one and group coaching – they are incredibly valuable and provoke a different way of thinking and engaging in conversations,” says Sara Hope, co-founder of The Conversation Space. Where to find out more: atmybest.com/strengths-cards
Problem-solving ‘Twister’
Why: Dr Keith Holdaway, head of learning and OD at Camden and Islington NHS Foundation Trust, was inspired by Mager and Pipe’s Analyzing Performance Problems to create this tool. “Effectively, it is some large PVC mats that look a bit like Twister, featuring Mager and Pipe’s algorithm for analysing performance problems,” he says. “Groups assemble the algorithm to make a coherent system and discuss the implications of the questions (such as ‘when is poor performance rewarded?’) and actions as they go.”
Unconference format
Why: An ‘unconference’ is when a group comes together to use ‘Open Space’ principles and rules to create and discuss an agenda. “Attending such events allows exploration of thinking and stimulates new thinking while expanding my network even further,” says Michelle Parry-Slater, L&D director at Kairos Modern Learning. Where to find out more: bit.ly/UnconfExp and bit.ly/howtoopenspace
Triad structures
Why: Sarah Harvey, author of Savvy Conversations, says using the ‘triad’ model is a great way to facilitate learning. “I return to this technique time and again because, if the feedback is targeted to learning outcomes, it shines a light on the matter – which is highly effective in facilitating learning.”
#LnDcowork
Why: Founded by Parry-Slater and L&D consultant Fiona McBride, this community gives freelancers the opportunity to share ideas, sense-check work, get feedback on drafts for clients and collaborate in company. “Learning from people who have more consultancy years under their belt is the best way for me,” says Parry-Slater.
Virtual reality
Open Space
Why: “It is a great tool for empowering large groups to co-create an event, reducing preparation time for organisers and facilitators and increasing ownership of results,” says Uta Langley, head of L&D at Historic England. Where to get it: bit.ly/openspaceworld
Google Cardboard
Why: If you’re watching a broadcast through a channel such as Facebook Live or Periscope, put your device in a Google Cardboard to enjoy a simple and cheap virtual reality experience. “This is just the beginning for virtual reality,” says Lisa Minogue-White, director of learning solutions at WillowDNA.
Where to get it: bit.ly/GoogleVirtualR
Digital learning apps
Flipboard
Why: “Flipboard enables you to create and maintain a magazine-style feed of articles, news, views and videos that is accessible on any device, and can be shared with learners and within teams,” says Howes. Charles Jennings, co-founder of the 70:20:10 Institute, adds: “Flipboard is a very useful aggregator – providing one interface for multiple sources and resources.” Where to get it: flipboard.com
Adobe Creative Cloud
Why: “When it comes to producing digital learning content with a serious punch, the Adobe Creative Cloud suite is a must for our team,” says Howes. “We use it to produce high-impact animations, imagery, video, sound and vision for our learning content.” Where to get it: bit.ly/whatisCC
Fuse
Why: Learning platform Fuse “encourages social and peer-to-peer learning, which has shown real benefits for our customers”, says Jenni Heyes, head of talent and development at Vodafone UK. “Colleagues are able to upload and share simple videos that show others how they’ve approached a situation, such as how best to demonstrate a new mobile phone to a customer.”
Camtasia
Why: “It’s the most reliable, highest-quality screen-capture software I’ve used,” says Howes. “I use it to produce learning, but also to share knowledge within the team.” Where to get it: bit.ly/Camtasiaoverview
Skitch
Why: “I use Skitch (for Mac) to personalise the screenshots I use of social media in my training manuals. It gives my learners something clear to refer back to and jogs their memory on what they’ve learned. You can also write on it, put arrows on it and block bits out,” says Katrina Collier, a trainer and speaker in social media recruitment. Where to get it: bit.ly/Skitchapp
Adobe Connect
Why: “Having a virtual classroom tool with lots of options – such as whiteboards and breakout rooms – means I can design and deliver an experience that is engaging and interactive, and achieve the learning outcomes,” says Jo Cook, an L&D specialist at Lightbulb Moment. Where to get it: adobe.com
Personality and behaviour tests
Myers-Briggs Type Indicator (MBTI)
Why: The MBTI group feedback kit makes taking and interpreting the quiz interactive and fun, and reduces preparation time for the MBTI-qualified practitioner. “You don’t have to come up with your own exercises. We use MBTI a lot when working with teams,” says Langley. Where to get it: bit.ly/OPPMBTI
The Sixteen Personality Factors Questionnaire (16PF)
Why: This self-report personality test has been developed over decades of empirical research by Raymond B Cattell, Maurice Tatsuoka and Herbert Eber, so you can be confident that its results are robust. “I would find it hard to function without 16PF,” says Kate Livingstone, head of HR and recruitment at Osborne Clarke. “I believe it gives the practitioner and the individual a rounded view. It can be used in so many HR, recruitment and development settings.” Where to get it: 16pf.com
DISC
Why: This tool helps you discover how DISC factors (dominance, influence, steadiness and compliance) predict your behaviours towards others and everyday tasks. “The one tool I absolutely love using for management, leadership, soft skills and training is DISC,” says Tracey Rotsey, an L&D consultant, trainer and coach. Where to get it: bit.ly/whatisDISC
Reading materials
The Accelerated Learning Handbook Dave Meier
Why: It is packed with ideas for engaging and assessing learners, says Gadd. “It also includes ideas on how to check the learning has been transferred into the workplace, using line managers.” Where to get it: bit.ly/ALHandbook
The Knowing-Doing Gap Jeffrey Pfeffer and Bob Sutton
Why: “It addresses many of the problems with L&D practices,” says Jennings. “Huge resources are poured into training, coaching and leadership development every year – yet there are still yawning gaps between what people know and what they do in their organisations.” Where to get it: bit.ly/K-DGap
70:20:10 towards 100% performance Jos Arets, Charles Jennings and Vivian Heijnen
Why: “Before this book was written, there was nothing to help guide the use of the 70:20:10 model,” says co-author Jennings. It contains detailed tools, tasks and roles to help L&D professionals extend their focus and capabilities. Where to get it: bit.ly/702010book
More Than Blended Learning Clive Shepherd
Why: “This book is a practitioner’s guide to designing world-class learning interventions,” says Jonathan Archibald, managing director of Brightwave Group. “It has great case studies about large-scale projects that have really delivered on the promise of blended learning.” Where to get it: bit.ly/MTBLbook
blog.cathy-moore.com
Why: Archibald also rates the blog of training designer Cathy Moore: “It is packed full of good ideas on how to design lively training for adults. Moore’s work on action mapping and branching scenarios has had a big influence on how I design e-learning courses.”