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Zen And The Art Of E Learning Con Verge 0912
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Zen And The Art Of E Learning Con Verge 0912

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A tongue in cheek look at lif\'e\'s mysteries particularly e-learning with three universal truths to guide practice

A tongue in cheek look at lif\'e\'s mysteries particularly e-learning with three universal truths to guide practice

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  • 1. 4 December 2009 conVerge 09 Zen and the art of e-learning or making the e stick Clint Smith Director LearnWorks
  • 2. an enquiry into quality
  • 3. maintenance mindset quality in the moment classic v romantic “ stickability ” value
  • 4. Adding value supporting e-learners
  • 5. Supporting e-learners in workplaces Industry Integration of E-learning project Feb 2009
  • 6.
    • How do you get learning to work?
    • Meta-analysis of research assessing value of training
    Wilson Learning ILDP Forum, Sydney 2008 Learner readiness Organisational characteristics Michael Leimbach Assess Prepare Learn System Measure impact Align org objectives
  • 7.
    • Strategies to develop learner readiness – % improvement in outcomes
    • motivate to use 10–49%
    • motivate to learn 8–42%
    • link to career 5–57%
    • build self-efficacy (belief in ability) 5–25%
    Getting learning to work
  • 8.
    • Strategies in design of the delivery - % improvement in outcomes
    • realistic practice 10–22%
    • goal setting 7–18%
    • reviewing (tips, reminders) 10–12%
    Getting learning to work
  • 9.
    • Organisational characteristics - % improvement in outcomes
    • manager support 10–67%
    • clear job relevance 8–37%
    • work/learning culture 5–20%
    Getting learning to work
  • 10. Three stages of support Industry Integration Project before during after stage recruit support apply purpose UPTAKE COMPLETION IMPACT result, measure transfer of learning
  • 11.
    • Self-paced individual, computer-based, auto-assessed, no trainer
    • Self-paced plus personal support from coaches, mentors, supervisors, champions etc
    • Self-paced + face-to face (BL 1.0) add a conventional trainer with training room
    • Facilitated online group learning using an LMS, web conferencing, other comms tools
    • Blended e-learning 2.0 any mixture of these
    Types of workplace e-learning
  • 12.
    • Self-paced + personal support 47%
    • Blended learning 37%
    • Self-paced + face-to face 31%
    • Self-paced 35%
    • Facilitated online groups 13%
    How much of which?
  • 13. Why use facilitation (online or face-to-face)?
    • assessment requirements 63%
    • some people prefer group learning 50%
    • support for less self-directed learners 41%
    • course outcomes need group interaction 39%
    • right self-paced courseware not available 39%
    • courseware not motivating enough 37%
    • learner IT skills low or variable 32%
    • use existing training materials 28%
    • learner literacy/numeracy levels low 22%
  • 14. Do you need facilitation? Guidelines for supporting e-learners in workplaces Feb 2009 htt p://industry.flexiblelearning.net.au/
  • 15. Which support strategies do you need? Model 3: Selecting strategies to support workplace e-learners before… during… … after the training
  • 16. Checking learner readiness
  • 17. Checking learner readiness
  • 18.
    • Not only
    • trainers
    • online trainers/facilitators
    Who provides support?
    • but also
    • supervisors/line managers
    • technical staff, IT
    • managers/HR
    • e-learning champions (at business sites)
    • e-learning project managers (industry or business level)
    • RTO e-learning consultants/mentors
    • content experts
    • courseware designers and developers
    • workmates, colleagues
  • 19. Smith’s first law of e-Zen™ quality content + quality support value =
  • 20. Making it stick embedding e-learning
  • 21. Survey: 2008 E-learning Innovations projects
    • $5.3 funding for 140 projects
    • approx 50% for business-provider partnerships
    • survey in June 2009 to review impact and embedding of innovation
    • research and review by LearnWorks
  • 22. Embedding innovation: follow-up delivery RTO survey: What direct delivery follow-up has there been? Survey: 2008 E-learning Innovations projects
  • 23. Embedding innovation: sustaining teams Partner survey: Have you used your 2008 team to support other e-learning initiatives? Survey: 2008 E-learning Innovations projects
  • 24.  
  • 25. Impact of innovation: business development RTO Survey: To what extent did each of these goals apply to your 2008 project?
  • 26. Strategies for embedding (e)innovation
    • Teambuilding : retain teams to implement other initiatives
    • Benchmarking : measure your e-progress
    • Market research : check the demand for e
    • Repertoire : extend your e-learning tools
    • Planning : integrate e-learning in other plans
    • Upskill : build your staff e-capability
    • Support : resource e-mentors or champions
    • Fund : investigate other sources and models
    • Partner : make alliances to build scope
    • Prepare : build learner e-skills and awareness
    Embedding checklist, Victoria, 2008
  • 27. Embedding innovation: other strategies Partner survey : has your organisation used any of these strategies to leverage the impact of your 2008 innovation projects? Survey: 2008 E-learning Innovations projects
  • 28. Embedding innovation: marketing Partner survey: which strategies have you used to make your project known? Survey: 2008 E-learning Innovations projects
  • 29.  
  • 30. Smith’s second law of e-Zen™ more delivery + clever maintenance stickability =
  • 31. Growing up towarsd e-maturity
  • 32. http://www.elnet.com.au
  • 33. The six strands of the Towards Maturity model E-learning maturity in the workplace – the benefits and practices   Laura Overton and Helen Hills, Impact 1 (1), Sydney: ElNet
  • 34. Descriptors of strands in the Towards Maturity model  
  • 35. Self-assessment statements around workplace e-learning maturity
  • 36. Maturity profile of sample  
  • 37. Changes with maturity
  • 38. Smith’s third law of e-Zen™ clever e-solutions + demonstrated value e-nirvana =
  • 39. Clint Smith Director LearnWorks performance design services [email_address] 03 9528 5337 0410 569 386 skype clintos2

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