Top 10 eLearning Predictions 2011 #LCBQ

Tony Karrer

This month's LCBQ is What are your Predictions and Plans for 2011? Tony Bates - eLearning Outlook for 2011 1. Of course, you can’t look at learning in 2011 without mentioning mobile learning. Some Mobile Learning Predictions for 2011 Mobile learning will get its own identity.

eLearning Conferences 2011

Tony Karrer

This list is focused mostly on the first half of the year: January to June 2011. link] December 1-3, 2010 Online Educa Berlin International Conference on Technology Supported Learning and Training, 16 th , Hotel InterContinental, Berlin, Germany. link] March 28-31, 2011 Web 2.0

50 Posts and Articles that Made Me Think in 2011

ID Reflections

Inspired by JaneHart’s Top100 Articles of 2011 , I thought I should put down at least the top 50 thathas made me reflect and ponder in the past one year, has changed the way I dothings and shaped quite a bit of my work-life decisions. Not all the posts havebeen written in 2011, but since I either stumbled across them in 2011 or readthem with greater appreciation this year, I thought it fair to include these inthe list.

12 Most Popular eLearning Posts: January 2011 Monthly Roundup

Upside Learning

Performance Support In Our Daily Lives. Discusses about two performance support tools that would enable us to do everyday tasks more effectively and with less effort – probably with better results. LMS for Training Companies – Then & Now: Get The Free eBook.

Leveraging Mobile Learning Platforms As Performance Support Systems

Upside Learning

This post specifically talks about how a Mobile Learning Platform can be used as an effective Performance Support System. What is a ‘Performance Support System’? Training Component - The training component of the PSS helps the user access training material on demand.

Training: The Value of Assessments

I Came, I Saw, I Learned

Although I do know of at least one training company that offers assessments and feedback after the class, I am deducing that conducting assessments is not the norm. I have read a couple of articles--and one book--saying that we will need to start proving that our training is effective by providing after-the-class assessment. Training on Trial , by Jim D. And finally, have those new behaviors resulted in the business results that were the ultimate goal of the training?

Top 50 eLearning Posts For 2011

Upside Learning

So we thought it would be interesting take a journey down our blog for some of the most popular and noteworthy posts of 2011. So without much ado, here are Top 50 eLearning Posts of 2011 from our blog as determined by you, our readers. JIT Performance Support Mobile App Development.

Enterprise Mobile Learning 2011 - Year in Review

mLearning Trends

How On Target Were My 2011 Predictions? It’s time once again to take stock of what happened in enterprise mobile learning and see if any of my 2011 predictions hit their intended targets. If 2010 was the year of the pilot, 2011 will be the year of the deployment. a.k.a.

Training for No Results

The Peformance Improvement

Why do companies continue to deliver corporate-wide employee training in a way that ensures minimal results? Recently, I heard about two examples of national corporate offices requiring that employees in local offices attend their training programs.

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Four Phases of Learning

Dashe & Thomson

In the training world, the optimum number seems to be “four.” Performance: Applying the New Knowledge and Skills. Performance: Applying the New Knowledge and Skills. This phase ensures integration of learning into the job as well as continuous performance improvement.

Online Trainer Training: Engaging the Virtual Learner

I Came, I Saw, I Learned

Published reports say " the average student in online learning conditions perform better than those receiving face-to-face instruction." " That's encouraging news for trainers and training companies looking to offer classes online. Before jumping into the online training world with both feet, consider this: the world is littered with online courses that fail. training

Three Reasons Why Corporate Training Departments Could Become.

Dashe & Thomson

But, there are clearly trends pointing to the disappearance (or at least the dramatic shrinkage), of the traditional corporate training team. How will training be produced and delivered in the future? But who will produce the training?

CERT and performance support

Clark Quinn

I’ve just completed Community Emergency Response Team (CERT) training (except a final live drill in a nearby neighborhood), and I’ve been impressed with the thought that’s gone into the task. The plan is that volunteer teams trained to take initial action as a mechanism to save lives. And even trained responders will be under considerable stress. In addition to the training, they’ve provided resources and very specific performance support tools.

