Leveraging Adaptive Learning & Emerging Technologies to Train the "Hands-On" Learner
as Jay mentioned Eric joined our team just about a year ago as his anniversary is coming up and uh excited about that but more excited for him to share with you some of the really cool things that he's been working on uh before we get to the fun stuff though just a little bit about who we are at uh repairify and Aztec um Aztec is the leader in electronic vehicle diagnostics and calibrations and you'll see a couple of our devices up on the screen there uh electronic vehicle diagnostics are if your car is involved in a collision there's so many cameras and Radars and lidars and other elements in that vehicle that require work when a vehicle is being repaired our folks do that work so we connect virtually into tools our the the Gen 2 device that one sitting on the blue cabinet in the upper right hand corner is actually just a communication tool and it allows us to connect to any car anywhere in the world that has internet connection and attach an oem original equipment manufacturer scan tool to that vehicle um but Aztec is just a part of the puzzle the bigger part of the puzzle is repairify and repairify is the umbrella organization if you will that Aztec is under but you'll see there are also many other uh Brands so we focus on diagnostics calibrations we also do remote services and uh we're starting to get into the the world of Automotive intelligence um we conduct a large number of scans each and every day and so we have data sets that lots and lots of people are very interested in so we within repairify and Aztec uh again you can see some of the other brands under there special shout out to atg the automotive training group they deliver seminars and webinars focused primarily on the mechanical side to technicians around the country but for repairify itself uh and Aztec we have over 400 technicians that are certified and Eric will talk more about it what ASE and icar are um over 22 000 customers we have eight patents that uh that keep our lights on so to speak and in 2020 we repaired over 1.2 million vehicles and so far we have uh in 2021 over 6 million uh separate events in repairing cars that were conducted we scan about 6 000 cars a day and then we calibrate about a additional thousand cars a day so uh lots of folks doing lots of work to keep all this running um about two years ago we decided as an organization to really enable our learning side and start leading as uh as education as one of our our leading indicators to our customers and to do so we the organization created the position of Vice President of Learning and Development and we hired a gentleman by the name of Chris Chesney into that role so I report to Chris uh Chris is uh extremely well known particularly in the mechanical Automotive space with over 30 years experience and he's done some remarkable things in those 30 years so he was brought on intentionally to help us up our game in the world of learning and leveraging Technology to achieve that so much of what you're about to see was brought to the table by Mr Chesney and as a part of the growth of the training department we added several people to it including Mr McClellan as the senior training manager uh as Jay mentioned a really unique fit because Eric used to be a car's got a car guy has literally written the book on the GM Ellis engine written three of them actually uh published in Hot Rod Magazine so he he's been a card nerd for many many years and actually when he first started and my boss met him my boss said weren't you the guy who did that that blog of a build out on a car and and so it turned out that my boss had been a follower of Eric's many years ago so very much the right guy for the job so with that I will turn it over to the legendary or inFAMOUS Mr Eric McClellan thanks Mike I appreciate that um uh if you're not familiar with the name McClellan it is a Scottish name and Scottish tend to be storytellers so uh you're probably going to hear some stories and you're going to see some kind of threads go through the presentation but I highly encourage folks uh to chat with me in the chat box I will follow it as we go to me the worst question is the question that never gets asked so please do ask as we go um even even if I'm going to answer it later I've already answered it please just ask the question anyway I want people to walk away really feeling like they got something out of this so please uh do ask your question and I'll answer them uh as soon as possible I might call Harvey I'm in and out like a ninja you won't even know I was there let's talk about the agenda for a little bit um the we're going to do actually an in theme with this session we like to think of things a little bit backwards uh here when we do our trainings and make our materials so we're going to start actually with the breakout session first and then we're going to talk about some ducks and then I'm gonna talk to you about adaptive learning and then I'm gonna tell you uh basically our what we've come up with as far as a solution so the premise of our breakout session started about six seven months ago I went to a meeting and I I met a person who did a you probably can see this in the in the photos of Lego foundation in the upper left uh presentation by Lego and they are positioning themselves as a learning company using the Michael brand and the presentation started out like this it says uh two plus two everybody knows the answer is four okay he says that's memorization that's not learning that's not you know applying what you've learned that's just pure memorization he goes but what if we gave you the answer for first and then we asked the audience the learning audience Give me the give me your solution how did you get there so if we give you the solution first then we get to see your process we get to see how you think we can see how you solve Solutions and there's infinite number of solutions to get to the answer of four so start with the answer first and then use the audience and their process and their Journey Through the to get to the answer of four to teach you not only about the audience but how you can teach them differently and then they will actually learn more in the process so here's my premise and here's what I'm going to do we're gonna do our breakout session this is going to be a little different I know a little uncomfortable and that's okay uh here's here's the premise the premise is how do you plan on training a group of Hands-On learners who