How is IBM using Watson’s intelligent tutoring system? So we are attempting to mimic the best practices of human tutoring. The gold standard will always remain one on one human to human tutoring. The whole idea here is an intelligent tutoring system as a computing system that works autonomously with learners, so there is no human intervention. It’s basically pretending to be the teacher itself and it’s working with the learner. What we’re attempting to do is we’re attempting to basically put conversational systems, systems that understand human conversation and dialogue, and we’re trying to build a system that, in a very natural way, interacts with people through conversation. The system basically has the ability to ask questions, to answer questions, to know who you are and where you are in your learning journey, what you’re struggling with, what you’re strong on and it will personalize its pedagogy to you.
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There’s a natural language understanding system and a machine learning system that’s trying to figure out where you are in your learning journey and what the appropriate intervention is for you. The natural language system enables this interaction that’s very rich and conversation-based, where you can basically have a human-like conversation with it and, to a large extent, it will try to understand and to retrieve the right things for you. Again the most important thing is that we will set the expectations appropriately and we have appropriate exit criteria for when the system doesn’t actually understand what you’re trying to do.
Grush: Then what are some of the implications you could draw from metrics like that one?
Christian: As we consider all the investment in those emerging technologies, the question many are beginning to ask is, “How will these technologies impact jobs and the makeup of our workforce in the future?”
While there are many thoughts and questions regarding the cumulative impact these technologies will have on our future workforce (e.g., “How many jobs will be displaced?”), the consensus seems to be that there will be massive change.
Whether our jobs are completely displaced or if we will be working alongside robots, chatbots, workbots, or some other forms of AI-backed personal assistants, all of us will need to become lifelong learners — to be constantly reinventing ourselves.This assertion is also made in the aforementioned study from McKinsey: “AI promises benefits, but also poses urgent challenges that cut across firms, developers, government, and workers. The workforce needs to be re-skilledto exploit AI rather than compete with it…”
A side note from DSC: I began working on this vision prior to 2010…but I didn’t officially document it until 2012.
Learning from the Living [Class] Room:
A global, powerful, next generation learning platform
What does the vision entail?
A new, global, collaborative learning platform that offers more choice, more control to learners of all ages – 24×7 – and could become the organization that futurist Thomas Frey discusses here with Business Insider:
“I’ve been predicting that by 2030 the largest company on the internet is going to be an education-based company that we haven’t heard of yet,” Frey, the senior futurist at the DaVinci Institute think tank, tells Business Insider.
A learner-centered platform that is enabled by – and reliant upon – human beings but is backed up by a powerful suite of technologies that work together in order to help people reinvent themselves quickly, conveniently, and extremely cost-effectively
A customizable learning environment that will offer up-to-date streams of regularly curated content (i.e., microlearning) as well as engaging learning experiences
Along these lines, a lifelong learner can opt to receive an RSS feed on a particular topic until they master that concept; periodic quizzes (i.e., spaced repetition) determines that mastery. Once mastered, the system will ask the learner whether they still want to receive that particular stream of content or not.
A Netflix-like interface to peruse and select plugins to extend the functionality of the core product
An AI-backed system of analyzing employment trends and opportunities will highlight those courses and streams of content that will help someone obtain the most in-demand skills
A system that tracks learning and, via Blockchain-based technologies, feeds all completed learning modules/courses into learners’ web-based learner profiles
A learning platform that provides customized, personalized recommendation lists – based upon the learner’s goals
A platform that delivers customized, personalized learning within a self-directed course (meant for those content creators who want to deliver more sophisticated courses/modules while moving people through the relevant Zones of Proximal Development)
Notifications and/or inspirational quotes will be available upon request to help provide motivation, encouragement, and accountability – helping learners establish habits of continual, lifelong-based learning
(Potentially) An online-based marketplace, matching learners with teachers, professors, and other such Subject Matter Experts (SMEs)
(Potentially) Direct access to popular job search sites
(Potentially) Direct access to resources that describe what other companies do/provide and descriptions of any particular company’s culture (as described by current and former employees and freelancers)
(Potentially) Integration with one-on-one tutoring services
Addendum from DSC (regarding the resource mentioned below): Note the voice recognition/control mechanisms on Westinghouse’s new product — also note the integration of Amazon’s Alexa into a “TV.”
