We recently got the good news that the US Patent Office will accept our application for a patent protecting our Filtering algorithm. As it was the first patent we’d applied for, both as a company and as individuals, it’s been interesting and a learning experience. I wanted to share some of that with you in case you are on a similar path.
Next month, we’ll be releasing a technology hosting a small library of resources exclusively for L&D (and HR) professionals. It’s an online recommender system of high-quality learning to read, watch, practice and apply for our industry: globalfilter for L&D professionals. We’ve spent the past two years developing a patent-approved technology to get the right learning to the right learner. This is the version for our industry. It consists of conversational UI (chatbot) + 125 human-curated learning assets + recommendation system to prioritise and personalize it all.
LinkedIn’s feed is boring and could be improved by toning down promos and likes, and introducing an easy model (User-System-Content) for evaluating recommender systems in general. Like 40% of LinkedIn users, I’m on it every day. LinkedIn has a monopoly on public CVs which are useful for lots of reasons. And many of the articles are interesting. But the rest – epitomised by the activity feed – is dull. No wonder LinkedIn is one of the least sticky social media sites.
From a quick analysis done of our traffic over the past year (May 2016 to May 2017):
- Chrome clearly comes out as boss with 63% of total sessions.
- Internet Explorer & Edge follow – not too closely – with 14% (11% IE and 3% for Edge).
- Non-supported IE versions make up 0.55% of the Filtered total sessions in a year.
Why even write this?
We hear a lot from large organisations that legacy software and hardware hold them back. For L&D professionals that want to improve people’s working lives, that’s a frustration. During a talk given by Donald Taylor at Learning Technologies, this legacy issue resonated across the auditorium. IT departments don’t always know the full benefits of using certain software or of how up-to-date competitors are. Of course, multi-site setups and high-sensitivity sectors and departments complicate the situation further. This article doesn’t claim to help in all situations!
The system supporting skills and careers development is inept and that costs the world trillions. But the future for learning is bright: higher quality, justified, data-driven, technology-enabled, culturally embedded, more of it. That future arrives sooner with useful, relevant, high-quality, fresh, intelligent learning recommendations.
We’re working on how to personalise training to optimise productivity. In one strand of that project we are trying to understand the characteristics that make a recommendation useful. The recommendation might be for a book, a course, a video, an article, an experience, a mentor, a conversation, a tool, a tip… anything that’s made a difference to the way we work and the results we see.
The most attention I’ve ever received on LinkedIn was not because of a post I had written, but because of a post written about me. It started when my seminar at the Learning Technologies event in London earlier this year more-or-less flopped - hardly anyone showed up. A friend of mine responded to the situation by posting on LinkedIn:
There's so much writing going on at work these days (internal emails, external emails, briefs, presentations, reports, Slack messages etc) and with so many objectives. However, most of this writing falls into two broad categories. We might aim for:
- focused briefing, providing our readers with what they need to make a decision;
- or to pass on information, so they're abreast of facts or events.
Recognising our purpose lets us adapt our content to that purpose, making our writing more focused and more likely to meet our objectives.