Wednesday, December 05, 2012
I was honored to have my session recorded: Putting "Design" back into Instructional Design. eLearning Guild members can access the video archive on the eLearning Guild's website:
The eLearning Guild: Putting "Design" back into Instructional Design
If you do take the time to watch the video, I'd love constructive feedback and ideas for how I can improve this session for the future!
Thanks for watching :)
Tuesday, November 06, 2012
Take 1 – talking head, dull voice over. But more information. If you watched it 10-12 times you might get more out of it. Facts, but dense. Dry and boring.
Take 2 – exciting visuals, more memorable. Made reference to pop culture to pull people in. But all over the place and distracting.
Neither really very effective.
- Clarity (no confusing graphs!)
- Relevant aesthetics – no pictures of hotdogs and bunnies!
1. Dessert and vegetables
The Huffington Post – it’s reliable. Huge headline, big photos. Serious politics up tight. But then you go down and there’s John Hamm without a shirt. The mullet approach to news – business up front, party at the bottom. Get your veggies at top ad your dessert at the bottom. We all love dessert.
2. Cultural references as dessert
Obviously, challenges to do this in culture world. But how can you connect back to cultural references?
Think outside of the walls of your classroom. (shares a video of a classroom teacher who has a ppt on screen that “comes alive”).
“What happens when you put an android, winpho7, iphon 4 – what grills faster?” (youtube video) – cooked three phones on a grill. Over 1 million views.
Saturday, November 03, 2012
Thanks to a great audience -- we had lively conversation and great food for thought!
Tuesday, October 02, 2012
Answering the question, "did you record the webinar?" Why, yes. Yes, we did. Watch the 60 minute webinar on Youtube.
And answering the question, "will your slides be available?" Why, yes. Yes, they are.
Tuesday, September 25, 2012
At Kineo, we've been creating our own names for the design models or patterns that we find ourselves applying over and over again to solve different types of learning challenges with our clients. Having a common language that we use
As usual, I'll share lots of examples and look to you to help create another lively back channel!
Register for the webinar here.
Friday, September 21, 2012
We've got authoring tools that output to Flash and HTML and do this and do that.
And everyone's scratching their heads about how to build that next elearning/mlearning/learning project. (Seriously, can't we drop the prefix by now?)
In case you missed it, the webinar recording and slides are now available. Find out more about Responsive eLearning Design and why we think it's the way forward.
Monday, September 10, 2012
What is it? How do we use it effectively? Why do we need it and do we? What are the dangers of interactivity? ...(hint: beware of CCBB!!!) What does effective interactivity look like?
And while we're waiting for Thursday to come round...take a moment to share your unique thoughts on interactive elearning in the comments. Feel free to answer the questions I've posed here -- or answer something else completely.
We'd love to have participants share their own examples of good interactive elearning. Let me know if you've got a great (or even a terrible) example you'd like to share!
Details and registration info on this week's webinar and more available here: Kineo Events Registration and Info Page
Tuesday, August 14, 2012
Right now I've got at a few design/learning things going on:
In Pursuit of Elegance: Why the Best Ideas Have Something Missing by Matthew May
Learning Everywhere: How Mobile Content Strategies Are Transforming Training by Chad Udell
The Design of Everyday Things by Donald Norman
100 Things Every Designer Needs to Know About People by Susan Weinschenk
And lest you think I'm all business:
The Hobbit -- reading aloud to my kids :)
Tess of the D'Urbervilles by Thomas Hardy -- haven't read this since high school.
What are you reading? And what else do you think I should be reading? (Because my stack is not nearly big enough as it is!)
Thursday, July 26, 2012
Bob Mosher is starting the day off with some discussion around where do we start implementing these new technologies? "This war is won one project at a time?"
- Create a proof of concept to solve one nagging problem. Don't try to boil the ocean!
- Pick an audience that is excited about these new tools and comfortable with technology. Keep your sample size manageable. 40,000 people isn't a pilot. Or start with your own internal L&D group where you can keep the control.
- Use existing learning assets -- build with existing content. (You've probably got tons of stuff -- people just can't find it now.)