The key selling point, of course, is the built-in Amazon Fire TV, which is controlled with the bundled Voice Remote and features Amazon’s Alexa assistant.
Holographic storytelling— from jwtintelligence.com The stories of Holocaust survivors are brought to life with the help of interactive 3D technologies. New Dimensions in Testimony is a new way of preserving history for future generations. The project brings to life the stories of Holocaust survivors with 3D video, revealing raw first-hand accounts that are more interactive than learning through a history book. Holocaust survivor Pinchas Gutter, the first subject of the project, was filmed answering over 1000 questions, generating approximately 25 hours of footage. By incorporating natural language processing from the USCInstitute for Creative Technologies (ICT), people are able to ask Gutter’s projected image questions that trigger relevant responses.
SYDNEY, June 12, 2017 /PRNewswire/ — Lingmo International, an Australian technology start-up, has today launched Translate One2One, an earpiece powered by IBM Watson that can efficiently translate spoken conversations within seconds, being the first of its kind to hit global markets next month.
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Unveiled at last week’s United Nations Artificial Intelligence (AI) for Good Summit in Geneva, Switzerland, the Translate One2One earpiece supports translations across English, Japanese, French, Italian, Spanish, Brazilian Portuguese, German and Chinese. Available to purchase today for delivery in July, the earpiece carries a price tag of $179 USD, and is the first independent translation device that doesn’t rely on Bluetooth or Wi-Fi connectivity.
Lingmo International, an Australian technology start-up, has today launched Translate One2One, an earpiece powered by IBM Watson that can efficiently translate spoken conversations within seconds.
From DSC: How much longer before this sort of technology gets integrated into videoconferencing and transcription tools that are used in online-based courses — enabling global learning at a scale never seen before? (Or perhaps NLP-based tools are already being integrated into global MOOCs and the like…not sure.) It would surely allow for us to learn from each other in a variety of societies throughout the globe.
The Higher Education Technology Paradox — from edtechmagazine.com by Hank Lucas The academic rewards system will continue to stymie technology adoption unless higher ed administrators promote organizational change.
Excerpts:
The number one paradox in higher education is that technology is both transforming and disrupting universities around the world. Institutions that adapt to the technology and become content producers will survive and flourish; those confined to being content consumers will struggle to stay in business.
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What does it take for a university to develop the kind of materials described above? Obviously, it requires money, but more than money it needs a motivated and committed faculty. The reward system in most institutions and the inherent conservatism of faculty members create a huge barrier to adopting new technologies for education. (Many faculty members are in denial that the technology can improve student learning and that it will be widely implemented.)
How does the reward system impact technology adoption?
Assistant professors at research universities are rewarded for publishing scholarly articles and books, which they must do to be granted tenure. They cannot risk the time needed to master the new technologies.
Tenured faculty can largely do what they want, and by the time they have received tenure have fallen into a rhythm of research and teaching; once tenured they are expected to undertake more service to the institution. Where does the time come from to adopt a new approach to the classroom?
Non-tenure track instructors are employed because they are good, or at least adequate, teachers. Adopting new technology in the classroom is risky and could result in lower student evaluations, which in turn could affect their employment status.
From DSC: This is one of the reasons why I believe that a new organization will arise in the future that uses a solid, team-based approach from day 1. They will have teams of experts from a variety of fields/disciplines — and they will have the types of incentive systems that one would expect to see in startup companies. They will value innovation and will see to it that ideas can be grown and supported.
Anybody come to mind? How about Amazon.com?
Also, faculty members — like all of us — have a limited amount of time and energy. The current workplace has loaded up faculty members’ job plates — they don’t have much time to experiment with new technologies. Also — again, like all of us — they have a variety of skills and interests. Many times, those skills and interest don’t involve working with technology.
Look for more team-based approaches to dominate the future of higher education.
Will#MOOCsprovide the necessary data for#AI-based intelligent agents/algorithms? Reminds me ofSocratic.org:
Somewhat related:
Elon Musk’s A.I. project is making humans teach robots through VR in a big breakthrough moment — from cnbc.com by Arjun Kharpal OpenAI has developed a way to use humans and virtual reality to teach a robot how to carry out a task.
The robot uses artificial intelligence to process images and carry out the task.
OpenAI is a non-profit research organization backed by several big names including Elon Musk.
