2 Floods-Supervisors and Staff Love Automatically Generated Learning Analytics Engaging Screenagers

DrWarren Engaging Screenagers business plan workshop-packed house

2 Floods-Supers & Staff Love Analytics Engaging Screenagers

This morning I woke up to find a flood (okay only 5 but that’s a flood for me at this point) of emails asking about eWorkbooks with automatically generated learning analytics.
These emails were from folks who read my blog yesterday where I wrote about automatically generated learning analytics for the school classroom.
The first flood came from 3 supervisors wanting to know how they could use eWorkbooks with automatically generated learning analytics.
The second flood came from 2 staff members wanting to know how they can get their training department to use e Workbooks so they can share ownership and learning.


Yes, we’ve been using eWorkbooks for in-house organisational trainings for 3 years now.
We were using them in my church too, and now, though, we have an app that a volunteer created so the congregation can answer questions to stay engaged as we move along with the sermon. The problem is the church app doesn’t have the automatically generated learning analytics for us to see what others have submitted which prevents us from becoming a social-learning group. That’s okay as some folks don’t want to share the ideas they generate during a church sermon.
Let me get back to organization training (and sales managers love this tool too) with this tool generates massive value and ownership as eWorkbooks automatically generate learning analytics summaries.
Although education and organization groups love using their mobile devices with eWorkbooks and then see in-class learning analytics, among the groups there are slightly different foci.


Let’s look at groups first.
If you want you to compare, you can read my blog from yesterday to see what teachers and students love about automatically generated learning analytics.
Flood 1) Supervisors love
There are a few benefits for supervisors.
1st: They can see which other staff members coming up with statins thinking and if there’s a whole bunch of staff members are saying there’s a problem or something can be improved then the supervisors know it right away.
Due to their positions most of the time staff members won’t come forward and share their ideas, but when they are using eWorkbooks and discussing issues and improvements with others, in our courses the staff members flood suggestions for improvement.  
When we were first testing eWorkbooks we wanted to make sure no one fell behind, and a wise principal pointed out that we would get higher performance if we focused on the top learners. (optimal engagement)
2nd: Supervisors can follow-up immediately with less engaged (junk engagement) staff who have contributed little throughout the training. 
Because the analytics appear in the training room, participants who can improve can see others’ performance and take only a little encouragement to step-up and contribute. (optimal engagement)
DrWarren Engaging Screenagers business plan workshop-packed house
DrWarren Engaging Screenagers business plan workshop-packed house





3rd: As a result, supervisors can see who on their staff have given useful suggestions and who have given creative ideas.
For some reason, this one feature seems to have an influence that kicks-up training engagement to a whole new level in our in-house courses. (optimal engagement)
Flood 2) Staff members love
The staff members appreciate seeing learning analytics too.
1st: Staff members can see see what other people are writing, thinking, and feeling about the issues and ideas being discussed.
Often this gives permission for most everyone to contribute, and because they are using eWorkbooks even the shy can contribute. (optimal engagement)
This goes back to the focus group idea I blogged about a few days ago.
One thing about a focus group in a traditional marketing sense is that we go into a room and ‘focus’ and we talk and in the end we are done, we don’t know what happened behind the scenes.
Using eWorkbooks, participants know right away how their ideas count and they are making a difference.
2nd: Because of the nature of the eWorkbook, staff members can see the analytics and know what other people are thinking and with that review they build strong ownership in learning. (optimal engagement)
That sharing becomes an organizational culture where staff members feel valued for their contributions beyond the paycheck, and as a result good idea sharing becomes a habit.
3rd: Now the staff members can get credit for the ideas they share. (optimal engagement)
As I’m often told, in the past supervisors would take credit for the ideas their staff gave them and this changes the scenario from the “supervisor has good ideas” (junk engagement) to the “supervisor’s staff members have good ideas.”  
Which supervisor scenario do you think builds more workplace engagement, worker ownership, and organization loyalty?
Which supervisor would you like to work with?
We’ve even had organizations tell us the staff wanted more training so they could share more ideas, and this shows the staff members really care about the organization, the work, and the process.
Question: How much does this service cost?
Answer: How much does an Gmail account cost?
Often it costs very little to take a small risk to change your life in a positive and major way, but it’s sad that most people don’t think they can change.
Won’t the best business owners and bosses want their Engaging Screenagers staff members to share great ideas and take ownership for their work?
Wouldn’t it be so much more valuable to most every organization to empower management and staff to contribute and share engaging, innovative ideas?
Don’t staff members hold back when they don’t feel the process is fair, and doesn’t that holding back ultimately penalize the organization’s long term growth?

Build analytics into development, profit from the growth.
You can see examples of screen innovations for Optimal Experiences at JOIN THE CURATION: Google+.
Remember to engage tomorrow.
Following with you.
Keep it simple.
All the Best, Warren
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Dr Warren LINGER © 2017
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