Mobile-on-demand training using podcasts to internal and external customers. Marketing and Sales are in favor of developing small training-casts of specific topics which could enhance our value to our interanl and external customers. I have gathered a lot of information from podcast from other already doing this for a living.
My interest in this venue of training was prompted by a session conducted by Bob Lee of WebEx during the ASTD conference. He mentioned a podcaster named Craig Syverson who had produced several very polished productions in videocasting. Bob appears to be old-school (my generation), but he is so in-touch with the emerging technologies. As he mentioned, he just loves his job and the toys that come along with it. He is having a ball.
I visited Craig's website at http://www.gruntmedia.com/ and subscribed to his RSS through i-tunes. Wow is the best way to describe my reaction to what could be done. Another RSS subscription I made was to the companion podcast series to "Podcasting for Dummies". This was also an eye-opener. It demonstrated how podcasting could be produced with minimal amount of resources. The fist episode for this series was actually done on freeware audio editor and a laptop with a built in mic. I tried this in my office, but the mic was terrible. So I tried it with a very cheap mic I had in my drawer and produced a sample podcast.
This podcast was output in the mp3 format, and I was able to load it into one of the ipod shuffles I won at the ASTD conference. My first audience was my wife. She was very supportive of the podcast and thought that it was a good idea. Next, I had to see if I could actually post it to the web and create a RSS.
There are several concerns for this type of training. One of which is that I may have to deal or negotiate with IT and/or marketing for internet server space. From what I have gathered from many different podcast introduction sites, there is a concern for not only storage space but also bandwidth for subscribers to download the podcast. Since this is not a good time to ask IT for resources, I decided to try the recommendations from wikiHow on "How to Start Your Own Podcast". Their information is remarkable.
Therefore, I set up a free account with a podcast hosting site and have posted the pilot podcast for evaluation on http://www.beadedowl.podomatic.com/ to determine if this could or should be taken further. Having listened to many very well done podcasts, I am convinced that a modest investment in equipment would be required to do this on a regular basis.
I am very excited about the prospects of launching this program and realize that this will be another strain on my personal resources for time this year. Most podcasting suggestions are to produce the topics on which you are most passionate and keep them flowing to keep your audiences happy. Also, they recommend that you produce 5 episodes before you release the first one to gain confidence and to build a cushion of episode for your listeners.
Topics available for internal and external customers are endless. Most all of our training could be chunked into manageable short podcast stories or shows. There are so many, it is going to be difficult not to start more than one at a time. Several of these topics would appeal to both customer groups...providing the material is produced in an engaging and professional fashion. Again, the time constraint is the biggest obstacle.
Wednesday, June 27, 2007
Thursday, June 7, 2007
Yellow Brick Road
While at the 2007 ASTD conference, I saw several references to the "Wizard of Oz" story. One booth focused on the Emerald City and another has the "OZ Principle". Although I received a copy of the book, I have not read it yet. The analogy of this story line to a learner is quite compelling. I wanted to get some of my ideas down on this before I read the book.
In the movie, "The Wizard of Oz", Dorothy could represent a typical learner. At the beginning she exists in a black and white world which controls her concepts through several characters which are not her parents. This could represent teachings or mentoring she receives from various sources such as teachers, books, school and other adults. And of course these give her some turmoil in holding onto things she holds dear (her dog Toto). Some of the sources support her while others are trying to take away these things. In a real learners life, similar influences take place to fortify some teachings, doctrines or beliefs while others seem to indicate completely the opposite is true.
Suddenly, in a literal whirl-wind fashion, Dorothy is thrown into a different world. In this world things are not just black and white but instead have many different shapes, colors and principles to which she is not accustomed. This could represent a learner being placed into a new business culture when they enter the work place.
Dorothy is at first quite bewildered and confused about what has happened and sees no where to find answers. She only has her old beliefs to hold onto (her dog Toto) to comfort her until she encounters the Munchkins. These little people welcome her with celebration as someone who has brought some relief to them through the demise of a wicked element in their world. They do not know all the answers but recognize positive elements in their world that may help her get back to her safe and secure life style. This of course is the good witch who arrives just in time to bring some clarity to the situation. The Munchkins could represent the little people within a company - the work force, and the good witch would of course would represent good corporate training programs or a mentor.