Echo Show brings you everything you love about Alexa, and now she can show you things. Watch video flash briefings and YouTube, see music lyrics, security cameras, photos, weather forecasts, to-do and shopping lists, and more. All hands-free—just ask.
Introducing a new way to be together. Make hands-free video calls to friends and family who have an Echo Show or the Alexa App, and make voice calls to anyone who has an Echo or Echo Dot.
See lyrics on-screen with Amazon Music. Just ask to play a song, artist or genre, and stream over Wi-Fi. Also, stream music on Pandora, Spotify, TuneIn, iHeartRadio, and more.
Powerful, room-filling speakers with Dolby processing for crisp vocals and extended bass response
Ask Alexa to show you the front door or monitor the baby’s room with compatible cameras from Ring and Arlo. Turn on lights, control thermostats and more with WeMo, Philips Hue, ecobee, and other compatible smart home devices.
With eight microphones, beam-forming technology, and noise cancellation, Echo Show hears you from any direction—even while music is playing
Always getting smarter and adding new features, plus thousands of skills like Uber, Jeopardy!, Allrecipes, CNN, and more
From DSC:
Now we’re seeing a major competition between the heavy-hitters to own one’s living room, kitchen, and more. Voice controlled artificial intelligence. But now, add the ability to show videos, text, graphics, and more. Play music. Control the lights and the thermostat. Communicate with others via hands-free video calls.
Hmmm….very interesting times indeed.
Developers and corporates released 4,000 new skills for the voice assistant in just the last quarter.(source)
…with the company adding about 100 skills per day. (source)
From DSC: First of all, let me say again that I’m notsuggesting that we replace professors with artificial intelligence, algorithms, and such.
However, given a variety of trends, we need to greatly lower the price of obtaining a degree and these types of technologies will help us do just that — while at the same time significantly increasing the productivity of each professor and/or team of specialists offering an online-based course (something institutions of higher education are currently attempting to do…big time). Not only will these types of technologies find their place in the higher education landscape, I predict that they will usher in a “New Amazon.com of Higher Education” — a new organization that will cause major disruption for traditional institutions of higher education. AI-powered MOOCs will find their place on the higher ed landscape; just how big they become remains to be seen, but this area of the landscape should be on our radars from here on out.
This type of development again points the need for team-based approaches; such approaches will likely dominate the future.
HAYWARD, Calif., April 14, 2017 /PRNewswire/ — Cal State East Bay, a top-tier public university, and Cognii Inc., a leading provider of artificial intelligence-based educational technologies, today announced a partnership. Cognii will work with Cal State East Bay to develop a new learning and assessment experience, powered by Cognii’s Virtual Learning Assistant technology.
Winner of the 2016 EdTech Innovation of the Year Award from Mass Technology Leadership Council for its unique use of conversational AI and Natural Language Processing technologies in education, Cognii VLA provides automatic grading to students’ open-response answers along with qualitative feedback that guides them towards conceptual mastery. Compared to the multiple choice tests, open-response questions are considered pedagogically superior for measuring students’ critical thinking and problem solving skills, essential for 21st century jobs.
Students at Cal State East Bay will use the Cognii-powered interactive tutorials starting in summer as part of the online transfer orientation course. The interactive questions and tutorials will be developed collaboratively by Cognii team and the eLearning specialists from the university’s office of the Online Campus. Students will interact with the questions in a chatbot-style natural language conversation during the formative assessment stage. As students practice the tutorials, Cognii will generate rich learning analytics and proficiency measurements for the course leaders.
From DSC: The recent pieces below made me once again reflect on the massive changes that are quickly approaching — and in some cases are already here — for a variety of nations throughout the world.
They caused me to reflect on:
What the potential ramifications for higher education might be regarding these changes that are just starting to take place in the workplace due to artificial intelligence (i.e., the increasing use of algorithms, machine learning, and deep learning, etc.), automation, & robotics?
The need for people to reinvent themselves quickly throughout their careers (if we can still call them careers)
How should we, as a nation, prepare for these massive changes so that there isn’t civil unrest due to soaring inequality and unemployment?
As found in the April 9th, 2017 edition of our local newspaper here:
When even our local newspaper is picking up on this trend, you know it is real and has some significance to it.