are traditionally Hands-On people who learn tactilely virtually now I'm looking for Creative answers I love Creative answers um the most creative answers will get a a whole bag of Internet Stars uh I I uh I farmed a whole bunch this morning so don't worry I won't run out of any but I'm curious to know given the directive and this is all you've got to work with you've got Hands-On learners This Is How They how they operate this is how they learn how are you going to train them virtually and I'm gonna let uh Luke and Jay and Jill do their internet magic to break folks out into their uh respective groups and again I love Creative answers the more fun the more wacky uh sometimes they can be uh you know out there totally cool there's no wrong answers uh because I'm a big believer and work should be as fun as humanly possible because hey work is hard you should you should have fun so I'll let Luke Jay and Jill do their stuff and I guess we'll come back alrighty thank you so I got to listen to uh some of the folks who had some ideas some of them are really fun some are very practical some were uh not as practical but uh still very very fun so I'm hoping somebody may you know get a couple uh folks I remember I saw this bag of Internet stars I could give away for today so I'm wondering uh who had some fun ideas and uh I heard some people have actually done this before so I'm curious to hear from others so I can jump in because I had we had a an interesting discussion so I I started with it if you're gonna do if we use the example if it's a vehicle that everybody gets sent a vehicle so that they can uh be Hands-On right with the the actual thing that they need to work with if not that maybe there are centrally located vehicles that are easy for people to get to to to do Hands-On if this if that's going to work for them but my as I was talking we got a lot of different things around this but the value of getting feedback on the work that you're doing um as Hands-On Learners there's often these people are often good at doing problem solving um trial and error kinds of of Concepts and so I I also made the suggestion of let's put a GoPro on their head so that they can be demonstrating back to the group or to the instructor to show what they're doing and get instant feedback on their approach and their quality of work and just to to ensure that it's it's happening not only correctly but in the most efficient manner so how's that Eric I I liked it so much I wrote it down [Laughter] because I could share it's it's Molly day here apparently hi Molly so hi Molly so we talked about that same thing the GoPro um having like a pre-study and then sending out some sort of a kit so that the instructor would be doing you know that the learner could see what the instructor's doing and then the instructor can also see what the learner is doing at the same time um we also had uh just some kind of dreamy discussions about drones flying out to the location of this of the learner to be able to view and provide feedback somehow from that we talked about VR which we think is you know seems a little on the dreamy side right now but it's probably going to be a lot you know a lot more mainstream within a short period of time and if my group has anything else to add to that please do but that was kind of those were kind of the main things that we the all right anyone else yeah we we discuss similar things in the one different one we thought about would be like um you know a library of uh videos with different aspects of the technician or the person who's the Hands-On learner with need to be able to do on the job and that they could be searched out of a you know a library of videos by the title or the step maybe you know like a micro step that they need to do uh to do the job correctly and then they could use those on the job I have something I'd like to share too one of the ideas that came out of our group was kind of inspired from the recent movie on a wing on a Prayer having a hard time hearing you Bridget oh sorry I want to try a different microphone source can you hear me better now yeah a little bit yeah a little bit I'll try and talk louder basically we talked about being able to have maybe a cardboard kit sent to the home or maybe even have the folks gather some household items from their house and build some and uh it kind of was inspired a little bit the idea from the movie that recently came out on prime it's called a wing on a wing and a prayer where they build from Soup cans and cardboard and scissors they put together something to simulate you know the land and airport and they actually called somebody accomplished so anyway I thought it was a great idea maybe do it low cost if you have you know some something that you think and then the group built on like 3D printers are big out there too right so maybe maybe that's right but if you're trying to do something global peace all right 3D printers uh cool ideas so yeah I I don't think I've seen that movie before so uh thank you I appreciate everybody's uh ideas I actually wrote down some of them because maybe I'll talk with Mike later about some of these uh I did kind of give away what we ended up doing because this was our directive uh well Mike and I were sent to the directive of hey we've got thousands and thousands of people who need training and you you can't really reach them because they're scattered throughout the United States and there's only a couple of us so what do we what do we do and along the same lines I want to show uh this which is I know this is a bag of Legos there's uh Lego excuse me it's not it's singular not plural uh there's six bricks and we were given the idea uh you have to build a duck you're only going to give you six of these bricks and everybody's got the same thing and you have to build a duck and we had a room full of people and we basically came up everybody had different ducks because we all came to the same solution we all know what a buck looks like right I say the word duck you can picture the a duck and how we go about doing it is different but we all came up with something that looks like a duck as a matter of fact I still have my duck it is right here and it reminds me that just because my duck does not look like those Ducks does not mean I'm wrong doesn't mean they're wrong it just means we came to the same solution in a different way okay so uh I I keep this on my desk as a reminder to myself that there's often times different ways of doing it to get to the exact same solution now I