- Time and scope -- be realistic.
- Contextualize it -- put it in the workflow!
- Embedded performance supporting -- putting the resources at the point of need
- Starting within our own groups to experiment with these methods and maximize our own productivity
- Positioning ourselves as a learning group -- we've got to bring to the table more strategic discussions to how we can impact performance
- Design mindset -- we have to shift things. Senior level people want to see something in two weeks.
- I wish we'd never uttered the words "informal learning" -- it's a really broad brush and how do you put budget on that? I need to structure and design for informal learning where people are having a conversation on their way to the parking lot?
- I can pick a small group of people from my organization of 80,000 and start there -- I can now think of ideas that I can deliver for a smaller chunk
- L&D teams have put themselves in a box of moments 1 and 2 (new and more). We should be owning all five moments (new, more, apply, change, solve).
- In training, we've trained ourselves to think that everything is NEW -- that we need a three day course. But often it's a more -- we have existing models to work on -- the interventions can be different.
- Get data to understand WHO your workforce really is. Data to suggest that someone can learn something without sitting in a classroom.
- These are my notes from his April session (I know, I'm being lazy...)
Wednesday, July 25, 2012
- Before Apply – provide planners (reference guides, wikis, blogs, elearning)
- During Apply – provide sidekicks (job aids, context sensitive help, FAQ’s, coach/mentor, help desk, twitter)
- After Apply – provide quick checks (checklists, assessment tools, feedback loop)
Thursday, July 05, 2012
Come join me, Bob Mosher, Conrad Gottfredson and Chad Udell as we talk about learning technologies, the five moments of learning need, mobile, social and embedded performance support.
Here's where to go for more details on the conference and to register. Hope to see you there!
Tuesday, June 26, 2012
Are you using Brainshark already at your organization and want to think about ways to take it to the next level? Not sure what I'm talking about and want to learn more?
Come join me, Steve Rayson of Kineo, and the Brainshark team on Wednesday June 27th (that's tomorrow) at 11:00 eastern.
Registration details are here.
Monday, June 11, 2012
Pretend we're having coffee together while you read it, and then let me know your thoughts.
It's a big, wide world out there!
Tuesday, June 05, 2012
Friday, May 18, 2012
And, like most of us, I like to learn through collaboration and conversation. (Ideally, while roasting marshmallows around a campfire...)
So last month when I prepared for my LearnNow conference presentation on "Implementing Social Learning", I reached out to my social networks.
Highly suggest joining Jane Hart's Social Learning Community if you want to dip into this topic more and learn what real people at real organizations and doing about facilitating more collaborative and social work environments.
And big hat tip to Sumeet Moghe of Thoughtworks for sharing his presentation at LSCon on implementing a social learning platform (they went with Jive).
Jane Bozarth's diigo page was another great resource.
To consolidate some of my own learning on this topic, I wrote an article for this month's Kineo Newsletter:
Going Social -- Let's Get This Party Started.
Here's a recap of my comings and goings...http://www.kineo.com/us/news-insights/kineo-us-update-from-the-road.html
Wednesday, May 09, 2012
These are my live blogged notes from an eLearning Guild/Citrix presentation with Nancy Duarte, author of Resonate and Silde:ology.
The story: a likeable hero, she encounters roadblocks, she emerges transformed (the perfect three part story structure)
Organizations need to keep creating ideas to continue to reinvent themselves. The lifecycle of an org (start, grow, mature, decline)…so we need to reinvent ourselves all the time. And that’s what good presentations can do. They can spawn ideas to reinvent…
good stories make our hearts race. But there’s often a gap from storytelling to presenter…and the presenters just fall…flat.
Powerpoint so often used to present reports.
But when you have a high stakes opportunity to persuade, you need to use story.
How do you incorporate story?
Every great presentation should have a beginning, middle and end. But there needs to be a turning point between those acts.
The audience is the hero of the story. They have all the power in the room. They’ll determine your fate. The presenter is the mentor. They help the hero get unstuck, or they leave a magical tool. When someone leaves your presentation – you should be giving them something of value.
