Thursday, 30 April 2009

Ten commandments of e-learning

Clive Shepherd's ten commandments of e-learning, restricted to the design of interactive, e-learning content:

  1. Structure into modules.
  2. Keep each module to one main idea.
  3. Hook the learner in.
    • Gain the learner's attention and obtain an emotional reaction to make the content more memorable.
  4. Build on the learner's prior knowledge.
    • Use activities that help the learner to relate the new material to what they already know.
  5. Present your idea clearly and simply.
    • Media should be chosen for their ability to aid understanding and memory, not because they impress.
  6. Eliminate all unnecessary detail.
    • Make it as simple as you can, but no simpler. Extra detail won't be remembered. If a learner genuinely wants more detail, supply it as a PDF.
  7. Put the idea into context using demonstrations, examples, cases and stories.
    • Learners want ideas that are relevant to their current problems.
  8. Encourage the learner to work with the idea.
    • Use cases, problems, exercises, scenarios, simulations to provide the learner with the opportunity to test out the idea and, where relevant, to build skill.
  9. Assess knowledge if you must.
    • The fact that many of the learner's answers will come from short-term memory makes the reliability questionable; however, managers and learners often want to see some record of achievement.
  10. Bridge to the next step.
    • Interactive materials are rarely an end in themselves. Consider how the learner will be able to provide feedback on the materials or ask any questions they may have; provide a mechanism for discussion of the content; provide links to supplementary materials etc.

Similarly, click here for Cath Ellis's ten commandments.

Wednesday, 29 April 2009

Video Debate: The future of e-learning

When we train we all want to get best value from our learning experience. Has e-learning come of age to replace classroom learning? Is the best approach a blended one? What technologies can help?

BCS Managing Editor Brian Runciman discusses the issues with:

  1. Clive Shepherd - Chair of the e-Learning Network
  2. Samantha Kinstrey - MD of 2e2 Training
  3. Laura Overton - MD of Towards Maturity
  4. Lars Hyland - Director of Learning Services at Brightwave
  5. Jooli Atkins - Matrix FortyTwo and Chair of the BCS Information and Technology Training Specialist Group

bcs_debate_thumb

http://bcs.org.uk/server.php?show=ConWebDoc.25708

Part 1: Saving money from e-learning
Part 2: Is classroom training finished?
Part 3: Learning technologies to help
Part 4: Getting the blend right

My Award Maker

img-logo

Printing out elegant certificates has never been easier!

My Award Maker is a free and easy site to print out certificates for sports, school, business, and other special occasions.

Monday, 27 April 2009

What is Social Learning?

Another great presentation from Jane Hart on social learning in organisations covering What is social learning?, social learning platforms, and the role of social learning professionals.

Friday, 24 April 2009

How to make e-learning work!

Jane Hart, speaking at the CIPD Conference in London, on how to make e-learning work.

Wednesday, 22 April 2009

Top 10 Instructional Design Posts

The following is a list of the 10 most popular sites (2008) from The Writers' Gateway blog:

  1. Storyboard Templates for Instructional Designing
  2. 8 Easy Steps to Create a Storyboard
  3. Learn Cooking Through Games
  4. E-learning Design Challenge Series: Designing a Game Based Course
  5. How to Think of an Instructional Strategy
  6. Applying Instructional Theories/Strategies in Game Based Learning
  7. The Role of an Instructional Designer
  8. Designing an Effective Instructional Strategy - Learning From Gaming
  9. How to Innovate Interactivity Models in E-learning
  10. Needs Analysis in Instructional Designing - An Introduction

ToonDoo - Cartoons Online

ToonDoo is a free cartoon strip creator that allows you to create your own comic strips online.

cool-cartoon-688546

However, please note that your Toon should include the ToonDoo watermark, Toon title and author name (and also provide a link back to the ToonDoo website) so as not to violate any terms of ToonDoo.

6 Steps to Creating Game-Based Learning

A standard pattern is used in most games. Every game has a goal and steps to solve it. Although you cannot skip levels, you can skip some things (e.g. introduction and help) and start with the main activity. It is never mandatory to go through a game in a linear fashion.

Using game concepts in learning will engage and interest learners. Try presenting a subject as a problem or an activity to allow learners to solve the problem or participate in an activity.