When the good witch arrives, the bad witch also arrives to represent the positive and negative influences in this new world which are always in conflict. Dorothy receives something new to hold onto from the element she is replacing (the red slippers from the bad witch she has just destroyed with her house). And of course the bad witch threatens to take them away. Several representations here could be the bad witch is incorrect or bad training or doctrines or other candidates who wanted the job position she is filling; the red slippers are the new job title or position; and the house is the accomplishments, awards, credentials, etc. that the learner used to get hired into the new job.
After this brief encounter with the good and bad witches, Dorothy is again left alone with the Munchkins. She is told to follow the yellow brick road to the Emerald City as a means to solve all of her problems. All of her questions will be answered by the Wizard of Oz who resides there. This could represent a learning or career path. Although she is not sure, she starts out on her new adventures in this new world with a cheerful heart and hope while holding onto her beliefs and her new slippers. Just like a new learner beginning a new career.
Along the way, she encounters the first fork in the road and must decide which path to take. There is always the chance that each path will take her to the same destination, but there also may be a wrong path and a right path; an easy path and a perilous path. At this juncture, she is given some advise by another seeker of answers. This seeker sees this world from a different view and sees all of the troubles related to only one deficiency. The advise she gets is unclear, but together they set out on one of the paths with the comfort that they are not alone. This could represent teachings or training for knowledge received by the learner which is meant to help the learner find the true path, but is not always clear as to how it applied to real-life conditions. "If I only had a brain" or knowledge, everything would be better.
Next in their journey to a better life, they encounter nourishment or rewards and another seeker. This new element is looking for more heart to enable his world to be complete. Again, this could represent some teachings of a need for relationships or passions to succeed in the business world.
And yet another encounter with a seemingly formidable opponent turns out to be not what it appears, but adds to the troupe helping Dorothy along her path to find the magic answers with the Wizard of Oz. This could represent the need for motivation and integrity. Each of these encounters or training received by the learners usually of themselves are not the entire answer. But together they are learned through experience that they are needed to succeed.
Negative element try to prevent Dorothy from reaching her goal, just as it comes into sight. This of course represents a typical learners experience to be ever watchful of uncontrollable influences in their everyday life which can hinder their progress.
And finally, Dorothy reaches the Emerald City, where nothing is what it appears. There are walls to keep people out; closed doors to prevent entry; phony signs to discourage inquiry; and doormen to turn-away requests. This may represent many different corporate structures, programs, systems or curriculum which appear to be beneficial, but are actually self-serving into themselves.
When she does gain entry, everything seems to be as she was expecting. Beautiful people, wonderful services/benefits, and much activity are plentiful in this new city. This may represent a promotion into a management position with more power, benefits and promise of more security.
Her troubled past catches up with her as the wicked witch threatens her new life style. She makes her way to the Wizard for help and finds yet another task is required before she receives her long awaited wish. In the learners world, when they take new positions of responsibilities, they never really lose their old responsibilities or the decisions they made. They find that this better position bring with it more tasks and challenges to be completed before success can be realized.
Dorothy is accompanied by her new friends to take on this new task and some of her beliefs are put at risk (her dog Toto). Through the struggle to maintain her beliefs, she perseveres with her companions who have become stronger along the way. When a situation puts a learners beliefs to the test, they must rely on other beliefs to fortify or verify true actual doctrines, and the learner comes away with a better understanding.
When Dorothy returns to the Wizard of Oz, she again finds out that there are no quick and easy answers. The Wizard is only a man with many good ideas, skills and tricks. Her companions have matured along her during their journey and challenge to overcome their original short-comings or perceptions. They have all learned that the journey is more important than the destination; success is determined by experience, knowledge, skills, passion, motivation and relationships; and intrinsic power is all that is needed to get you where you want to go.
Now I can go read the book and see what other analogies can be made.
In the movie, "The Wizard of Oz", Dorothy could represent a typical learner. At the beginning she exists in a black and white world which controls her concepts through several characters which are not her parents. This could represent teachings or mentoring she receives from various sources such as teachers, books, school and other adults. And of course these give her some turmoil in holding onto things she holds dear (her dog Toto). Some of the sources support her while others are trying to take away these things. In a real learners life, similar influences take place to fortify some teachings, doctrines or beliefs while others seem to indicate completely the opposite is true.
