The next chapter for Learning on YouTube — from blog.youtube by Jonathan Katzman
Next year, qualified creators can begin offering free or paid Courses to provide in-depth, structured learning experiences for viewers. Viewers who choose to buy a Course can watch the video ad-free and play it in the background.
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…to help learners apply what they’ve learned, we’re introducing Quizzes — a new way for creators to help viewers test their knowledge.”
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Per Adobe today (emphasis DSC):
And we’re live! Starting 9:30am pst on Adobe Live’s YouTube Channel
After years of partnering with the Creative Cloud YouTube channel to bring our community inspiration and advice, Adobe Live will be streaming to our own YouTube channel (+Behance!) starting 9/6! This gives the Adobe Live team an exciting opportunity to connect closely with YOU, our community, through tailored content, YouTube’s community tab and, of course, LIVE streams.
Make sure to subscribe to the Adobe Live channel NOW!
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EdTech Giant Unacademy Launches 50 New Channels On YouTube To Democratise Online Education — from edtechreview.in by Shalini Pathak
Excerpt:
Unacademy, an Indian EdTech unicorn and one of the leading online learning platform, has recently launched 50 new education channels on Google-owned YouTube. The channels significantly help in increasing accessibility for millions of learners across academic and non-academic categories.
Few of these 50 channels are built on the existing content categories as offered by Unacademy. They mark Unacademy’s foray into newer terrains such as ‘Tick Tock Tax’- to simplify the direct and indirect tax concepts, and Life After IIT – a platform to crack JEE and discuss success stories of top rankers.
From DSC:
Below are some reflections based on an article entitled, Understanding learning transfer through Archwell Academies. It’s from chieflearningofficer.com and was written by Erin Donovan and Keith Keating.
Excerpt:
To capitalize on learning transfer and extend learning beyond traditional training periods, practitioners have established capability academies. According to Josh Bersin, capability academies are the evolution of traditional training and self-directed learning. Bersin posited:
Capability academies are business-driven, collaborative learning environments that facilitate learning retention. . . . Going beyond rote lessons, capability academies help companies prepare for transformation by helping employees develop complex skills and providing guidance on how to apply them in the context of the business.
The core concept of capability academies rests on the importance of collaboration between the trainers and the business. The intention is to provide learners with practice of conceptual understanding and comparative scenarios in the context and environment where they will ultimately apply their skills. Capability academies focus on providing training distinctly aligning with learners’ job responsibilities.
From DSC:
First of all, I have a lot of respect for the people that this article mentions, such as Josh Bersin and Will Thalheimer. So this article caught me eye.
It seems to me that the corporate world is asking for institutions of traditional higher education to deliver such “capability academies.” But that makes me wonder, could this even be done? Surely there aren’t enough resources to develop/deliver/maintain so many environments and contexts, right? It took Archwell, a global mortgage services outsourcing provider, an entire year to systematically design and develop such customized capability academies — just for their clients’ businesses.
The article goes on:
The core concept of capability academies rests on the importance of collaboration between the trainers and the business. The intention is to provide learners with practice of conceptual understanding and comparative scenarios in the context and environment where they will ultimately apply their skills. Capability academies focus on providing training distinctly aligning with learners’ job responsibilities.
Context. Skills. Acquiring knowledge. Being able to apply that knowledge in a particular environment. Wow…that’s a lot to ask institutions of traditional higher education to deliver. And given the current setup, it’s simply not going to happen. Faculty members’ plates are already jammed-packed. They don’t have time to go out and collaborate with each business in their area (even with more sabbaticals…I don’t see it happening).
I’m sure many at community colleges could chime in here and would likely say that that’s exactly what they are doing. But I highly doubt that they are constantly delivering this type of customized offering for all of the businesses in each major city in their area.
I can hear those in corporate training programs saying that that’s what they are doing for their own business. But they don’t provide it for other businesses in their area.
So, what would it take for higher education to develop/offer such “capability academies?” Is it even possible?
We continue to struggle to design the ultimate learning ecosystem(s) — one(s) whereby we can provide personalized learning experiences for each person and business. We need to continue to practice design thinking here, as we seek to provide valuable, relevant/up-to-date, and cradle-to-grave learning experiences.
The problem is, the pace of change has changed. Institutions of traditional higher education can’t keep up. And frankly, neither can most businesses out there.
I keep wondering if a next-generation learning platform — backed up by AI but delivered with human expertise — will play a role in the future. The platform would offer products and services from teams of individuals — and/or from communities of practices — who can provide customized, up-to-date training materials and the learning transfers that this article discusses.
But such a platform would have to offer socially-based learning experiences and opportunities for accountability. Specific learning goals and learning cohorts help keep one on track and moving forward.
Learning Management Systems Are Getting Smarter — from campustechnology.com by Mary Grush and John Baker
Excerpt (emphasis DSC):
Grush: Why do you at D2L present a ‘common learning platform’?
Baker: The common learning platform is a critical part of our strategy for educators and learners alike. We decided years ago that we did not want to build multiple different platforms for K12, higher education, or the workplace — we found it better to focus on one platform that met different use cases.
One great example of how this single platform across markets helps is what we’re doing with D2L Wave — where we match employees in the workforce to our academic clients. This takes the friction out of all the steps required to enroll in micro-credentials and other programs, and it helps an employee with career progression. D2L Wave makes it easy to connect learners with the right education to help them take the next step in their career or to support them to get better at their craft — this is key for upskilling the workforce.
