PLASMA Learning Cycle Checklist

• Diagnostics / self assessment, 180 and 360 feedback using competency, capability profiles, process, task or context assessment and or psychometrics to clarify needs and motivate me to learn
• Personal development plans to help guide me to what I should be developing/learning overall
• Knowledge and skills assessments to create adaptive learning paths. Dynamically creating courses based on where I should be focusing learning within a programme
• Are these automated with machine intelligence? Are these phased and ongoing based on individual preferences?

• Learning is gamified using structural gamification techniques, not just in the learning content but for task based/on-the-job assessments?
• Learning is multi-channel using digital and blended content, mixing a range of synchronous and asynchronous learning approaches?
• Learning is searchable from your intranet enabling learners to go to page level content in any learning solutino? Without needing to login to an LMS?

• Learning journals enable learners to reflect on how they applied their learning and think about how they would act differently next time?
• On-the-job assignments coordinate Action Based Learning which can be shared with experts, peers or leaders to practically demonstrate how learners are applying knowledge, skills, attitudes and behaviours?
• On-the-job expert observations/feedback using peer to peer reviews, mentors, external quality assessments, manager checklists to encourage on-the-job feedback from experts, peers, learning sets, coaches and mentors to share insights into how learners can improve
• Team based quality circles an continuous improvement/Kaizen reviews

• Ongoing coaching – machine, community, coach and mentor – scheduling interactions, using automated follow-ups and sentiment questionnaires to judge/ encourage application
• Stage gate video diaries – facilitating video diaries of how learning has been applied and what lessons have been learned from putting learning into practice
• Peer-to-peer support – prompting and nudging peer-to-peer feedback and input into improvements using after action reviews
• Training and mentoring others – manage learner’s training and mentoring of others to consolidate their understanding and experience of putting learning into practice
• Assignments and feedback – support on-the-job assignments which capture how my learning makes a difference to how the business operates
• Prompts sentiment analysis (confidence vs. competence polling to check your self-perception of your growing expertise)
• Just-in-time support and performance support checklists, reference material, memory joggers – searchable from intranets which take you to page level information without logging into an LMS
• Knowledge shoot outs – to enable learners to challenge others in their organisations to show how their knowledge compares to theirs

• Periodic assessment using short scenarios based and benchmark assessment to enable learners to verify behaviours
• Task or competency assessment by self, 180 and 360 assessment from peers, managers and customers to confirm progress
• Quality assessment feedback = close the loop from quality management processes to check learning success
• Mystery shopper feedback – that feedbacks directly to learners learning plans and overlays their own self-assessment
• Performance metrics and KPIs – close the loop from business KPIs to check learning success and highlight learning impact
• Manager’s performance assessment – benchmark manager’s continous performance assessment
• Accredited assessor checklists and contextual assessment to verify and accredit development of expertise and proficiency

• Automated recommendation for ongoing learning support from online tests, quizzes and/or questionnaires suggesting most appropriate next steps or machine intelligence recommendations – people who excelled at the next level have done
• Professional review – expert feedback and reflection on next developmental goals from professional peers and mentors
• Coaching review – coach feedback and reflection on developmental targets and goals from personal coach
• Manager review – manager feedback and reflection on next performance goals

All in preparation for the next development planning stage