Questioning Gagné and Bloom’s Relevance

Experiencing eLearning

At a previous job, we had regular quasi-formal professional development training for the instructional designers, provided by other members of the team. That article outlines how the taxonomy is invalid, unreliable, and impractical, as well as offering alternatives more focused on performance.

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Close to the Edge: The Radicalization of Training

Living in Learning

As I reflect on this title, I can imagine some rather extreme images springing forth in the minds of long-time training purists. In my no-longer-humble-opinion, if training does not step up…make that…step out.to the edges of the learning ecosystem, training budgets will continue to shrink and those resumes will need updated anyway. My thinking around this radicalization of training becomes more urgent by the day, and the only thing that gets blown up is a paradigm or two.

Training to Learning & Performance – It’s evolution baby!

Learning Cafe

Well there was a lot of interest from my network surrounding the press release from the Institute of IT Training (IITT) earlier this month. The press release stated that on the 14th September the IITT would complete a planned name change to become the Learning and Performance Institute (LPI). In my time in L&D I have been involved in a name change myself from being in a Training & Development team to becoming a Learning & Development team.

Do We Train, or Do We Guide?

Living in Learning

I've just returned from several days at Training 2011, and I am impressed by an urgency of things to come that are going to test the limits of traditional training. businesses are going to start hiring later in 2011. Enabling readiness is going to take "different" measures, and I'm not convinced training [as a discipline] is ready for the perfect storm that's coming.

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April 2011 Monthly Roundup: 7 Most Popular Posts

Upside Learning

Learning & Skills Survey: 87% More eLearning & Mobile Learning; 73% Less 2-3 Day Classroom Training. This is compounded by the fact that a large number of organizations and institutions are opting for mobile learning as part of their training and development.

Learning & Skills Survey: 87% More eLearning & Mobile Learning; 73% Less 2-3 Day Classroom Training

Upside Learning

The Centre for Performance Development has released the results of their Learning & Skills 2011 survey – which was held both at the event and online. Less classroom training. As classroom training will diminish.

Rapid Instructional Design for Accelerated Learning

Dashe & Thomson

It is still taught in universities and by most train-the-trainer firms. It needs to proceed from a new understanding of the learning process, be in tune with today’s rapid-fire environment, and provide better learning and performance for all types of learners.

Kirkpatrick's Four Levels of Training Evaluation: A Critique

The Peformance Improvement

At the end of Dan McCarthy’s blog post , “How to Evaluate a Training Program”, in which he explains his pre-post, survey approach to applying the Kirkpatrick four levels of training evaluation , he asks: Has anyone used a system like this, or something better?

Why does learning content seem so much more exciting on an iPad?

Clive on Learning

Not so much performance support, because you need that to hand every minute of the day and a smart phone is the obvious vehicle. A tablet is portable enough to use on a train or a plane, or when you're hanging about waiting somewhere. I'm convinced that the future of e-learning will be on tablet devices. But for learning, a tablet seems such a perfect fit.

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Four Phases of Learning

Dashe & Thomson

In the training world, the optimum number seems to be “four.” Performance: Applying the New Knowledge and Skills. Performance: Applying the New Knowledge and Skills. This phase ensures integration of learning into the job as well as continuous performance improvement.

Mobile Learning: A Quick SWOT Analysis

Upside Learning

One of the most relevant tools (currently) for performance support. One of the best ways to offer quick, real-time on-demand performance support. More than pushing training on to a mobile device, designing mobile performance support solutions would be the greatest opportunity.

Instructional Design for Mobile Learning #id4mlearning

Learning Visions

1940s Bloom’s Taxonomy 1956 Mager Learning Objectives 1962 Gagne 9 Events 1965 ADDIE…1975 ADDIE and the 5 Rules of Zen 2002 The affordances of mobile devices are many – need to think about training and ID in new ways. Growth of the Corporate University movement (represented a shift from hallway training and apprentice movement) – the increasing professionalization of training – and now we’re getting ready to move away from it. (We’ve performance support and coaching 10.

