3. Learning methods are timeless case studies assessment simulation role-play demonstration practice instruction coaching briefings games feedback reading lectures discussion collaboration work experience projects visits questioning research reflection networking observation consultation sharing performance support exploration discovery
4. … although the emphasis can shift case studies assessment simulation role-play demonstration practice instruction coaching briefings games feedback reading lectures discussion collaboration work experience projects visits questioning research reflection networking observation consultation sharing exploration discovery performance support
7. “ Instead of the individual having to evaluate and process every bit of information, she/he creates a personal network of trusted nodes: people and content, enhanced by technology. The act of knowledge is offloaded onto the network itself.” George Siemens, Knowing Knowledge Forces for change 1
9. Forces for change 1 learning styles? neuro-linguistic programming? Maslow’s hierarchy of needs?
10. Forces for change 1 Soft skills Guided discovery Intuition Creativity Empowerment Learner goals Constructivism Happy sheets Hard skills Instruction Systems Analysis Control Learning objectives Behaviourism Assessment RATIONALISTS ROMANTICS
11. “ Teachers do not create learning. Learners create learning. Teachers create the conditions under which learning can take place. Our schools don’t function like that, which is why somebody once joked that schools are places where kids go to watch teachers work.” Prof. Dylan Wiliam Forces for change 1
13. Forces for change 2 Two ways of looking at Gen Y “ Gen Y are tolerant, optimistic, collaborative, open-minded and driven.” suite101.com “ Gen Y are the 'diva' generation: high-maintenance, out for themselves, lacking in loyalty, thinking only of the short term and their own place in it..” Association of Graduate Recruiters
14. Forces for change 2 How Gen Y want learning to be: Interactive Student-centred Authentic Collaborative On-demand don’t we all? Barking Robot, 2006
15. Forces for change 2 But in the end, we need to do the right thing, not pamper to Gen Y or anyone else
16. So, new thinking and new expectations demand a shift in emphasis … case studies assessment simulation role-play demonstration practice instruction coaching briefings games feedback reading lectures discussion collaboration work experience projects visits questioning research reflection networking observation consultation sharing performance support exploration discovery
17. “ 72% of all training challenges are time-critical.” Bersin & Associates (2005) TIME PRESSURES Forces for change 3
22. Forces for change “ Be aware that the magnitude of the financial meltdown is almost beyond comprehension. I can foresee training departments being eliminated almost entirely.” Jay Cross(2008)
23. Oh yeh, try telling that to Coca Cola, Facebook, BP, Glaxo … Forces for change But surely employees are our greatest asset
24. Employees are not your greatest asset They’re much more important than that!
25. Forces for change Surely training should be seen as an investment, not a cost Fair enough, so what sort of return can you give me and with what confidence?
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27. Learning media are evolving rapidly books podcasts/ vodcasts CDs streaming media tapes web pages DVDs simulators downloadable documents chat rooms instant messaging email forums social networks wikis web conferencing blogs telephone teleconferencing SMS workbooks