Thoughts, insights, beliefs and nonsense about LEARNING
A Live event on Learning Technologies (in Hebrew):
My good friend, Gideon Ziler (www.e-learning.co.il ), is conducting a live event that attempts to summarize the leading technological tools now in use in
Gideon, as usual, spices the event with a little humor (what's life without a good laugh…) and links the event with the Pessach festivities coming up next month, during which it's customary to tide up the house…
So for everyone that wants to understand a bit more about this ever changing field, just point your mouse towards http://www.e-learning.co.il/form2.asp and remember
Personal learning by by Denham Gray
A new learning paradigm is shaping up and we can be a part of this exciting process. This article brings some interesting insights and thoughts. Some are copied down bellow:
The key to learning is not the medium nor the message, it is the quality of the dialog with your peers that really matters
You may obtain information from the 'sage on the stage' a book or CBT, but you learn on the playing field, where your identity is forged, opinions are validated, values mediated, beliefs formed and assumptions are tested
Lasting knowledge is knowing more than definitions, concepts and relationships, it is feeling what is right in a particular situation, requires personal engagement, passion and a community to emerge. Learning and knowledge require an ecology to thrive and evolve.
For the whole post: http://denham.typepad.com/km/2005/03/personal_learni.html
A new eLearning book
E-Learning QUICK Checklist
By Badrul Khan
E-Learning QUICK Checklist walks readers through the various factors important to developing, evaluating and implementing an open, flexible and distributed learning environment. This book is designed as a quick checklist for e-learning. It contains many practical items that the reader can use as review criteria to check if e-learning modules, courses and programs provide the level of services that learners (or consumers) should expect. Items in the checklist encompass critical dimensions of e-learning environment, including; pedagogical, technological, interface design, evaluation, management, resource support, ethical, and institutional. Throughout the E-Learning QUICK Checklist, various critical e-learning and blended-learning factors are presented as questions or items that you can ask yourself when planning, designing, evaluating and implementing e-learning and/or blended-learning modules, courses and programs. Publication Date: February 2005
Publication Date: February 2005
Interesting Learning Perspectives from Asia Elliott Maise ( www.masie.com ) just returned from Hong Kong where he hosted e-Learning Asia for the first time. During his conversations with delegates he came to the following insights , which are interesting for everyone that aims at this huge and developing market or want to better understand the processes at his home market : * Many Asian countries have skipped the first phase of e-Learning. They didn't have the model of porting CBT (Computer Based Training) to the web. Instead, they started using e-Learning more recently, avoiding a number of growing pains. For example, we see fewer organizations in the midst of LMS remorse and more sophisticated use of "Google" like search modes rather than long portal lists on learning offering pages. * One challenge in the Asia is learner's expectation of needing to memorize all content. There is a tendency for some learners to "over-study" the content. Much conversation about our recent suggestion to label content as "Memorize, Familiarize or Reference Based". Some companies have had to be explicit with learners about lowering their intensity of studying with e-Learning. * The multi-language issue was a strong one for many of our group. Between dialects and regional language differences, there was a strong need to develop a Multi-Language Rapid Learning Design model. They were also looking for authoring tools that supported easy translation "layers". * Audio's role in learning was another hot topic. Stronger sense of wanting audio as a highly available resource rather than video. * New Asian metaphors of on-line learning was an intriguing topic. Rather than "virtualizing" the classroom, what are other models? The e-Mentor, the online-Coach, the longer term e-Apprentice/Master model? * The high level of acceptance of digital devices, from MP3 to Mobile Phones, is clearly higher in Asia than in North America and Europe. What are the implications of this for Learning delivery? * Social interaction patterns amongst learners and teachers/students are different throughout Asia. Integrating this reality into Learning models is resulting in changing assumptions about asynchronous and synchronous delivery. * Scalability.. Scalability.. Scalability! How do we scale Learning programs in China to reach millions? How do we scale across multiple languages? * Low-Cost Economy and High Quality Learning! What are ways to create learning content and systems that "work" in low-cost economies and still have a high quality experience for learners? * Blending in New Ways. We heard about intriguing new approaches to blending content approaches. * Asia Learning Marketplace: The conference discussed the growth of both LMS systems being developed in Asia as well as content development in this region. Watch for the export of systems and content on a Global basis.
Elliott Masie does it again! Elliott has this wonderful gift of asking the right question, of giving the appropriate task to a group of people and before long you have a great output, thai progresses the learning community a bit more.
He asked the readers of his newsletter : "What Keeps You Up at Night" and got 672 contributions, that will give you a global perspective of what your colleagues are facing as their daily challenges. These have been sorted and categorized into 12 chapters for your easy reading.