Suddenly, in a literal whirl-wind fashion, Dorothy is thrown into a different world. In this world things are not just black and white but instead have many different shapes, colors and principles to which she is not accustomed. This could represent a learner being placed into a new business culture when they enter the work place.
Dorothy is at first quite bewildered and confused about what has happened and sees no where to find answers. She only has her old beliefs to hold onto (her dog Toto) to comfort her until she encounters the Munchkins. These little people welcome her with celebration as someone who has brought some relief to them through the demise of a wicked element in their world. They do not know all the answers but recognize positive elements in their world that may help her get back to her safe and secure life style. This of course is the good witch who arrives just in time to bring some clarity to the situation. The Munchkins could represent the little people within a company - the work force, and the good witch would of course would represent good corporate training programs or a mentor.
When the good witch arrives, the bad witch also arrives to represent the positive and negative influences in this new world which are always in conflict. Dorothy receives something new to hold onto from the element she is replacing (the red slippers from the bad witch she has just destroyed with her house). And of course the bad witch threatens to take them away. Several representations here could be the bad witch is incorrect or bad training or doctrines or other candidates who wanted the job position she is filling; the red slippers are the new job title or position; and the house is the accomplishments, awards, credentials, etc. that the learner used to get hired into the new job.
After this brief encounter with the good and bad witches, Dorothy is again left alone with the Munchkins. She is told to follow the yellow brick road to the Emerald City as a means to solve all of her problems. All of her questions will be answered by the Wizard of Oz who resides there. This could represent a learning or career path. Although she is not sure, she starts out on her new adventures in this new world with a cheerful heart and hope while holding onto her beliefs and her new slippers. Just like a new learner beginning a new career.
Along the way, she encounters the first fork in the road and must decide which path to take. There is always the chance that each path will take her to the same destination, but there also may be a wrong path and a right path; an easy path and a perilous path. At this juncture, she is given some advise by another seeker of answers. This seeker sees this world from a different view and sees all of the troubles related to only one deficiency. The advise she gets is unclear, but together they set out on one of the paths with the comfort that they are not alone. This could represent teachings or training for knowledge received by the learner which is meant to help the learner find the true path, but is not always clear as to how it applied to real-life conditions. "If I only had a brain" or knowledge, everything would be better.
Next in their journey to a better life, they encounter nourishment or rewards and another seeker. This new element is looking for more heart to enable his world to be complete. Again, this could represent some teachings of a need for relationships or passions to succeed in the business world.
And yet another encounter with a seemingly formidable opponent turns out to be not what it appears, but adds to the troupe helping Dorothy along her path to find the magic answers with the Wizard of Oz. This could represent the need for motivation and integrity. Each of these encounters or training received by the learners usually of themselves are not the entire answer. But together they are learned through experience that they are needed to succeed.
Negative element try to prevent Dorothy from reaching her goal, just as it comes into sight. This of course represents a typical learners experience to be ever watchful of uncontrollable influences in their everyday life which can hinder their progress.
And finally, Dorothy reaches the Emerald City, where nothing is what it appears. There are walls to keep people out; closed doors to prevent entry; phony signs to discourage inquiry; and doormen to turn-away requests. This may represent many different corporate structures, programs, systems or curriculum which appear to be beneficial, but are actually self-serving into themselves.
When she does gain entry, everything seems to be as she was expecting. Beautiful people, wonderful services/benefits, and much activity are plentiful in this new city. This may represent a promotion into a management position with more power, benefits and promise of more security.
Her troubled past catches up with her as the wicked witch threatens her new life style. She makes her way to the Wizard for help and finds yet another task is required before she receives her long awaited wish. In the learners world, when they take new positions of responsibilities, they never really lose their old responsibilities or the decisions they made. They find that this better position bring with it more tasks and challenges to be completed before success can be realized.
Dorothy is accompanied by her new friends to take on this new task and some of her beliefs are put at risk (her dog Toto). Through the struggle to maintain her beliefs, she perseveres with her companions who have become stronger along the way. When a situation puts a learners beliefs to the test, they must rely on other beliefs to fortify or verify true actual doctrines, and the learner comes away with a better understanding.