Joseph Campbell came up with an 18 part story structure: ordinary world, a call to adventure, refusal of the call, meeting with the mentor, crossing the threshold (as you persuade them…)
The shape of great speeches:
What is – what could be – and you call out the gap…
It’s like sailing – as you sail against the wind, you need to capture resistance. Think about your audience, what will they throw back at you. What will be there resistance? Plant that resistance into your presentation. Your audience will get to your point of view quicker, if you plant that resistance into your talk.
Your ending should paint the picture of what the future is going to look like. A picture of your hope.
She goes on to analyze Steve Job’s speech unveiling the iPhone.
A STAR moment “something they’ll always remember”
The stakes are higher for making better presentations! TED and Twitter…people will trash your presentation if it’s not up to par.
If you have an idea, a dream, a way to move your company forward, you need to latch onto that and share it and change the world.
Questions from the crowd:
If you’re doing product training – let’s hope you have a good product!
Nancy encourages everyone to find their passion…people won’t invest in their communication skills unless they’re passionate about what they’re communicating about…
If you’ve got to complete something in three days, odds are that the stakes aren’t that high. Instead it’s “grind this out for the planning meeting.” Categorize the importance of things and fight for the ones that are really important. When it’s really hard stakes, then fight hard for the time. And then knock it out of the park.
When you’re doing a webinar – stand up, move around, use your hands. Post pictures of people in your space to help you remember that there are people on the other side of the technology!
Make sure it’s bite size chunks of content. You need to be more interesting than their email.
Be a consumer of great communications. Watch TED talks…and then PRACTICE your skills.
For training programs where the SME wants to include everything and the kitchen sink – remind them that this isn’t a report, that we need to focus on the story.
www.duarte.com for more!
Sunday, May 06, 2012
A few weeks ago, after an Easter candy sugar fueled meltdown, my six year old daughter learned how to ride a bike without training wheels. In about 20 minutes.
Here’s how it went down:
“Hey, let’s take off those training wheels and see what happens…”
“Really, mom? OK…”
I held onto the back of her back a couple of times and then just let go. She was off. A few weeks later, she’s zipping up and down our street like an old pro, a face full of wild exuberance. It’s good to be a kid.
Some thoughts from her experience:
- She started at the beginning and went through the paces. A tricycle for a few years, then training wheels. (scaffolded learning support)
- She had my support and encouragement when we took off the wheels. I held the back of her back and quietly let go when I could tell she had balance on her side. (a gentle guide)
- She was motivated. Her older brother has been riding for awhile and she likes to keep up with him. (Note: he did not learn this whole bike riding thing nearly as quickly). (social learning)
- Plus, bike riding is really FUN. (intrinsic motivation)
- She was ready. (learner readiness)
What have you learned lately? And how did you learn it? How is her experience different from yours?
Tuesday, May 01, 2012
Karl Kapp is a professor of instructional technology in Bloomsburg University’s Department of Instructional Technology in Bloomsburg, Pennsylvania. He’s one of my favorite professors that I've never actually studied with (although he has taught me a ton). Over the years, Karl and I have had wonderful arguments about gamers and gender and instructional design. He took me on my first tour of Second Life and opened my eyes to the possibilities of virtual worlds. He wasn’t my professor, he just wanted to share. So thanks, Karl, for sharing with all of us yet another thoughtful book about a topic on everyone’s minds these days: gamification and learning. And now I’ll share a few thoughts of my own…
If you think gamification is just about putting badges into your courses, then this book is for you.
If you're still on the fence about whether games work for learning, then this is certainly the book for you.
If you need to gain buy-in for games within your organization and need to know what theories to cite to support your arguments, this is the book for you.
If you need some examples of how games can be used in learning, yep, this is the book for you.
But if you really want to start designing and creating games, go out and play 'em.
But still, that's not enough. There's a practical element we’re going to need if we’re really going to get this learning game thing right, so I just want to take a moment to focus on what it will take to build a game within an organization.