will share with you the problem that we are faced with is that there are two yes that is right one two two locations for automotive collision repair facilities to go to ones in Racine Wisconsin the other one's in Chicago that's it so that means that all of the repair facilities the United States must come into these two areas take time away from their busy schedules time away from building cars and making money to go to this training and often the trainings are not short they are many days long and in the Collision space Mondays and Fridays are the very the busiest because Monday's work when cars show up and Fridays are typically when cars go out so uh there are thousands and thousands of technicians across the United States and Mexico and Canada that need this sort of training and there's only two locations so uh to get there they have to take time off they have to have a very expensive travel to get there and uh often these uh these trainings are fairly repetitive so many technicians who have been in the field for a very long time probably been doing the same stuff they're getting trained on 5 10 sometimes 25 or 30 years and they're coming back to train on something that they do pretty much every day so that was another kind of wrench haha uh in our problem so what did we come up with this was uh handed down uh through uh collaborative work with Mr Chesney and Mr Willis uh that was uh Mr Chesney was mentioned it before and what we kind of came up with was what we call the purify Institute has these six academies repair If I complete Academy the adaf academy now we use a lot of acronyms so if there's an acronym that doesn't make sense feel free put it in the chat I will respond as best I can I don't instill in all of them because there are so many but adafs stands for um adaptive driver assist systems Advanced sorry it's Advanced Driver assist systems so these are things like your uh rear view camera your TPMS sensors uh 360 cameras if you have them so that these are the things that we're training on uh we're talking about Diagnostics academies The icar Alliance Academy which I'll talk about in just a second some sales and Leadership Academy and then vocational support so uh we were tasked with uh the the the amount of material that you see on the right at the very long uh set of criteria but basically all these are all the things that we have to train on and we have to train uh for people who come through our facilities on these type of uh materials so we have a lot of Partners and we also have to partner with the sanctioning bodies uh which is uh icar and ASE icar being the Collision sphere uh kind of training non-profit that uh basically tries to uh Train everybody as much as possible and also gives out accreditation so um if you ever need for for whatever reason you need to get your car repaired and you see the little icar sticker sitting on the window or on their website you know that they have certain credentials that lend them to being a uh you know either a gold class or platinum staff status repair facility ASE looks more like the mechanical side of things so if you need something fixed with your engine or you need your brakes worked on generally these are going to be the people who are trained uh through ASE so a number of partners that we work with CCC one CMS map on et cetera atg being the automotive training group that we recently acquired goes out and does the trainings and locations that are much more closer to the technicians themselves so part of the uh that the directive that we were given was we need to come up with some locations for all these people to go to so we have to set up these facilities that are within a couple hours drive of virtually any uh mechanic OR technician in the United States so that was the other kind of big uh directive that we were given so through some audience analysis we learned that the overwhelming majority of our Learners are coming from the mechanical field so these people are very Hands-On type of folks they tend to be mostly male they tend to be older with what they say as years of experience so in the upper right you see one of our trainers from atg showing an electrical board with a with a real live training class and you see uh Alexa here on the right using a Target that looks like a front camera for a vehicle I can't tell you if that every vehicle is a little bit different I think I want to say that's the forward Target for the front facing cameras and then on the bottom photo you've got some of our typical Learners that you would see in one of most of our classes so these are the stereotypical Hands-On type they look learn best when they have something in their hands don't necessarily learn great by just reading things some people are really good at that I unfortunately am not so uh these are the types that really like to get their you know kind of hands dirty and also like to get a sense of kind of what things look like and feel like and they can kind of manipulate them and that's how they do it so they're very experiential type Learners these people also learn by acquired or lived knowledge so that's passed on from person to person uh and uh they you know well you know I've been doing it this way for 30 years uh you know this is this is the way to do it I know the handbook says this this is a lot of something we get of the handbook of this but this is the real way to do it so we do get a fair amount of that too this is also the group that will say things like time is money okay uh the faster I can do something the more accurate I can do something I can do four things at once and make a lot of money then uh you know that's that's the value that I bring time is money and this is also the group that during trainings what they will tell us is just give me the facts and nothing more right just just the facts that's all I need so when we do these trainings we try to keep them as succinct as possible to the point and not give any extra added pieces that the person uh may may or may not need the other problem we run into is many of you are probably familiar with this the dunning-kruger effect which is people who say they know something actually tend to be very confident that they know something and then when pressed or tested turns out they don't actually know as much as they thought they did so confidence on the left uh and the the y-axis and then the x-axis is the top performer so bottom performers on the left and top performers on the right and their confidence level so people who tend to do