When Dorothy returns to the Wizard of Oz, she again finds out that there are no quick and easy answers. The Wizard is only a man with many good ideas, skills and tricks. Her companions have matured along her during their journey and challenge to overcome their original short-comings or perceptions. They have all learned that the journey is more important than the destination; success is determined by experience, knowledge, skills, passion, motivation and relationships; and intrinsic power is all that is needed to get you where you want to go.
Now I can go read the book and see what other analogies can be made.
Sunday, June 3, 2007
mLearning
Mobile Learning: This type of training requires more discipline due to untethered learning needs. Untethered learners do not just include the "road warriors" but also the remote, stationary learners.
- Less is More - small chunks of content
- Mobile device delivery - iPods, pdas, cell phones, laptops, blackberries, telephone, etc.
The analogy of this type of learning to fast-food was made. Hence the coining of the name of this blog: McLearning. Do you want fries with that? We have a wide spectrum of mLearners from extreme (pioneers - arrows in their backs), moderate (ramblers), and low (home-bodies).
MLearning modules must be small (3-5 minutes maximum for some delivery methods), compact, transportable (downloadable), and convertible to many platforms. This will require rendering of many typical training topics to smaller snippets. The smaller the snippets, the greater the need for a good search and retrieval tool. These modules are better suited for knowledge transfer than building skills. Skill building using these methods will require "slow drip, drip, drip" techniques.
Instant messaging is gaining ground in the corporate arena for fast collaboration and mentoring. Blogs (jay cross, internettimelog) and wikis are also fast growing techniques being used in more progressive businesses. Podcasts (http://www.gruntmedia.com) are just emerging but hold great promise.
eLearning 2.0
Formal training only represents about 15% of employee's learning experiences. New trends are indicating new tools emerging into our corporate cultures. These include but not limited to:
- Wikis (http://www.PBWiki.com)
- Blogs (http://eLearningtech.blogspot.com)
- RSS (http://www.bloglines.com)
- Social Bookmarking (http://del.icio.us & http://myweb.yahoo.com)
- Podcasts
- Social Networks (http://www.linkedin.com)
- Add-ins & Mash-ups (polls, ask-a-question, discussion, ratings, etc.)
http://elearningtech.blogspot.com/2006/02/authoring-in-elearnign-20-add-ins-mash.html
New tools and cultural changes will involve more collaborative and social learning environment.
Beyond E-Learning
This session began by posing the corrrect question for e-learning: "How can e-learning help my business?" Training is the methodology we use to present information to others. Learning is what happens internally to the student, if they accept and understand the training. In order to leverage learning and learning technology for best business benefits, we must concentrate on more that just the learning element. The proper business culture must be built, grown and/or nurtured for adequate support of the learning endeavors. This support must come from the learners and business management.
The process starts with having the right people in the right positions. Talent management must be the corner stone of this vital element. Adequate motivation and incentive must also be in place to get the employees to want to do the right things. There must also be adequate resources and environment must also be present to allow proper performance. Then learning can take place to optimize performance.
Successful learning program evolve from learner awareness to learner understanding and learner preference and finally to learner evangelists. Try to be the best resource available to your company employees/learners.
Knowledge Management: Getting information from those who have it to those who need it at the right time. (FirstGo.gov) Successful implementation requires adequate tools to search and find the information. This intellectual capital must be properly maintained and could be used with performance support (job aids or tools) to allow performance without needing to teach the user.
E-learning needs to be part of the overall learning system including classroom, online training, knowledge management, and performance support. As learners evolve from novice to competent, to experienced to master/expert employees their need for formal training decreases and their need for practice, resources, access to knowledge and informal training increases.
The process starts with having the right people in the right positions. Talent management must be the corner stone of this vital element. Adequate motivation and incentive must also be in place to get the employees to want to do the right things. There must also be adequate resources and environment must also be present to allow proper performance. Then learning can take place to optimize performance.
Successful learning program evolve from learner awareness to learner understanding and learner preference and finally to learner evangelists. Try to be the best resource available to your company employees/learners.
Knowledge Management: Getting information from those who have it to those who need it at the right time. (FirstGo.gov) Successful implementation requires adequate tools to search and find the information. This intellectual capital must be properly maintained and could be used with performance support (job aids or tools) to allow performance without needing to teach the user.