Then, as I was listening to the radio a day or two after seeing the above article, I heard of another related piece on NPR. NPR is having a journalist travel across the country, trying to identify “robot-safe” jobs. Here’s the feature on this from MarketPlace.org
What changes do institutions of traditional higher education immediately need to begin planning for? Initiating?
What changes should be planned for and begin to be initiated
in the way(s) that we accredit new programs?
Keywords/ideas that come to my mind:
Change — to society, to people, to higher ed, to the workplace
Pace of technological change — no longer linear, but exponential
Career development
Staying relevant — as institutions, as individuals in the workplace
Reinventing ourselves over time — and having to do so quickly
Adapting, being nimble, willing to innovate — as institutions, as individuals
Game-changing environment
Lifelong learning — higher ed needs to put more emphasis on microlearning, heutagogy, and delivering constant/up-to-date streams of content and learning experiences. This could happen via the addition/use of smaller learning hubs, some even makeshift learning hubs that are taking place at locations that these institutions don’t even own…like your local Starbucks.
If we don’t get this right, there could be major civil unrest as inequality and unemployment soar
Traditional institutions of higher education have not been nearly as responsive to change as they have needed to be; this opens the door to alternatives. There’s a limited (and closing) window of time left to become more nimble and responsive before these alternatives majorly disrupt the current world of higher education.
Josh Bersin, Principal and Founder, Bersin by Deloitte, Deloitte Consulting LLP
Nicola Vogel, Global Senior HR Director, Danfoss
Frank Møllerop, Chief Executive Officer, Questback
David Mallon, Head of Research, Bersin by Deloitte, Deloitte Consulting LLP
Massive changes spurred by new technologies such as artificial intelligence, mobile platforms, sensors and social collaboration have revolutionized the way we live, work and communicate – and the pace is only accelerating. Robots and cognitive technologies are making steady advances, particularly in jobs and tasks that follow set, standardized rules and logic. This reinforces a critical challenge for business and HR leaders—namely, the need to design, source, and manage the future of work.
In this Town Hall, we will discuss the role HR can play in leading the digital transformation that is shaping the future of work in organizations worldwide. We will explore the changes we see taking place in three areas:
Digital workforce: How can organizations drive new management practices, a culture of innovation and sharing, and a set of talent practices that facilitate a new network-based organization?
Digital workplace: How can organizations design a working environment that enables productivity; uses modern communication tools (such as Slack, Workplace by Facebook, Microsoft Teams, and many others); and promotes engagement, wellness, and a sense of purpose?
Digital HR: How can organizations change the HR function itself to operate in a digital way, use digital tools and apps to deliver solutions, and continuously experiment and innovate?
Over the last few months I’ve had a series of meetings with Chief Learning Officers, talent management leaders, and vendors of next generation learning tools. My goal has been simple: try to make sense of the new corporate learning landscape, which for want of a better word, we can now call “Digital Learning.” In this article I’d like to share ten things to think about, with the goal of helping L&D professionals, HR leaders, and business leaders understand how the world of corporate learning has changed.
Digital Learning does not mean learning on your phone, it means “bringing learning to where employees are.”
It is a “way of learning” not a “type of learning.”
The traditional LMS is no longer the center of corporate learning, and it’s starting to go away.
What Josh calls a Distributed Learning Platform, I call a Learning Ecosystem:
Also see:
Watch Out, Corporate Learning: Here Comes Disruption — from forbes.com by Josh Bersin Excerpt:
The corporate training market, which is over $130 billion in size, is about to be disrupted. Companies are starting to move away from their Learning Management Systems (LMS), buy all sorts of new tools for digital learning, and rebuild a whole new infrastructure to help employees learn. And the impact of GSuite, Microsoft Teams, Slack, and Workplace by Facebook could be enormous.
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We are living longer, jobs are changing faster than ever, and automation is impinging on our work lives more every day. If we can’t look things up, learn quickly, and find a way to develop new skills at work, most of us would prefer to change jobs, rather than stay in a company that doesn’t let us reinvent ourselves over time.
From DSC: At the Next Generation Learning Spaces Conference, held recently in San Diego, CA, I moderated a panel discussion re: AR, VR, and MR. I started off our panel discussion with some introductory ideas and remarks — meant to make sure that numerous ideas were on the radars at attendees’ organizations. Then Vinay and Carrie did a super job of addressing several topics and questions (Mary was unable to make it that day, as she got stuck in the UK due to transportation-related issues).