better actually have a less confident uh attitude and people who tend to be pretty confident tend to also not necessarily know what they're doing and one of the things that we get a lot through our trainings is uh Eric I've been doing this training I've been doing this particular you know event for 20 years I know exactly what I'm doing if you do it in my sleep I said okay so what we want to do is we want to be able to test that we also want to figure out who is legitimately telling us that they know what they're doing and maybe weed out those don't so that's uh kind of where we're getting into this adaptive learning and I'll explain it more in depth in just a second so as most people are aware the most effective type of training is one-on-one mentorship and this is Bloom's two Sigma problems uh that basically if we're doing some for some sort of Mastery learning the fastest and quickest way is one-on-one mentorship and those people who get that type of mentorship tend to do much much better and score much much higher than even those who are doing a standard Mastery learning course or even better than the conventional classroom where you have a teacher up front and then everybody kind of just listening very one-way type of communication so let's move on to what adaptive learning is and how it kind of addresses that problem there's a lot going on in this screen so I'm gonna I'm gonna direct your attention to a couple pieces on the screen that I think are important for for the actual concept itself so adaptive learning is basically the combination of testing knowledge immediate remediation and then testing the person's confidence whether they think they know that information or not so the very big screen in the front is an example of a a question or a probe that you may ask and then you have to rate how confident you are in your answer if you get it correct and you you say I knew it or I know it and I know this with 100 certainty you move through the course much faster if you are less confident and still get it right that's okay you'll still move on you just won't move on as quickly and if you get it wrong and high confidence you're going to get remediated immediately so many people that I noticed during our exercise said this exact same thing immediate feedback and when you have immediate feedback you tend to learn more effectively now uh the when we talked about the two Sigma problem this is the this is a way to electronically give training to people and help mimic that one-on-one type mentorship to a large group of people that may not be available when for every single trainer I I certainly can't do one-on-one training with every Tech that we work with so uh that's where that remediation comes in a lot so on the bottom left to see something that self-assessment um and it got a little bit cut off on this slide so I apologize but there's a little slider and it asks you hey uh how confident in this material you are so if you say I'm super confident you put yourself on the far right of that graph what it will do is it will send you racing through this material and if you get it wrong what it'll do is it'll remediate you and it'll actually send you back and and keep doing basically a similar type activity until you get it right with a decent level of confidence so we're all getting through the same solution everybody who gets through this is getting the same same amount of information they're just going through it at different rates because we are showing who is confident and uh consciously competent and who may not be so confident and may be overconfident and might be unconsciously incompetent so we have to kind of find those people okay and uh with our trainings that people come in and say Eric I've done this one procedure for 20 years I said okay cool we can test you out of this very quickly uh and as a matter of fact we can get you through this if you if you can pass this in 10 minutes or less with a high degree of accuracy we'll move you on you don't have to keep doing this uh so those who have struggle with this this takes longer those who are easier goes much much faster but a little bit about the hot and the how and the why of adaptive learning so uh the the why of it is online delivery method that automatically adjusts to the each learner so many of you already kind of got to my answer too uh which is the ability to remediate somebody right away when there's a learner who has a bit of a struggle in a particular area right so uh Joyce great great points you know brilliant example of uh ID without adding uh without adding technological features to The Learning Experience correct uh so the the technology is is pretty smart and we'll figure it out as the person goes along and I've got some graphs to kind of explain this here in a couple slides coming up so the idea is that this will mimic and recreate the scale of that optimal teaching Approach at a one-to-one mentor level so that's that's the idea behind this and again got some graphs to kind of back some of this up so uh you can we have some data analytics uh that will help us with some of this they use a little bit of an AI technology it's not fully AI like chat GPT which I heard some examples uh in in our breakout session which I thought were great uh I love out of the box thinking it's fantastic so uh similar idea maybe not full autonomous AI just yet in learning uh technology but will help optimize The Experience based on this uh the it will help pull up personalized learning and then it will help save time and effort so if you've got the technician who comes in and says Eric I know all this stuff and they go through it and they they click through and they have a high degree of confidence and they said man I don't like took that only took me like 10 minutes exactly you knew exactly what you were doing we know that you we you know what you're doing and then we can move you through this uh track much much faster I'll tell you a short little story and this will kind of help things this is what helped conceptualize it for me I went to pick up my son from school one day I said hey bud how's it going he's uh I think he's 11 at the time and he goes oh we had to take our state test today Dad I said oh okay uh how did it go he goes I don't know I said what do you mean you don't know he goes well the test was really weird he said in the beginning it was super easy and then he goes I add you know I answered about 10 questions and then it got super hard like I didn't know what they were talking about