In Chapter 9 "Managing the Gamification Design Process", Karl talks about the process for designing a learning game and who you'll need on your team. At the moment, I suspect this project team list will be too daunting for most internal organizations:
"The following team members typically are involved with a project for the gamification of learning and instruction. Not all of these individuals will be involved every time. It depends on the size and scope of the project. However, a project manager, instructional game designer, artist, at least one subject-matter expert, and a programmer or two are almost always involved."(Karl then goes on to talk about the need for animators, music/sound technician, and other specialized roles.)
Karl says if you don't have an instructional game designer (and these are hard to come by), you should go out and get an instructional designer who likes to play games. But if you then consider that many organizations, especially smaller ones, are working with "home grown instructional designers" (who are maybe just powerpoint jockeys or really good at Captivate, but not actually instructional designers in the truest sense), then I'm not sure that many organizations will be able to do this in-house -- or at least not do it well. I'll go out on a limb and say this bodes well for the growth of the outsourced instructional game design companies!
Karl doesn't talk much about budgets or time frames in all of this, but something to bear in mind. Seems like it takes more time and more money than a lot of organizations have for a lot of their "learning" projects. Karl, what say you? (And he'll probably say something like, "it doesn't have to take more time or more money".)
Jeannette Brooks of Articulate wrote about the book just yesterday and talked about how Storyline (Articulate’s soon to be released development tool) will put “gamification within easy reach of any e-learning developer.” What do you think? Will Storyline make this all possible? I suspect there’s more to good game design than the tool though, right?
So should there be more learning games? Absolutely. Will more organizations design and build them. Absolutely. Will there still be a lot of the same old training solutions coming out of the same old training departments? Most likely...
So I'll leave you with this cautionary tale from Karl Kapp:
"Too often the learning profession embraces a new concept as the answer to all learning problems and overhypes the concept to the point of backlash. It is important to approach the gamification of content and learning carefully and methodically. If gamification is seen as a panacea and applied to every single learning event, it will quickly become trivialized and non-impactful. Stay focused on using gamification for the right learning outcomes."(Which is to say, don't be part of the problem. Instead, go out and read Karl’s book and find out why gamification isn’t just badges and points, but much, much more….)
Follow the conversation on Karl’s Facebook page: http://www.facebook.com/gamificationLI
And be sure to buy the book: The Gamification of Learning and Instruction.
And a final note about our modern lives and the need for games…
This really has nothing to do with Karl's book, but more just a pesky rant I've got in me about games and gamification in general. It seems our modern world has lost so much purpose...we need and want to be entertained because most of the challenge is gone (a very first world problem)...or we need to be numbed to the challenges we do have. And now we need to dress up our boring jobs with games because otherwise who wants to learn them or even do them...I don't know. Kind of makes me sad…
Tuesday, April 24, 2012
These are my notes from the final workshop session at ASTD Learn Now in San Francisco. Bob Mosher and Conrad Gottfredson of Ontuitive are leading a conversation on metrics and measurement.
The things that we currently measure about learning are things that the learner doesn't really care about. (% of course completions, pass/fail rate, # student days, etc.)
Bob Mosher -- there is value in smile sheets. Research shows that if people like you're training, they'll take more. There is defendable data when 12,000 people say that class was good.
When we measure the first two moments of learning need (new and more) we can measure with knowledge & skills gain -- certification, demonstrable skills, compliance.
Gloria Geary, Why Don't We Just Weigh Them? http://www.gwu.edu/~lto/gery.html
When we move to the world of performance support, we need to gather data to show that we make a difference to the organization to achieve its aims -- we need to measure competency and measure moments 3-5. We need to tie it to on the job performance gains:
- time to proficiency
- lower support costs
- completion of job-related tasks
- increased user adoption
- optimized business processes
- customer/employee loyalty, morale, and/or retention
- sales close/cycle time
There are three ways we can measure:
- digital monitoring (we can track activity, see where they click, see where they spend time).
- performer monitoring (quick checks)
- “others” monitoring
Shouldn’t the real measurement be whether or not they’re selling more chairs (assuming they’re selling chairs, of course)? What’s been the business impact?
Critical Skills Analysis – determine along a spectrum where things have critical impact to the business. Work with SMEs to create a rubric for the lines of business and for different skills.