Here are 6 steps to create a game-based solution:

  1. Start with a story/scenario
    • May be dialogue or just visuals
  2. End the story with a problem and invite the learner to solve it
  3. Guide the learner
    • Explain the controls and how to play the game
    • Instructions can be text or guided tutorial
  4. Include incentives and rewards
    • Feedback, rewards, and incentives motivate gamers
  5. Increase the challenge gradually
  6. Include trial and error
    • Give learners another chance to succeed
    • Allow learners to repeat steps

Summary of article from The Writers' Gateway blog.

Wednesday, 8 April 2009

Creating learning (time and costs)

Bryan Chapman has extracted the following ratios of time to create learning from several Brandon Hall Research reports. The ratio is production hours (including analysis, design, and development) versus 1 hour of "seat time".

  • 34:1 (ILT) = 5 days
  • 33:1 (PowerPoint to e-learning) = 5 days
  • 220:1 (Standard e-learning) = 1.5 months
  • 345:1 (3rd party) = 3.5 months
  • 750:1 (Interactive simulations) = 5 months

Clark Aldrich has looked at the cost that organisations have to spend to access an educational simulation, either by commissioning custom simulations or licensing them "off-the-shelf, per named user."

  Custom
(S)
Custom
(M)
Custom
(L)
Library
(S)
Library
(M)
Library
(L)
Branching 30K
<10m
100K
10-30m
500K
30m-2hr
$30 £100 $500
Mini Game 10K
5m
15K
10m
40K
30m
n/a n/a n/a
Virtual Product 30K
30m
75k
1hr
150K
4hr
$10 $30 $100
3D 100K+
1hr
500K+
5hr
1000K+
20hr
$100 $400 $1000

Other items that typically increase costs include:

  • Full motion video (use comics/illustrations instead)
  • Advanced graphics
  • Customising software instead of using off-the-shelf
  • Building a complex game

eLearning Examples

Visit Cathy Moore's post for some great elearning examples, and try Tony Karrer's post for links to many more.

rollover

The Wealthiest Americans Ever - Image showing how excellent graphic design can make a simple rollover more impressive.

Tuesday, 7 April 2009

Are you an instructional designer?

Summary of a post on Karl Kapp's blog...

brainsurgery

I think people believe that if they understand ADDIE then they understand Instructional Design...

The real value of an instructional designer is knowing when to apply what instructional strategies to what type of content, how to use elaboration theory to teach a fact, or how to use metacognition to help learners develop problem-solving strategies. What should separate an instructional designer from a subject matter expert is the designers ability to apply instructional strategies to the appropriate content and being able to articulate those strategies to the stakeholders so they understand why you are not just writing down everything the Subject Matter Expert says and placing that content on four different screens of intense text followed by a multiple choice question.

Additionally, the goal of instructional design is to change behaviour or attitude.

If you just want to make someone "aware" of something, no need for instructional design (in fact, just send a link). If you want to consciously work to change an attitude or behaviour or increase the velocity of performance then you must design the instruction to achieve the desired result.

Top 100 eLearning Items

A post on Tony Karrer's eLearning Technology blog, looking at some of the top items of all time:

http://elearningtech.blogspot.com/2009/04/top-100-elearning-items.html

Brains, learning and e-learning

Dr Itiel Dror believes that learning theories such as Bloom, Gagne, Kolb, and Kirkpatrick are largely 'fossil' theories that have been hanging around because we rarely bother to relate practice back to current research.

It is a myth that there's no stable, scientific learning theory. We need only turn to the many pieces of solid evidence from experimental psychology to see how the three core processes in learning can be improved.

1. Acquisition

Cognitive overload is the greatest consequence of not understanding how knowledge and skills are acquired. The failure to understand how we prioritise and select information, and a lack of detailed knowledge on chunking, top-down processing and modularity, lead to demeaning, over-demanding or dull learning experiences. Expectation, motivation and engagement all have optimal techniques, which can be used to increase the efficiency of learning. Cognitive overload is at best a waste of resources; at worst a destructive force in learning. Yet far too much training ignores the fact that less is more.

2. Memory

We need to understand how to remember in order to retrieve, and so we need to understand how the different memory stores/structures/systems work. This is an area rich in solid research, from Ebbinghaus onwards. Working Memory is different from Long-Term Memory (LTM). It is vital we understand how these work, along with the two different types of LTM: semantic and episodic memory. Then there's incidental versus intentional learning, inferential reconstruction and context sensitive retrieval. These are pretty solid pieces of science that can be used to inform the design of learning experiences.