oh okay what what happened he goes well about 10 questions later the question's got a little bit easier and then a little bit harder and then a little bit easier and then the test was over and that was it and I said well how did you do it I don't know I have no clue I said Okay cool so we did find out he did fairly well uh and that was an example that the schools are using to figure out where somebody is so they start really easy they ramp up the difficulty go oh that's way too much because they were a little bit difficult less difficult oh that's too easy and then I start kind of honing in on that Baseline where that student is at and the goal of this is not completion we're not looking for somebody to complete this that although that is the the end uh you know effort here the idea is we want them to get to the same level of competence at the end you are probably very familiar with this unconscious incompetence from the bottom left that's the red that's the bad no that's the we don't want that that's bad uh on the upper left we've got conscious incompetence so I know that I don't really know what's going on like I know I'm I'm I need some education here bottom right you've got unconscious competence uh which is you're doing the right things but you don't really know that you're doing the right thing and then in the upper right you've got conscious confidence meaning I know what I'm doing and I know I'm doing the right thing the goal is to identify the people who are in the bottom left so if you look at the black graph in the upper right you will see we've got somebody who's in a lot of unconscious incompetence and then move them through this adaptive learning process to conscious competence and we can get them there by doing a number of different things you heard me say the word probes and I can tell you that this process is uh once it's done and it's working it's fantastic it works uh right out of the gate it is a it is a bit of a challenge to get things going and it is intentionally difficult so when I went through this process and I became a learning engineer for adaptive learning one of the big pieces that they taught us was you have to make the questions and answers very very specific more specific than you're already thinking and you have to make the answers very very hard because we have to figure out who really does know their stuff and who is just really good at test taking so there are some people who are just really good at that and we need to weed those folks out so that we can test the actual material that we're giving earlier I kind of talked about the the uh how you know how does somebody go through the process and you have three examples here in order one two and three notice that they all got to 100 proficient because they were able to go through it get some information and then remediate things that weren't uh working so well so the easiest way to read this is you've got you know your green dots and some red dots the Green Dot is the start the Red Dot is the end and every time you see a loop that goes around that's when somebody had to go back and go that and that wasn't that wasn't so right so let's go read back and do this and then you will also notice the size of the circles the size of the circle indicates how much time was spent on that one particular item if you notice the person on this has been these are kind of the data points that you'll get from the uh you know adaptive learning program that we went through uh through area nine the uh organization that we work with so you'll notice the person on the left 88 correct uh very low uh unconscious incompetent and a little bit cautiously incompetent but that's okay that's pretty normal you'll notice the circles are very small which means they send spend very little time on those items and then we're able to get through the material very quickly and notice not a lot of loots not a lot of Loops there second person took longer about double a little bit more than uh double the time so got to 100 efficiency only about 50 correct had a lot of unconscious incompetence and a lot bigger circles meaning they had to spend a lot more time on that particular item and then they had to go through those Loops a few more times meaning they went through it and it didn't get it right okay gonna go through it again yeah still not 100 right and then they went through it a third time got it right okay great we can move on third person still 100 efficiency now we're up into 30 minutes and how can that person get there well they had to spend a lot of time on a couple items okay um when uh Molly your question about proficiency versus efficiency is a great question that is coming up right now so traditional efficiency okay so if we're looking at something and and I love the questions that like lead me right into the next thing that because that tells me okay we're going on this journey together this is great so uh if you're taking General uh traditional e-learning course which takes between 45 minutes and an hour and you you turn that into an Adaptive learning uh process what you find is that time generally tends to go in half kind of your average half because not every bit of information is needed or needs to be remediated or taught on something because some people know some of that material so if they already know it great prove it to me and let's move on so what we have found is that the time per learner is almost halved so we're talking between a 45 minute and an hour session now that person's down to between 20 and 35 minutes and they only really focus on the stuff that they don't know or they have a high degree of unconscious incompetence really trying to Target those folks a lot of data that you're going to get from this this is a very heavily data driven organization that we work with and that's something that we really like is that we can look back and go okay so how is this working how are things you know now that we've deployed this and we've got a bunch of Learners taking this information is it working and is it working effectively so one of the pieces that we use is called the heat map so we can kind of find uh our few people struggling on one particular area is one area way too easy and we need to really hone in on this and make it a little bit more difficult and is there a good a good mixture because if everything was green that's not good if everything is red also not good we want something somewhere in the middle because we do want it to be difficult enough to where the person who is