In spite of decades of evidence to the contrary, many companies continue to brainstorm solutions in crowded conference rooms, filling up white boards with sticky notes and mind-mapping trees. While traditional brainstorming methods are great for producing a lot of ideas, it’s time to start shifting your focus to methods that foster better and more useful ones.
We often build instruction as if people are blank sheets of notebook paper on which we are writing. This is clearly a mistake (that causes problems) on numerous fronts. Patti Shank explains that pre-existing knowledge is the foundation to build additional knowledge.
They say that even a blind squirrel will find a nut eventually, and I am living proof of that concept. So there I was at DevLearn 2014 locked in to speak at a couple of breakout sessions and facilitate a tabletop discussion at the crack of dawn on day one. I’m there on a Performance Support mission of “seek and learn” and purely by accident I stumbled over a pre-conference session Tuesday afternoon called the xAPI Hyperdrive. Yup…maybe not totally aligned with the squirrel metaphor, but I found a nut I was not even looking for…and it changed my entire conference agenda.
"The idea that individuals have distinct learning styles has been around long enough to become part of the folklore of educational practice and an integral part of how people perceive themselves. The underlying premise says that people receive and process new information differently: for example, some learn better from visual materials and others learn better from text or auditory materials. Moreover, the theory holds that people who receive instruction in a manner that is not matched to their learning style are at a disadvantage for learning."
There appears to be no scientific evidence to support learning styles theories and plenty of evidence to suggest that they may be doing more harm than good.
You’d be hard-pressed to find a more hyped pairing of words right now than machine learning. It is being hailed as the wave of the future, but will it lead humanity to a bright new dawn, or usher in the age of our robot overlords?
It’s always a challenge for practitioners of any stripe to find the time to reflect on their work, a critical element of learning. Working out loud takes us off autopilot and forces us to confront assumptions, bad habits, and prejudices. Helping others better articulate decisions helps them learn—and if we’re paying attention, we might learn something, too.
With changing technologies, the learning industry is changing its expectations from e-learning as well. While until a few years ago e-learning was simply making learning available and accessible to learners, today learning professionals are keen on uplifting the user experience and want more out of the learning experience. One of the main concerns for L&D managers today is to make sure that the learning provided is aligned to the needs and requirements of the learners. This is reflected in the industry-wide interest in Big Data and adopting newer standards like Tin Can API that can help make sense of the data to churn useful inputs on learner experience.
Did you know that most people decide how long they will stay in their job within the first week of employment? Successful induction courses are your chance to show new employees what makes your company tick and pave the way for an easy, enjoyable, and productive integration. Here we look at the advantages of taking your company induction course online!
E-learning producers are in a difficult position, because a great deal of their work comes in the form of compliance training (according to Charles Jennings, 80% of all e-learning produced in Australia is to meet compliance needs). But in the long run they must surely feel the effects of a poor user experience.
"The mobile learning boom started to come about when people began to rely upon mobile technology on a more regular basis. Specifically, this refers to tablets and smartphones. The gray area of course being laptops."
Clark Quinn and Will Thalheimer have started debating top-tier issues in the workplace learning field. In the first one, they debated who has the ultimate responsibility in our field. In the second one, they debated whether the tools in our field are up to the task.
In this third installment of the series, they've engaged in an epic battle about the worth of the 4-Level Kirkpatrick Model. Take a look . . .
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