From DSC:
This data further supports my thoughts on helping people build their own learning ecosystems — something Jane points out as well when she states that “workers find other (self-organised and self-managed) ways of learning at work far more valuable – with team collaboration being the highest rated.”

I recommend helping folks learn how to create their own blogs and learn how to subscribe to others’ blogs, access relevant wikis, use Twitter, employ Google Alerts, etc.  

Provide each employee with some relevant names/blogs/websites/etc. to get employees started (i.e. of some knowledgeable accountants, legal counsel, product designers, engineers, digital marketing experts, cloud computing strategists, programmers for mobile computing apps, etc.).  I realize this presents issues with companies’ sensitive information such as patents and/or intellectual property.   But if Harold Jarche is correct in saying that we live in a post-jobs world, what we know of the modern corporation may be very different in just a few years anyway.  (i.e. You’re on your own. You are your own corporation/business; so build your own brand and expertise. Build your own valuable network of peers/colleagues — who you can contribute to as well as to learn from.)

Admittedly, this changes some of the roles of the training department from creating e-learning modules to becoming excellent researchers, social media experts, quasi-librarians, etc.

(Come to think of it, I wonder if that might happen in higher ed as well — i.e. provide students with the relevant/key experts, important thinkers, streams of content, etc.)





Less is more — from Harold Jarche


If you were to sum up the psychology of learning in three words, it would be ‘less is more’. Donald Clark

In FrogDesign’s presentation on Design is Hacking How we Learn, slide #27 clearly shows where the emphasis of our learning efforts should be, and where organizations should place the most support and resources: practice.

how we learn



From DSC:
In the corporate world, my thought is to provide the training as to where and how employees can get/stay in the know — especially by encouraging the use and ownership of blogs, social media, and developing/leveraging their personal learning networks.  But also to provide the infrastructure and tools — the plumbing if you will — to allow for people to quickly connect with each other and to easily share information with each other (i.e. to develop their own learning ecosystems). Formal classes won’t cut it. As Harold and other members of the Internet Alliance have long been saying, it’s about informal learning. (Speaking of his Internet Alliance colleagues, Charles Jennings recently discussed how the pace of change is affecting the corporate world big time; and, just as in higher ed, being able to adapt is key to staying relevant.)

As a relevant aside…my issue with my Master’s Program in Instructional Design for Online Learning was that there was too much emphasis on theory and not enough emphasis on practice.




Instructional Design for Simulations — from the University of Central Florida

Training and educational programs are now incorporating stand-alone and PC-based simulations and instructional (video) games to enhance human performance. The result has been a growing demand for simulation, game-based training, and instructional systems in corporate, government, and education sectors. The Graduate Certificate in Instructional Design for Simulations takes an interdisciplinary approach to prepare educators, instructional designers, human resource personnel, and training specialists in corporate, industry, and educational settings. Students will acquire the skills to successfully work with engineers, graphic artists, computer programmers, and game developers to design training and instructional systems, focusing on the pedagogical aspects of stand-alone and PC-based desktop training and educational simulations and games. To learn more, visit the Instructional Technology website at: http://education.ucf.edu/insttech.

Required Courses: 15 Total Credit Hours
Courses are available both in Web-based and mixed mode (reduced seat time) formats. This program may be completed entirely online.

EME 6613 Instructional System Design
EME 6601 Instructional Simulation Design for Training and Education
EME 6614 Instructional Game Design for Training and Education
IDS5717C Introduction to Modeling and Simulation
DIG 6432 Transmedia Story Creation

For information contact:
Atsusi Hirumi, Ph.D., Associate Professor
College of Education…

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