That said, I didn’t get a chance to finish the second part of the presentation which I’ve listed below in both 4:3 and 16:9 formats. So I madea recording of these ideas, and I’m relaying it to you in the hopes that it can help you and your organization.
One of these ideas/areas involved the use of blockchain technologies:
If #blockchain technologies are successful within the financial/banking world, then it’s highly likely that other use cases will be developed as well (i.e., the trust in blockchain-enabled applications will be there already).
Along those lines, if that occurs, then colleges and universities are likely to become only 1 of the feeds into someone’s cloud-based, lifelong learning profile. I’ve listed several more sources of credentials below:
Given the trend towards more competency-based education (CBE) and the increased experimentation with badges, blockchain could increasingly move onto the scene.
In fact, I could see a day when an individual learner will be able to establish who can and can’t access their learner profile, and who can and can’t feed information and updates into it.
Artificial intelligence and big data also come to mind here…and I put Microsoft on my radar a while back in this regard; as Microsoft (via LinkedIn and Lynda.com) could easily create online-based marketplaces matching employers with employees/freelancers.
The Context of Alternative Credentials
The past few years have seen a proliferation of new learning credentials ranging from badges and bootcamp certifications to micro-degrees and MOOC certificates. Although alternative credentials have been part of the fabric of postsecondary education and professional development for decades—think prior learning assessments like Advanced Placement or International Baccalaureate exams, or industry certifications—postsecondary institutions are increasingly unbundling their degrees and validating smaller chunks of skills and learning to provide workplace value to traditional and non-traditional students alike.Many are experimenting with alternative credentials to counter the typical binary nature of a degree. Certifications of learning or skills are conferred after the completion of a course or a few short courses in a related field. Students do not have to wait until all requirements for a degree are met before receiving a certificate of learning, but instead can receive one after a much shorter period of study. “Stackable” credentials are combined to be the equivalent of an undergraduate or graduate certificate (a micro-degree), or even a degree.
The National Discussion of Alternative Credentials
Discussions of alternative credentials are often responses to a persistent and growing critique of traditional higher educational institutions’ ability to meet workforce needs, especially because the cost to students for a four-year degree has grown dramatically over the past several decades. The increasing attention paid to alternative credentials brings to the fore questions such as what constitutes a postsecondary education, what role universities in particular should play vis-à-vis workforce development, and how we can assess learning and mastery.
Addendums added on 3/4/17, that show that this topic isn’t just for higher education, but could involve K-12 as well:
Online courses at Harvard University are adapting on the fly to students’ needs.
Officials at the Cambridge, Massachusetts, institution announced a new adaptive learning technology that was recently rolled out in a HarvardX online course. The feature offers tailored course material that directly correlates with student performance while the student is taking the class, as well as tailored assessment algorithms.
HarvardX is an independent university initiative that was launched in parallel with edX, the online learning platform that was created by Harvard and Massachusetts Institute of Technology. Both HarvardX and edX run massive open online courses. The new feature has never before been used in a HarvardX course, and has only been deployed in a small number of edX courses, according to officials.
From DSC: Given the growth of AI, this is certainly radar worthy — something that’s definitely worth pulse-checking to see where opportunities exist to leverage these types of technologies. What we now know of as adaptive learning will likely take an enormous step forward in the next decade.
IBM’s assertion rings in my mind:
I’m cautiously hopeful that these types of technologies can extend beyond K-12 and help us deal with the current need to be lifelong learners, and the need to constantly reinvent ourselves — while providing us with more choice, more control over our learning. I’m hopeful that learners will be able to pursue their passions, and enlist the help of other learners and/or the (human) subject matter experts as needed.
I don’t see these types of technologies replacing any teachers, professors, or trainers. That said, these types of technologies should be able to help do some of the heavy teaching and learning lifting in order to help someone learn about a new topic.
Again, this is one piece of the Learning from the Living [Class] Room that we see developing.
From DSC: The following article reminded me of a vision that I’ve had for the last few years…
How to Build a Production Studio for Online Courses— from campustechnology.com by Dian Schaffhauser At the College of Business at the University of Illinois, video operations don’t come in one size. Here’s how the institution is handling studio setup for MOOCs, online courses, guest speakers and more.