kind of middle of the road gets gets stuck and has to remediate and somebody who does know it can you know relatively get through it fairly easily so uh how does this uh you know kind of work at the end you know if you've got you know people who have not taken it and then they take it one of what and uh essentially happens is you've got an improvement in conscious confidence a reduction in unconscious confidence another reduction in conscious incompetence and then you know the big reduction in unconscious incontinence that's kind of a big thing that we're we're targeting so it's kind of lower left to upper right that is the trajectory that we're looking for uh to your to your point yet again Molly time to metacognition so learner one that same example that we used from earlier those same folks learner one if this graph will show you time to uh cognition essentially did they get to uh the stuff that we were trying to teach them so the first learner you'll notice very low amount of time actually I think this took him about 12 13 minutes right so somebody who is you know middle of the road about an hour give or take and then somebody who doesn't know it is going to take a lot longer because they have to remediate over and over and over using different materials and different methods for doing that uh to to get him to that so uh depending on their uh conscious competence as you can see that's kind of the big factor here uh we'll move if they are accurate and highly confident they will move through material much more quickly and then finally uh as far as statistics there's a lot of Statistics I didn't want to bore you with all the all the numbers because we could nerd out literally all day on this stuff I think it's really fascinating but uh suffice to say lots of stuff we can do and a lot of stuff we can do uh look at and we can also look at what are the most uh difficult objectives and find out where people are struggling so uh when they're done with this do we need to have a different learning opportunity for these particular things so we're looking at you know maybe pick the top three and then when they move to a different modality of training maybe we can hit these topics a little bit harder so uh that is that's another another way we use this data so there is a uh as you heard me say uh I did get the learning engineer certificate certification uh through area nine and what I was told when I went through this is that uh of the people that go through it who have an MBA master's degree or higher who are instructional designers do not complete or cannot complete and earn their certificate at the end of it it is very difficult and they said it's difficult for a number of reasons so I have moved on to their next level which they call a curator which uses a bunch of these different electives that you see here on the right but basically there is a certification path that you can use through area nine uh the folks have been very nice to us helping us along in this process and understanding kind of how the AI system works so it is difficult and even you know people who are very intelligent uh sometimes uh don't always make it all the way through so that was the big bulk of it if you have questions about adaptive learning please follow them in the chat uh because I'm going to move on to some of the other things that we're going to be doing uh to address the Hands-On learner but from Super far away so feel free ask your questions this is a great time to do it I'll I'll get to it if it comes through the chat but I'll move on a little bit here the other thing that we're doing and I heard a lot of people say this um that they wanted to do some sort of virtual reality thing and we've looked at that too and we think it's a great idea it is a is a bit of a lift in many places so uh unfortunately at this time you know the the resources just aren't there to create a bunch of virtual reality but I did really like the the back and forth live training uh type of learning I thought that was cool so I think that is super fun so uh I actually I wrote that that idea down and maybe we can do some virtual sessions we have some virtual training now but it tends to be more one way so if we can get it two-way man that would be the sweet spot we've also looked at augmented re-augmented reality um because of the uh system constraints and resources for all of our Learners not everybody's going to have a VR system and a place to do it and time to do it and all sorts of things but what else what does everybody have including technicians they have a phone right I've got mine right here and if you want and you want to play along with this you totally can what you'll need to do is you'll need to go to the App Store on your any device and download bundler bundler bundle AR the app and if you would like you can download our kind of pre-test there are kind of tests of this called a i o FEMA test s-e-m-a test you can download that and basically what will happen is you'll get a 3D image of our device this is one of our devices I've got one sitting right here and what you need to do you need to kind of point it you see that picture on the left you kind of need to point at a flat surface any flat surface will do a table floor doesn't matter and then you'll hit the lower left button the kind of the icon of the the image and then what you can do is it'll actually display it on that flat surface and you can walk around it three full 360 if you want to and you can view the image and what I'm trying to work with the our uh our AR people to try and actually manipulate the device be able to pushing buttons and that sort of thing I think that's super fun so this there's a lot of applications for this and one of the things that I'm looking forward to doing is working with uh possibly Google Glass where our technicians are wearing safety glasses as they all should be and they have the augmented reality kind of up in front of them kind of like if you're playing a video game and you've got you know your HUD showing you all the information of what's going on and then potentially bringing up the service information if they need it so they can look at it and they can flip through the pages while they're looking at the car they don't have to get up they don't have to go to the computer they have to do anything they can just kind of flip through pages on their glass while they're actually touching the car so that's something that I'm looking forward to uh question was was the area 9 adaptive platform the