Elearning gets sent to the Principles Office

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E-learning gets sent to the Principles Office!
Jennifer Ingersoll
University of New Brunswick, Canada
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The medium is the message
- Marshall McLuhan

• E-education is just education delivered another
  way
• It is simply a new delivery tool, a means to an
  end
• The way the message is delivered may have
  changed, but
• The process through which people receive new
  information (and therefore learn) hasnt changed

Ref McLuhan, 23
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The good and the bad
No matter what the medium, the message has to be
delivered effectively.
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Learning is about people!

• Learning is not about loading information from
  the outside-in

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Inside-Out Learning

• It happens on the inside and is applied on the
  outside
• Individual needs must be met for this to happen
• The teacher (or medium) is an enabler that meets
  those needs

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Training, in isolation, doesnt work
Delivery
Ref Canadian Society for Training Development,
Training Competency Architecture
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Feed the Need
Needs Assessment

• ? Readiness Whats in it for me?
• Experience Life as a foundation
• Autonomy Active participant with control
• Action Apply the knowledge
• Engagement Stimulate the learner

Ref Stolovitch Keeps, 59 MacKeracher, 41
Justice Jamieson, 11
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Define the Design
Design

• Active Practice Let me try!
• Massed vs. Distributed Give me a break
• Whole vs. Part All together now!
• Overlearning Do it again!
• Task Sequence Whats next?
• Knowledge of Results How am I doing?
• Identical Elements Ive seen this
• General Principles If X Y, then
• Stimulus Variability Thats just like

Ref Belcourt et al., 112
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The Delivery Room
Delivery

• Learning Styles Its just how I think.
  
• Modality Preferences See it, hear it, do it.
• Experiential Learning Do it, figure it out.
• Technical Needs What tech do I need?
• Structure Anybody out there?
• Facilitation What do you think?

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Coaching
Coaching

• Collaboration Lets work together!
• Coaching Good! Now try this!
• Mentoring What would you do?
• Technical Support This thing wont work!
• Job Aids Its right in front of you!
• Pop-ups Heres your chance!
• Reminders Forget-me-not!
• Cohorts Lets learn together
• Databases Knowledge shopping

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Evaluation
Evaluation

• Participant Reaction Did you like it?
• Learning Did you learn it?
• Behaviour Did you apply it?
• Results Did it have impact?
• Return on Investment Was it worth it?

Ref Kirkpatrick, 19-25 Belcourt et al., 216.
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When is e-learning appropriate?

• Depends on what is being learned (Prensky)
• Three domains of learning (Belcourt et al.)

• Blended learning solutions are likely the most
  effective

Ref Prensky, 8 Belcourt et al., 83
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Strengths of e-learning

• Consistency of content delivery to large number
  of participants
• Around the clock accessibility
• Availability over a large geographic area
• Self-paced / increased accountability and
  control to learner
• Can simulate work-like scenarios / engaging
• Enhanced business responsiveness
• Speed of delivery (once developed)
• Reduction of overhead costs
• Ability to track progress and provide feedback
• Customizable, and relatively easy to update

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Weaknesses of e-learning

• High development and implementation costs
• Technical infrastructure and support
  requirements
• Lack of technical infrastructure and bandwidth
• Risk of misinterpretation of course material
• by participants
• Resistance to e-learning by some
• Tendency to use as an information dump
• Lack of face-to-face interpersonal interaction

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Threats to e-learning

• Ever-evolving technological challenges
• Lack of a standard (technological or
  pedagogical)
• Risk of theft of intellectual property
• Constant change in priorities and markets

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Opportunities for e-learning

• Further customize to individual preferences
• Create systems for continued support
• Collaborate and extend community networks
• Make learning fun and engaging
• Facilitate story-telling to capture history or
  knowledge