E-learning needs to be part of the overall learning system including classroom, online training, knowledge management, and performance support. As learners evolve from novice to competent, to experienced to master/expert employees their need for formal training decreases and their need for practice, resources, access to knowledge and informal training increases.
2007 ASTD Pre-conference e-Learning Instructional Design Certification
This 2-day seminar was conducted by Edmund Manning from Allen Interactions and was very well designed and delivered. Several key take-aways include the notebook, (2) CD-ROM with several e-learning examples, and Michael Allen's book entitled "Guide to e-Learning". My experience was well worth the time involved (Friday and Saturday).
Getting people to do the right thing at the right time. This theme was stressed at the goal of successful learning programs. During the seminar many examples and samples were discussed and critiqued. Some of the key ingredients of designs:
Getting people to do the right thing at the right time. This theme was stressed at the goal of successful learning programs. During the seminar many examples and samples were discussed and critiqued. Some of the key ingredients of designs:
- Learner motivation (more involvement, easier to use, etc.)
"You cannot learn when you are bored" - Instructional interactivity (not to be confused with computer or tool interactivity)
- Content structure & sequence
- Navigation
- Learner interface
Instructional interactivity: Challenge (stimulus to act or focus), Context (to set up the challenge), Activity (physcial response to the challenge) and Feedback (reflection of the effectiveness of the learner's action).
Challenge - Should be able to be stated in 8 words or less (could be module name) the hook
Context - framework and conditions or "setting" (graphics, story line, etc.)
Activity - test of learner's understanding
Feedback - provide instructive response to activity, able learner to redo, frank & honest
*Learner-centric instead of content-centric
- known to unknown
- misceonceptions to latest techniques
- goal decomposition
* No neutral learning experiences...either good or bad.
Learner motivation: Magic keys to making learning experience compelling, engaging and motivating. Normally, try to apply 2-3 of these in e-Learning design.
- Anticipated outcomes - what's important to the learner as result of doing the right thing at the right time (pay, power, self-esteem, freedom or success)
- Risk - achievable level of challenge with risk of losing something (not too high)
- Content - challenging with real value not already known to learner (WIIFM)
- Context - appealing, relevant, novel, suspenseful, intriguing and attractive
- Multistep tasks - real world experiences of many tasks for positive outcome
- Intrinsic feedback - ability to determine success internally, contingent on performance without the need for external or didactic comment
- Delay Judgment - assessing validity of each step robs the learner of self assessment or evaluation
Navigation: Learners need to know the following (similar to using a book/manual).
- Where am I in the course (let learners see where they are)
- How long is the course (let learners see the boundaries of their universe)
- What is in it (let learners see how content is organized)
- Let me see that again (let learners back up)
- Let learners correct themselves
Basic design rules:
- Consistency in navigation, activities, flow and layouts
- Avoid more than (3) font styles and sizes
- Adequate white space
- Maximize learning area
- Top-down and left-right sequencing
- Not too much branding
- Emphasize HELP features
- Use effects to draw attention to important things
- Left justify text
- Use narrow blocks of text
Design & Content: Focus on performance and learner. Is training needed? Can a job aid suffice? Differences between educational needs and training needs. Online knowledge and informaiton.
What must be verified for successful training:
- Performer compentency is the problem
- Good performance is possible
- Incentives exist for good performance
- Good performance is not penalized
- Essential resources and culture for learning development and delivery are available
The Savvy Process
- Iterative design
- Rapid prototyping
- Typical user testing - users who have just completed
- Model based production - consistency - modular - templates
- Consistent team - keep same members for ownership and communication advantages
- Breadth-overbreadth - define all of the pieces of the puzzle before bread boarding
Notes:
"Instructional design never ends...it juts stops." - Michael Allen
Find a learning champion
Create dissatisfaction with the status quo
Learn about the business of your business
Create a teachlet as sample
Accounting 101: where does training fit?
Games: You don't know Jack, Life-tough
Links: halfbakedsoftware.com
books: "e-learning fieldbook" & "Made to stick" - Chip Heath
Tools: Lectora, Articulate, Audacity (vo), Captivate, InfoPak, Elluminate, SABA
LMS: SABA, GEO, Moodle
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