These are the lines of business perception of critical business actions – these aren’t the learning team’s perception…Bob and Con show a 1-7 ranked scale – a critical impact rating. At one end is complete catastrophic results – e.g., someone will die.
Make sure you’re investing in measurement in the right places. Figure out what’s happening in the right places. Figure out what’s happening to improve performance support and to improve critical business impact.
We can’t measure everything. Don’t try to boil the ocean. Measure what matters. How deep do I go?
The new analytics:
Chad shares some data you can get from a mobile app:
- time spend on a page
- frequency of use
- sharing info
- type of info accessed
- conversion points (are they doing what we’ve designed the experience to do?)
- Other things…does access frequency go up or down over tie? Does engagement time go up and down?)
Sample analytics that they got:
- 20-25% of visits last between 10-30 mins (this was for a mobile quiz game that took about 2 mins – so people were spending more time here)
- users returned to the app in less than one day
- Game rules only comprised 1% of the time consumed – this was the manual/user guide – it confirmed for the developers that they had designed a good UI.
Yahoo Web Analytics – free tool used with advertisers. To determine what % of business is coming from different channels. At yahoo, using it to determine what learners are doing – what content they go to, what pages are useful, it allows them to understand behavior. If there’s content out there that no one is looking at…then why? This allows you to determine where they go and how long they stay – and to view it buy country/demographics. Who’s using it?
Business example – health insurance provider using a performance support system:
- 84% of sales force used the embedded learning solution DAILY
- 6% increase in DAILY work productive – finding correct info, not waiting for answers, not bothering others (measurable, observable behaviors)
- 2.4 hours saved per week per employee
- So that means they had more time to sell. $454K saved based on audience of 3,000 users
UI Stencils http://www.uistencils.com/ Use these templates and tools for rapid prototypes that are to scale for the device you're building to...
Project management tools like basecamp, assembla http://www.assembla.com/
- Fieldtest - web based tool to create fast mobile prototypes. http://fieldtestapp.com/ (focused on smartphones and up = android, iOS, windows mobile)
Chad shares a prorotype he created that you go checkout: http://fldt.st/10d1c7f
- App cooker http://appcooker.com/ An ipad app for building iphone and ipad apps (very meta) $25...
Misconception that apps have to go through the app store. Apperian...helps you avoid putting proprietary content into the App store. www.apperian.com
The group shares some of their key moments and reflections from yesterday’s workshop session here at ASTD Learn Now conference in San Francisco. I’m co-facilitating this conference with Bob Mosher, Conrad Gottfredson, and Chad Udell.
One project at a time. We can start with one small piece and not try to do everything at once.
Thinking about blended learning vs. blended training.
The pyramid (see my notes from yesterday)
Two clicks, ten seconds. We need to get people to the information they need quickly.
The five moment of needs: new, more, apply, change, solve. Moving the training org to think about all five of those moments and not just the first two.
We need to get to SUSTAIN. Focus really on what’s needed. All of the time expended on this long classes, etc. that people just forget after the event.
The implication for the formal learning if you change to thinking about this five moments of need – you re-design the formal event now to map into this new vision.
Monday, April 23, 2012
Mobile -- nearly pervasive devices.
Aspects of mobile learning:
- context sensitivity (time, location and intent)
- individuality (the content that I access is different than the content that you access)
What is driving mobile for you? Build a business case.
Do you have a champion? Someone who's willing to wear the superhero suit?
Differences in design....instructional, interactive, contextual. You become more of a curator; you help people by putting wayside signs along the way. It's an aggregator role. You're competing with Angry Birds...
Lots of fragmentation - different operating systems, different devices. Is your organization BYOD (bring your own device?) -- don't get excited about every new device coming in and freak out.
What about security? It can be a big deal and is often seen as a barrier to entry. You're going to have to become friends with the IS guys in your organization.
Mashups are the norm. Data from one system (your CRM) may be living very close to other data (your company wiki). Your training content is now co-mingled and the lines are blurring. We need to get comfortable with this new world.
Who are the stakeholders?