Microlearning Basics — from trainlikeachampion.blog by Brian Washburn, Robyn Defelice and Karl Kapp
Excerpts:
The Six Different Types of Microlearning
Highlights and key insights from TICE 2022 (Training Industry Conference & Expo) — from christytuckerlearning.com by Christy Tucker
Excerpt:
[From June 21-23], I attended and presented at TICE 2022 (Training Industry Conference & Expo). This is the first time I have attended any Training Industry event. It was also the first time the conference has been back to in person since the beginning of the pandemic. This is a local conference for me, hosted in Raleigh, NC, about 30 minutes from home. It was great to meet up with several people I had previously only met online.
As with other conferences, I try to review my notes afterwards to pull out a few key insights. This helps me remember what I learned, and helps share the ideas with those who couldn’t attend.
Shannon Tipton shared a worksheet and process for planning “drip-feed learning,” or a scheduled delivery of chunked content to support spaced learning. I liked the idea of treating the drips like a story and keeping people engaged by making them curious about what happens next.
The 2022 L&D Global Sentiment Survey — from donaldtaylor.co.uk by Donald Taylor
Excerpt:
This year’s L&D Global Sentiment Survey, the ninth, shows L&D at a turning point, as the result of two forces. One is the demands of organisations, as they emerge from the pandemic, for more training delivery, very often with unchanged or reduced resources for L&D. The other is the need to deal with the emergency measures put in place in 2020 to deal with the immediate impact of COVID-19.
This sense of practitioners being under pressure is amply illustrated by responses to the free text question ‘What is your biggest L&D challenge in 2022?’ 40% of respondents answered, with the answers painting a picture of practitioners being asked to do more, in difficult circumstances, to support the learning of overworked employees and uninterested employers.
It is tempting to see this as a return to business-as-usual for L&D. Hasn‘t it always been the case that the department needed to fight for the attention of both executives and employees? Behind this undeniable reality, however, there are definite signs of longer-term trends emerging.
From DSC:
The report below contains some great examples of a few of the elements in a learning ecosystem! Though there are many other elements in a learning ecosystem, tools and technologies are certainly two key components of one.
Some of the topics in this report at:
2022 Trends in Learning Technology — from learningguild.com by Steve Foreman
Excerpt:
In this research report, Steve Foreman analyzes recent survey findings to examine eight learning technologies and explore how they impact the L&D space, organizations, customer satisfaction, and more.
Likewise TV Brings Curation to Streaming — from lifewire.com by Cesar Aroldo-Cadenas
And it’s available on iOS, Android, and some smart TVs
All your streaming services in one place. One search. One watchlist. Socially powered recommendations.
Entertainment startup Likewise has launched a new recommendations hub that pulls from all the different streaming platforms to give you personalized picks.
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Likewise TV is a streaming hub powered by machine learning, people from the Likewise community, and other streaming services. The service aims to do away with mindlessly scrolling through a menu, looking for something to watch, or jumping from one app to another by providing a single location for recommendations.
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Note that Likewise TV is purely an aggregator.
Also see:
From DSC:
Now we need this type of AI-based recommendation engine, aggregator, and service for learning-related resources!
I realize that we have a long ways to go here — as a friend/former colleague of mine just reminded me that these recommendation engines often miss the mark. I’m just hoping that a recommendation engine like this could ingest our cloud-based learner profiles and our current goals and then present some promising learning-related possibilities for us. Especially if the following graphic is or will be the case in the future:
Here’s what I’ve learned about building skills and how skills shape your career.
A visual thread (1/11) ?1. Degrees don’t age well. Your current skills and skill level tell organizations more about your real value. pic.twitter.com/Z1edxrYAB1
— Jeff Kortenbosch ?? (@jeffkortenbosch) March 13, 2022
Also relevant/see:
From DSC:
Some interesting/noteworthy features:
I wonder how what we call the TV (or television) will continue to morph in the future.
Addendum on 3/31/22 from DSC:
Perhaps people will co-create their learning playlists…as is now possible with Spotify’s “Blend” feature:
Today’s Blend update allows you to share your personal Spotify playlists with your entire group chat—up to 10 users. You can manually invite these friends and family members to join you from in the app, then Spotify will create a playlist for you all to listen to using a mixture of everyone’s music preferences. Spotify will also create a special share card that everyone in the group can use to save and share the created playlist in the future.
From DSC:
Christin Bohnke raises a great and timely question out at edsurge.com in her article entitled:
Do We Really Want Academic Permanent Records to Live Forever on Blockchain?
Christin does a wonderful job of addressing the possibilities — but also the challenges — of using blockchain for educational/learning-related applications. She makes a great point that the time to look at this carefully is now:
Yet as much as unchangeable education records offer new chances, they also create new challenges. Setting personal and academic information in stone may actually counter the mission of education to help people evolve over time. The time to assess the benefits and drawbacks of blockchain technology is right now, before adoption in schools and universities is widespread.
As Christin mentions, blockchain technology can be used to store more than formal certification data. It could also store such informal certification data such as “research experience, individual projects and skills, mentoring or online learning.”
The keeping of extensive records via blockchain certainly raises numerous questions. Below are a few that come to my mind:
All that said…
To me, the answers to these questions — and likely other questions as well — lie in:
In the case of finding a good fit/job, a person could use a standardized interface to generate a URL that is sent out to a potential employer. That URL would be good for X days. The URL gives the potential employer the right to access whatever data has been made available to them. It could be full access, in which case the employer is able to run their own queries/searches on the data. Or the learner could restrict the potential employer’s reach to a more limited subset of data.
Visually, speaking:
I still have a lot more thinking to do about this, but that’s where I’m at as of today. Have a good one all!
5 Must-Have Microlearning Assets That’ll Make Your Online Training More Effective — from blog.commlabindia.com by Nikhil Bhogaraju
We often hear about the advantages of microlearning, but what about its applications in corporate training? This blog explores how we can deliver effective training to a learning workforce through microlearning assets. Do you have them in your eLibrary?