preliminary assessment step or does it train your Hands-On learner sufficiently so that is a great question and a little bit of both so to answer your question it's both uh it is step one in our process as Mike pointed out uh but it's a little bit about a little bit of weeding out who uh who kind of knows their stuff and who doesn't and One Track goes this way another track kind of goes this way and then also at the same time it does uh get them to proficiency as kind of the the data shows it does get everybody to the same exact spot it just kind of does it sometimes in a different way where you kind of have different tracks I like to talk about our centers of excellence a little bit these have been uh feng shui feng shui a little bit uh to address all the different types of learning that we have this particular building uh was originally slated to be our building but unfortunately didn't work out but uh we're still looking at different things but you can kind of see the the layout that we have we've got a Hands-On experiences we've got some uh classrooms that you can see in the photos here we also do have a retail space too to kind of help keep the lights on and then we've also got a virtual space which I think is one of those blank rooms that has nothing in it that is going to be our virtual training space for uh one-on-one interaction between a an educator and the Learners virtually so to answer your question that came in uh kind of what are the steps so here's our our basic steps uh this is uh brought to you by Mr Chesney and the the way that they train uh Aviation mechanics this is also very similar to the way they they train uh mental health people as well uh myself being the mental health field for a number of years in my licensure process this looked very similar so we've got some core competency learnings you've got our e-learning modules that have adaptive learning some do and some don't uh most of them do we'll have also live online sessions that's kind of that one-way communication that'd be great if it'd be two two-way and then also in-person classroom as well so any combination thereof to get them to the core competency and then on top of that we're going to have them uh hook up with a mentor either virtually or in person depending on the type of education that they need and we're going to have them go through what we call just reps or repetitions and the mentor then can say okay you've done this five times but I see you do it with a great uh High degree of accuracy every single time we don't need to do the full 20 but if somebody's got let's say uh you know a low uh degree of accuracy low degree of confidence and uh has you know has some deficits in what they're doing and they're probably going to have to do more reps until the mentor is sufficient uh sufficiently satisfied that the person is doing what they're supposed to be doing beyond that is an oral exam where folks will have to uh you know basically be fired questions and they'll have to answer uh those uh random questions that we have and uh yes thank you Mike you must demonstrate proficiency a certain number of times before moving on to the next step so this is very linear one step one two three four now in a lot of these certifications that you see there are between four and six competencies and what we'll do is uh to save time and effort is we're not going to test on every single uh efficiency what we're going to do is we are just going to take two or three of those and then we're going to randomly select them and then they must demonstrate those proficiencies and so they basically have to be ready for all of those things uh question uh see everybody is with me this means that my presentation went fantastic because people the questions people ask or comments that come in are right in line with what is happening next and the question was Mentor mentee how are you keeping standard and consistent evaluation fantastic that was my next slide here it is Mentor mentee no way yes with an H Hoy very true so yes we're using uh pyramid fee so yes Molly you were 100 accurate and that's the way we're going to track uh these particular things so yes uh you have to train a lot of people very far away who are very scattered with very limited time ability very limited resources and uh oftentimes don't necessarily uh always want to be there because they're taken away from their job they're losing money they I you're already training me though on this Eric I already know what I'm doing Etc et cetera so a few challenges that we are looking to tackle uh in in large scale uh coming up uh shortly now that is the end of my pain presentation Eric if you would please go back one step I just want to uh reinforce the point so on the um left hand side down at the bottom you can see my repetitions so we actually in this Mentor mentee application you can build a a spreadsheet if you will of exactly what it is that the mentee needs to perform reps of so you can customize this to whatever it is and that way you can help to make sure that it is being applied consistently so that any one of my mentors they're all operating off of the same checklist if you will and area 9 is a subscription model so um don't know about the minimum number to to make it affordable I know um what we're paying for it and and uh but we have some growth plans associated with that that would make our situation uh unique in that and Eric how long did your first level of certification take you to complete I think it took me because I was doing this during during work hours you know you're gonna have to juggle a fair number of things you have to grab you have to get a you have to get a a module essentially first and then they will walk you through it and there's a number of different uh their own modules that you have to take I would say between 8 to 12 weeks depending on how quickly you can go through it I think uh just our time constraints we were I think I did a six but they say to block out you know eight to twelve weeks per to get to that first learning engineer stage now they they do have learning Engineers of their own so if you wanted you could hire them to create your content for you the other really interesting thing about this is is we actually can take our training content and put it into our internal learning management system and all of the data flows into the area 9 LMS so our Learners are internal Learners have never even seen the area 9 LMS but that's where Eric and I go to to gather all our data foreign yeah it's uh ukg