But remember E-learning is just a tool we
cant forget about basic learning principles!
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Thank you!
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Works Cited
Belcourt, Monica, Philip C. Wright, and Alan M.
Saks. Managing Performance through Training and
Development 2nd ed.. Scarborough, OT Nelson
Canada, 2000. Boyd, Susan. Ten Ways to Make
E-Learning Stick. Institute of Management and
Administrations Report on Managing Training
and Development. Dec. 2004. Burns, Mary, Vicki
Dimock, and Danny Martinez. Action Reflection
Learning. TAP into Learning Winter 2000
3(2). ---. Storytelling in the Digital Age. TAP
into Learning Winter 2000 3(2). Canadian Society
for Training and Development (CSTD), Training
Competency Architecture., 2001.
http//www.cstd.ca/resources/tca.html Carley,
Mark S., Training Goes to the Movies. Training
and Development Oct. 1999 53(10). Covey, Stephen
R., The Seven Habits of Highly Effective People.
New York, NY Simon and Schuster, Inc.,
1989. Graff, Martin. Learning from Web-based
Instructional Systems and Cognitive Style.
British Journal of Educational Technology.
2003 34(4). Hofstad, Marjorie E., Enhancing
Student Learning in Online Courses. Poster
presented at the(111th) Annual Conference of
the American Psychological Association.
Toronto, OT Aug. 2003. Justice, Thomas, and
David W. Jamieson. The Facilitators Fieldbook.
New York, NY American Management Association
Publications and HRD Press, Inc., 1999. Kelly,
Tom, and Nader Nanjiani. Classroom or
E-Learning, Instructors Remain Central. Chief
Learning Officer. Nov. 2004. www.clomedia.com
Kirkpatrick, D.L., Four Steps to Measuring
Training Effectiveness. Personnel Administrator
1983 28(11). Kolb, D. A. Experiential Learning
Experience as a Source of Learning and
Development. Englewood Cliffs, NJ
Prentice-Hall, 1984. MacKeracher, Dorothy.
Making Sense of Adult Learning. Toronto, OT
Culture Concepts, 1996. McLuhan, Marshall.
Understanding Media The Extensions of Man. New
York, NY McGraw-Hill, 1964.
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Works Cited - continued
The New Look of e-learning and Blended Learning
Strategies KM Review. Dec. 2004 7(5). Prensky,
Marc. Digital Game-Based Learning. New York, NY
McGraw Hill, 2001. --- Digital Natives, Digital
Immigrants. On The Horizon Oct. 2001 9(5). ---
e-Nough. On The Horizon Mar. 2003 11(1). ---
The Seven Games of Highly Effective People How
Playing Computer Games Helps You Succeed in
School, Work, and Life. Published by Microsoft
Games for Windows. 2004. http//www.marcprensky
.com/writing/Prensky-The_Seven_Games-FINAL.pdf Ros
enberg, Mark J., E-Learning Strategies for
Delivering Knowledge in the Digital Age.  New
York McGraw-Hill, 2001. http//www.teachopolis.o
rg/library/e_learning.htm Stolovitch, Harold D.,
and Erica J. Keeps. Telling Aint Training.
Alexandria, VA American Society for Training
Development, 2003.
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Application Matrix
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Application Matrix - continued
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Application Matrix - continued
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E-learning gets sent to the Principles Office!
? Readiness ? Action ? Engagement ?
Experience ? Autonomy
Needs Assessment

• Active Practice ? Whole vs. Part
• Massed vs. Distributed ? Overlearning
• Knowledge of Results ? Task Sequence
• General Principles ? Identical Elements
• Stimulus Variability

Design

• Learning Styles ? Structure
• Modality Preferences ? Technical Needs
• Experiential Learning ? Facilitation

Delivery

• Collaboration ? Coaching
• Mentoring ? Job Aids
• Technical Support ? Pop-ups
• Reminders ? Cohorts

Coaching

• Participant Reaction
• Learning
• Behaviour
• Results and ROI

Evaluation