Elliott even goes further and gives permission to pass this along to any of our colleagues.This is great collaboration for all of us!!
http://www.masie.com/upatnight/
Marc Rosenberg, e-learning expert - Advice on how to manage e-learning successfully in your organization
Down bellow you can see the link, but I couldn't refrain myself from lgiving you a few excepts : If professionals expand their role to believe that their role is to improve performance, impact the business, and support knowledge workers, then the technology around learning and information becomes much more broad than delivering training electronically. There’s knowledge management, collaboration, communities of practice, and performance support. All of those things look nothing like training, and they’re not developed like training.
One of the problems with knowledge management is that it’s not clearly defined. Here’s a simple definition: getting information from those who have it to those who need it. I think that is the role of trainers
I think the key to the industry improving is for trainers to consider themselves as part of a business problem-solving team. Trainers need to go out there and try to figure out how to get sales people to sell more, programmers to program better, and so on
http://www.learningcircuits.org/2005/mar2005/rosenberg.htm
The Varieties of eLearning Experience - LearnFlex - CLO Gary Woodill
An exciting presentation mentioned on the blog of my friend Jay Cross and presenting both the story of eLearning, but more important that that- 40 different eLearning modes !! Worth taking a look at it.
://learnflex.com/presentation2/garyppt_files/v3_document.htm
Can Pessimists Ever Be Great Leaders?
An interesting question I met in the Fast Company Blog( http://blog.fastcompany.com/archives/2005/03/16/can_pessimists_ever_be_great_leaders.html)
Being an endless optimistic, I'd like to thing it's impossible. it goes against the very core of leadership , in which many times people look up to their leader to point out the light at the end of the tunnel and to stress that at the end of the day/way, we're going to achieve our goals. We have enough pessimists going around already.
John Gardner in a speech delivered to McKinsey & Co. partners in 1990 addresses this point :
I can tell you that for renewal, a tough-minded optimism is best. The future is not shaped by people who don't really believe in the future. Men and women of vitality have always been prepared to bet their futures, even their lives, on ventures of unknown outcome. If they had all looked before they leaped, we would still be crouched in caves sketching animal pictures on the wall.
But I did say tough-minded optimism. High hopes that are dashed by the first failure are precisely what we don't need. We have to believe in ourselves, but we mustn't suppose that the path will be easy. It's tough. Life is painful, and rain falls on the just, and Mr. Winston Churchill was not being a pessiment when he said, 'I have nothing to offer, but blood, toil, tears and sweat.' He had a great deal more to offer, but as a good leader he was saying it wasn't going to be easy, and he was also saying something that all great leaders say constantly--that failure is simply a reason to strengthen resolve.
Nothing is ever finally safe. Every important battle is fought and re-fought. We need to develop a resilient, indomitable morale that enables us to face those realities and still strive with every ounce of energy to prevail. You may wonder if such a struggle--endless and of uncertain outcome--isn't more than humans can bear. But all of history suggests that the human spirit is well fitted to cope with just that kind of world.
(My) 7 Guidelines for Effective Corporate e Learning
A very good set of guidelines, which form a framework of a corporate e-learning strategy -- or a corporate learning strategy in general. I believe a must for every learning person starting any eLearning initiative. By Anol Bhattacharya, Soulsoup, March 7, 2005
Three Rules for Sharing Informal Knowledge
Over the last few years corporations have purchased or developed a variety of systems for sharing formal knowledge in the form of training programs, knowledge bases and elearning. These programs have become very sophisticated and the best of them can be highly effective. What we are starting to realize though is that formal learning only incorporates about 20% of what most people need to learn to do their job. The fact is that most learning that people do is still informal. Informal learning includes information that is gathered through email, conversations in the hall, talking at lunch, or making a phone call. It is in the area of informal learning that corporations have a huge opportunity to leverage new software and best practices to create dramatic improvements in the way their employees learn and become effective on the job.
A short but very insightful article.
http://www.imakenews.com/customervision/e_article000371177.cfm?x=b4B19dd,b313sJmf,w
Name: Meir Navon
I am a veteran in the learning field, specially in the corporate arena.The main positions I held in this arena were CLO of Bank Leumi (a very big international bank), CEO of Interwise(Europe) and CEO of Ergo Training (a training solutions company).
At the moment, I'm the Business Development Manager of the Training Division at NESS Technologies (www.ness.com), a member of the academic staff at the Holon Academic Institute and Chair of the Israeli Training Community.
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