3. Application

Appropriate representations can be recalled but we must be aware of their limited scope. This is a trade-off between efficiency and flexibility. This 'transfer' problem is fascinating. How do we recall learnt knowledge and skills and apply them efficiently? The whole area of practice and work-related activity swings into action. Practice makes perfect, yet in education this is reduced to cramming, and in training, with its fixation on single, episode 'fixed duration courses’, ignoring actual reinforcement and application on the job, is largely ignored.

Dr Itiel Dror has a sensible and measured run though some basic ideas around how we acquire, store, recall and apply knowledge and skills. His appeal for the practical application of experimental psychology to learning is badly needed.

(Summary from article written by Donald Clark, June 2006)

Cognitive overload – we’re in the forgetting game

Cognitive overload usually results in a loss of psychological attention. We all know the signs: drifting into other thoughts, feeling confused.

The brain is a highly selective organ and has some heavyweight filters. The first is sensory input ,the second is our working memory, and then there’s a whole battery of processes that can aid or hamper encoding, deep processing and retention in long term memory.

The brain is not a learning machine; it is a filtering and forgetting machine.

Every second we ignore and discard millions of bits of data and the tiny residue is consciousness. Most people have no idea about how perception and the representation of the external world works in consciousness – but the illusion is that it is about what we need, not what actually exists. Out of the eleven billion bits of sensory information from eyes, ears, smell, taste, balance and touch, we experience a tiny fraction in consciousness. Unbelievably we seem to process about 16 bits a second and even then it passes quickly into the past and forgetfulness. Then upper limit seems to top out at 50 bits per second. Learning is about catching things in this fast panning spotlight and encoding them in such a way that they can be remembered. This is like juggling a never-ending series of balls and occasionally, and deliberately, popping the relevant ones into your pocket. On top of this we tend to operate with only one or two modalities at a time, sight, smell, hearing etc. making consciousness a process of selection and rejection.

Even worse, consciousness is full of deceit and deception. It is always trying to get you to do things other than learning. It’s a dangerous world out there and we’re genetically disposed towards getting our rocks off, so placing young men and women in a crowded classroom with a herd of close proximity mates is unlikely to promote psychological attention.

Much of the effort in education and training is wasted as it results in instant or near-term forgetting. We know that working or short-term memory is severely restricted, and without adequate rehearsal and spaced practice, little or nothing is learnt. This is why chunking and the parsimonious presentation of content is essential, not just desirable.

Courses are bloated
Many courses are bloated with material that is quite simply unnecessary. It’s common practice to load up a course with stated learning objectives at the front, followed by an overlong introductory session on the history or background of the topic. In e-learning you see it with overlong animations, animations that are illustrative and not instructive, over-written text and spurious graphics that simply match the nouns in the text. Almost all e-learning programmes have text that has not been adequately edited. Interfaces are not consistent or fine-tuned and screens are too busy. Then there’s the absurd text plus identical audio. Note that in 3D worlds I think this is different as your avatar increases attention and forces actual performance. Consciousness is a simulation and that’s why simulations work.

In many courses, subject matter experts load the content up with over-long explanations, examples and legal stuff, as they don’t know anything about learning. If the content has been passed through ‘legals’ it will have gathered a lot of messy unreadable moss.

Delivery designed for dumping
Courses offer the illusion of learning through their breadth and depth of content. In reality, a tiny fraction is retained by learners and even then our memories demand that this knowledge decays rapidly, without practice. Traditional learning delivery therefore seems to be designed for forgetting – talks, lectures etc. In addition to being too ‘knowledge’ based – because it’s easy, there’s a dearth of learning by doing, spaced rehearsal and practice. We’re a profession who are stuck in ‘teacher-mode’.

Online/offline overload
Now I happen to believe that cognitive overload, although common both online and offline, is more common offline. That’s why I’m in favour of more online education and training. It’s an observable phenomenon among all ages. I’ve been wholly absorbed in games, programming, research and writing for up to 8-10 hours, almost without a break. My ‘flow’ experiences on this scale are largely online. This is especially true for children who find it difficult to find the intrinsic motivation to stay focused. It also gives us the ability to implement spaced rehearsal and practice, by both reminding us that it is necessary and delivering the relevant content or practice.

(Summary from article written by Donald Clark, December 2008)