or ulti Pros um LMS and I would not recommend it to anyone but It came it came free with UltiPro get what you paid for yeah we do have other options that we're exploring so with that said thank you Mike for that information for the the updated information if you have questions you can you can direct them this way if they need to get to Mike I'll make sure that they get the mic but my email is uh Eric dot McClellan app repairify dot com and uh as a short a little anecdote when Jay said to me hey Eric uh you like cars right yeah I like cars would you like to work for repairify I said I've never even heard of it that sounds like a made-up meme he goes no no it is very real so uh here here we are so my first conversation with Eric was so let me tell you about your dream job and he uh immediately you know red flags went off and uh and he was uh very suspicious to say the least but fortunately I was able to convince him that it was yeah and Mike there's a question uh about Mentor mentee uh is it an application that we purchased yes and uh if anyone is interested I will um if I can find it quickly enough here I will put the uh email address of our contact uh out in the chat I've uh provided to some other people in the um Collision Repair space because this is a really big need in our industry but uh yeah I'll uh I'll share the contact info because it's a really cool technology give me one moment to see if I can find it all right so Luke J Jill I that is the end of my material for today I'm not sure what else you would like um thank you uh what learner feedback are we getting that's a good question uh some of it is uh very good which is hey I got through this really quickly Daniel thanks for the thanks for the time there are some organizations who are using adaptive learning for their legal requirements their yearly uh requirements such as HIPAA or compliance training or something to that effect so they are finding that uh they can get through compliance training much faster our organization not using it for that because we already have something in place that's working so instead of spending that you know five six hours every year they're finding that they're spending two or three hours every year doing compliance training so um you uh I I will share one funny anecdote though uh which is uh one learner who we immediately identified as unconsciously incompetent uh got got uh caught pretty quickly uh by the the learning uh saying that oh this is this this is this is baloney there's you know this is this is not true only come to find out the person was a little too confident in that person's uh Supervisor was then able to kind of go to that person and do some one-on-one remediation uh with that so we were able to kind of catch that person so um it was a little funny um but it was it it worked out uh pretty good at the end so uh yeah actually uh pretty good people like the ability to move through material quickly that they know that they know that they know so they they appreciate that it takes them about 10 minutes just to prove that they know what they're talking about we can do it at scale thousands of people all at the same time can prove to us yeah they really do not know what they're saying so yeah it's uh it's good how do you pair mentor mentees and does the pairing relationship last beyond reaching proficiency Mike is uh you're the kind of in charge of the mentor mentee part of things we find oftentimes that it does um however what you are being mentored on will also have an impact upon who the best Mentor is for that so we have different mentors that are in different areas so an individual might stay with one Mentor for a while um in other cases though if I'm going off to learn uh the Volkswagen tool and my previous Mentor didn't know the Volkswagen tool then of course you'd have to have a new mentor and um choosing people to be mentors is always difficult we have found that the extremely highly productive technicians are not usually the right people to be mentors they don't want to slow down nope to show people how to do it so uh definitely do some interviewing and some assessing of uh people before they step into the mentor role and actually uh Mentor mentee has a really robust training program for mentors uh built into it so I would encourage people to Avail themselves of that so they you don't have to reinvent the wheel and Mike to your point uh I've sorry go ahead oh I was just going to sort of add to that so once you've identified who can be mentors how how does the matching occur is that a manual process yes in our world today [Music] yeah I was going to say to to your point and also to to your point Jill uh same thing which is uh some people who are just fantastic at their job who are top performers um don't make great uh teachers and uh and and also what we've found is that uh they in the beginning there was some initial resistance to getting these people to be mentors to trade train others well can't we have some other process because they're worried about the high performers or the ones who are really good slowing down in reality what we found is that there's a small brief window of slowdown and then a huge impact when you've got this person training for three or four people at a time now you're doing the work of uh four people at at once in a very short period of time absolutely so in a situation where we have a part-time or or temporary Mentor we typically would bonus them for the weeks that they spent on the mentoring program um I do have uh six full-time mentors on the team right now so they're totally compensated 100 yes Jill agreed yeah they those people are selected for their people skills and so that so they actually have to have a dual competency they have to be people people and they also have to be very proficient at their jobs so the selective process is well selected okay well we are getting close to time but we do have a little more room are there any more questions before we wrap up today all right well let's give a big thank you once again to Eric and Mike for presenting for us today I know I found it very interesting we really appreciate it oh our pleasure our virtual Round of Applause yep go ahead thanks for the invitation yes thank you for the invitation thank you for hosting and and again thank you Frederickson for all you do helping to connect us learning leaders thanks again everyone yeah the mollies took the Day pastor and yes moving forward today we'll always be National Molly day excellent foreign
2023-04-25 00:00