Strengthening Social Learning In the Workplace

Dashe & Thomson

The training industry has seen plenty of debate around whether or not organizations can and should take steps to strengthen social learning. Does a warning sign illuminate indicating training has become formalized, followed immediately by glazed eyes and nap time?

Cathy Moore on Saving the World from Boring eLearning

Learning Visions

ID training is on the job and self taught through the wonders of the Internet – reading theory and research online. We need to redefine our roles in organizations from converting infomration in a course to becoming performance consultants.

Bottom-Line Performance Ranked #4049 on 2015 Inc. 5000 List

Bottom-Line Performance

Bottom-Line Performance (BLP) #4049 on its 34th annual Inc. 5000 by growing revenue by 71% from 2011 to 2014. Bottom-Line Performance is an award-winning learning design firm serving a wide range of corporate clients. We don’t train people.

Ethan Edwards: 5 Most Important Analysis Questions You’ll Ever Ask #devlearn

Learning Visions

so much elearning is like scrapbooking) We want to create experiences that will create lasting and beneficial change in the performance environment Where does analysis go awry? along the top list the performance outcomes. Most compliance training actually does have value to your org (don’t just do it cuz you have to) Because elearning is $ to create, there’s no reason to create it unless there’s an outcome. Training prepares people to answer MCQs.

Make Learning Supportive and Available Everywhere

Integrated Learnings

This year's 2011 Lectora user conference provided my first opportunity to hear learning futurist Elliot Masie ( of The Masie Center ) speak live; he didn't disappoint. The training exercise for this type information would be on how to find it when you need it.

Emphasizing Noteworthy Content in eLearning

Integrated Learnings

We know that we should limit training to “must know” information, eliminating the “nice to know” stuff that does not directly impact learners’ ability to perform the objectives. However, even after filtering extraneous information from training, learners still should only have to make occasional notes for later. Even if you inform learners that job aids and other resources will be available after training, remind them periodically throughout training.

Mobile Learning Revolution – Round-Up Of Our Best mLearning Posts

Upside Learning

Today, mLearnCon 2011 opens it doors to hundreds of visitors from in and around the US. We would be delivering a Master Class session based on this new platform titled ‘ Mobile Learning and Performance Support with Upside2Go ’, scheduled at 12.45

Upcoming Webinars, Articles and Events

Kapp Notes

Thursday, December 8, 2011 10:15 AM (Pacific Time). You’ll see many examples of game-based learning for performance improvement and highlights of how organizations have used games to achieve learning success, and discover how research-based practices fit in with today’s need for quick, effective online instruction. Instructional Gaming: December 9, 2011. Date: Friday, December 9, 2011 at 1:00 p.m. I am presenting a couple of Webinars in the near future.

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Mobile learning – Push or pull?

E-Learning Provocateur

Although it leverages modern technology – namely, smartphones and tablets – this kind of m-learning remains traditional “push” training. Of course push training has its place in the broader learning model, but it’s just the tip of the iceberg. m-learning constructivism content development informal learning learning model mlearning mobile mobile learning performance support pull push standardisation standardization training

Mobile learning – Push or pull?

E-Learning Provocateur

Although it leverages modern technology – namely, smartphones and tablets – this kind of m-learning remains traditional “push” training. Of course push training has its place in the broader learning model, but it’s just the tip of the iceberg. m-learning constructivism content development informal learning learning model mlearning mobile mobile learning performance support pull push standardisation standardization training

eLearning Startup Opportunities

Tony Karrer

I'm very much looking forward to hearing from the speakers and panelists, but I thought I would use this as an opportunity to both respond to this month's #LCBQ ( 2011 Predictions ) and to prepare for the session. These can be one person shops that selling training to particular audiences.

Barriers to Learning in Organizations

The Peformance Improvement

whole enterprise is an essential aspect of high performance organizations. Work-learning dichotomy – producing and selling things is valued whereas learning is merely tolerated, e.g., little involvement of supervisors in the training of their direct-reports.