Though I’m a huge fan of online learning, why only build a production studio that’s meant to support online courses only? Let’s take it a step further and design a space that can address the content development for online learning as well as for blended learning — which can include the flipped classroom type of approach.
To do so, colleges and universities need to build something akin to what the National University of Singapore has done. I would like to see institutions create large enough facilities in order to house multiple types of recording studios in each one of them. Each facility would feature:
One room that has a lightboard and a mobile whiteboard in it — let the faculty member choose which surface that they want to use
Another room that has a Microsoft Surface Hub or a similar interactive, multitouch device
A recording booth with a nice, powerful, large iMac that has ScreenFlow on it. The booth would also include a nice, professional microphone, a pop filter, sound absorbing acoustical panels, and more. Blackboard Collaborate could be used here as well…especially with the Application Sharing feature turned on and/or just showing one’s PowerPoint slides — with or without the video of the faculty member…whatever they prefer.
Another recording booth with a PC and Adobe Captivate, Camtasia Studio, Screencast-O-Matic, or similar tools. The booth would also include a nice, professional microphone, a pop filter, sound absorbing acoustical panels, and more. Blackboard Collaborate could be used here as well…especially with the Application Sharing feature turned on and/or just showing one’s PowerPoint slides — with or without the video of the faculty member…whatever they prefer.
Another recording booth with an iPad tablet and apps loaded on it such asExplain Everything:
A large recording studio that is similar to what’s described inthe article— a room that incorporates a full-width green screen, with video monitors, a tablet, a podium, several cameras, high-end mics and more. Or, if the budget allows for it, a really high end broadcasting/recording studiolike what Harvard Business school is using:
Don’t discount the game-changing power of the morphing “TV” when coupled with artificial intelligence (AI), natural language processing (NLP), and blockchain-based technologies!
When I saw the article below, I couldn’t help but wonder what (we currently know of as) “TVs” will morph into and what functionalities they will be able to provide to us in the not-too-distant future…?
For example, the article mentions that Seiki, Westinghouse, and Element will be offering TVs that can not only access Alexa — a personal assistant from Amazon which uses artificial intelligence — but will also be able to provide access to over 7,000 apps and games via the Amazon Fire TV Store.
Some of the questions that come to my mind:
Why can’t there be more educationally-related games and apps available on this type of platform?
Why can’t the results of the assessments taken on these apps get fed into cloud-based learner profiles that capture one’s lifelong learning? (#blockchain)
When will potential employers start asking for access to such web-based learner profiles?
Will tvOS and similar operating systems expand to provide blockchain-based technologies as well as the types of functionality we get from our current set of CMSs/LMSs?
Will this type of setup become a major outlet for competency-based education as well as for corporate training-related programs?
Will augmented reality (AR), virtual reality (VR), and mixed reality (MR) capabilities come with our near future “TVs”?
Will virtual tutoring be one of the available apps/channels?
Will the microphone and the wide angle, HD camera on the “TV” be able to be disconnected from the Internet for security reasons? (i.e., to be sure no hacker is eavesdropping in on their private lives)
The TVs will not only have access to Alexa via a microphone-equipped remote but, more importantly, will have access to the over 7,000 apps and games available on the Amazon Fire TV Store – a huge boon considering that most of these Smart TVs usually include, at max, a few dozen apps.
“I’ve been predicting that by 2030 the largest company on the internet is going to be an education-based company that we haven’t heard of yet,” Frey, the senior futurist at the DaVinci Institute think tank, tells Business Insider.
EdSurge profiles the growth of massive online open courses in 2016, which attracted more than 58 million students in over 700 colleges and universities last year.
The top three MOOC providers — Coursera, Udacity and EdX — collectively grossed more than $100 million last year, as much of the content provided on these platforms shifted from free to paywall guarded materials.
Many MOOCs have moved to offering credentialing programs or nanodegree offerings to increase their value in industrial marketplaces.
![The Living [Class] Room -- by Daniel Christian -- July 2012 -- a second device used in conjunction with a Smart/Connected TV](http://danielschristian.com/learning-ecosystems/wp-content/uploads/2012/07/The-Living-Class-Room-Daniel-S-Christian-July-2012.jpg)
