rockidscience.com Instructional Design Basics

21Jan/13Off

Seriously the End of the World Is Coming

endofworld

We survived another year—that’s two straight years of incorrect end of the world predictions.  You would think that people would stop believing this stuff but that isn’t the case, in fact, a popular show highlights this fear.  Doomsday Preppers follows people that are actively preparing for the end of world.

As to these preppers, I guess if the end of the world is coming, it’s good to be prepared, but these scenarios seem like a long shot to me.  And in this regard, I’d rather spend my energies preparing for something that is likely to happen. So let’s revisit the Connan clip and get ready for some predictions of the coming year and beyond.

One Step Back

Last year my predictions were pretty broad and longer in range than just 2012. This year, these predictions are still in play; however, some developments have either strengthened parts of these predictions or caused slight modifications:

Last Year’s Prediction Revised Prediction for 2013 and Beyond
You will finally be asked to do mobile learning and you will fail You are failing with mobile learning
Formal training wins Formal training still wins
We are not going away Well, some of us are not going away

1.  You are failing with mobile learning
If you are not doing mobile learning today then straight up, you are a failure.  In this regard, Smartphone penetration, IS infrastructure and content development tools are in place.  This means you no longer have any of these as an excuse.  Further, mobile provides performance support abilities not addressed by any other delivery system. This removes the final argument for not doing it, that being, lacking a use case for it.

In this regard, performance support has always been a need in training. Job aids and other takeaways are important because they help users transfer knowledge and increase on the job performance.   And it’s in this performance support area that everyone is failing at with mobile.  A recent initiative illustrates this failure:

The Berg Balance Scale is an assessment tool that determines a patient’s risk of falling.  Based on their score, various treatments are used to counter that fall risk.  In addition, clusters of scores indicate exercises that can be done to increase a patient’s mobility and lessen their future risk of falling.

This all seems easy enough and when a request for training on this tool came in, we came up with a pretty standard solution.  Here we developed an online course that went over the 14 assessment items and provided video and other content to illustrate each measurement item.  Then we provided students with a nicely formatted Berg Balance Scale job-aid that they could print out and use on the job.

So our solution focused on training (teaching them how do the assessment) and included a performance support tool (the nicely formatted job-aid).  This solution though should have been the other way around, that is, we should have focused on developing a performance support tool and included some training elements in it.

In this regard, we could have built a mobile application that would have walked the users through each step in the assessment.  And if they needed help on a particular item, they could have accessed training on that item through the mobile application.

The main advantage of that solution would be the time savings involved.  First we wouldn’t have forced everyone to take a 1 hour training course—users would only access training that they needed.  Secondly and more importantly, this mobile app would cut out the time needed to perform the calculations and cluster analysis in the scale.  Here users would enter the Berg Balance test information and then get the results in seconds. This time savings would be realized every time they performed that assessment.  Besides saving time, the automatic calculations and analysis would also lessen the chance of human errors in each assessment.

So to stop failing with mobile learning, you should start examining your content for performance support opportunities.  If you find an appropriate opportunity then build a mobile application or widget for it – doing so could save your organization significant money and decrease error rates.

2.  Formal training still wins
With Experience API  and Mozilla’s Open Badges, we are close to the goal of tracking informal learning. These and other technologies will bring about an environment where all learning is tracked.

In addition, recent movement around the concept of Big Data will further strengthen the need for tracking and assignment measures.   Here recommendation engines will be used in your systems to push and pull content to your students.  Using Big Data concepts, these recommendation engines will be used to counter risks associated to some types of employees. This means that one day soon, each employee will have predictive scores associated to them that indicates their risk for quitting, getting hurt, calling in sick,… and based on those risks, training will be pushed or pulled to them.

So in the end, it still looks like Formal is going to win in the informal/formal debate.

3.  Well some of us are not going away
Last year it was hard not to hear about Massive Open Online Courses (MOOC). This idea and others like freelance professors will fundamentally change the nature of formal education.  Here cheap content and competition will shift the nature of education as a product to education as a service.

Initially this means that there will be high demand for content production, but soon after market economies will take over.  As the market forces take hold, organizations will fail, consolidate and merge to meet demand. This means that eventually a great number of us will no longer be needed.

So learning professionals are not going away, but in five years there’s going to be a glut of skilled people in the field—ramp your skills up or face the consequences.

New to the List

Last year I spent a lot of time writing and reading about technologies and initiatives that are changing the stand-up training world. These are great changes and I’m excited about what they represent, so here are a couple new predictions to my list:

4.  Brick and mortar gets downsized, but this is good
Flipped Learning is changing the way the classroom operates. As this movement grows, our Tell/Show content will become the homework that our students complete and our classrooms will focus on Do activities.   This shift in focus, will allow stand-up instructors the ability to create problem-based and experiential learning environments.

Further as instructors produce, share and organize content for these environments, they will become curators of knowledge.  This is significant in that, these activities will extend their reach beyond the classroom—in this world, all learning events have the possibility of becoming life-long activities. Here students follow their instructors on social media channels long after the classroom experience is over.

As this shift happens, the amount of direct hands-on class time will begin to change as well.  Here since much of the class content will be covered online, there will not be the need to meet up as much.  So a class that meets three days a week now, may one day only meet once a week.

Brick and mortar classrooms will also have to deal with the competition MOOCs represent. Access to cheap quality content is a threat to the traditional stand-up model. And in this regard, students that are comfortable with online learning will begin asking, “Why should I pay thousands of dollars for this class when I can get the same or like content for free online?”

So the Brick and mortar classroom model is going to be hit with two forces—less need to meet directly and increased competition.  These forces will cause some turmoil in these circles, but this is good for the students. Here they will have more choices and still receive effective content.

5.  HR embraces the new world
The technologies talked about above, offer some exciting opportunities for professional development and talent management folks.

For one, organizations that are strapped for cash often lack the funds needed to develop their employees. Soon these organizations will be able to tap into the free and cheap content being offered by MOOCs.  In addition, they will be able to track completion of this informal content by taking advantage of Experience API.

These technologies also offer additional opportunities as they begin to open up the door to potential employees.  In our current environment, formal degrees are a requirement to get your foot in the door, but these degrees offer little in explaining an employee’s true background. ADL’s Training and Learning Architecture (TLA) as well as features like Mozilla’s Open Badges and LinkedIn’s endorsements and recommendations will allow talent management professional greater insight into potential employees.  Ultimately these technologies may change the formal degree requirements for many of today’s jobs and thus increase the pool of talent available for some hard to staff positions.

Finally as noted in my second prediction, big data concepts offer abilities to improve recommendation engines for training. These engines will ensure employees get individualized training and identify mentoring opportunities within the organization.

Minor Predictions

In addition to the above predictions I do have several minor ones that are not as significant and will not take as long to come to fruition.  These are:

6.  Trends associated with social media and mobile technologies have changed interface standards.  In this regard, the Next button is no longer sacred and learners are comfortable using their scrollbars.

7.  Tappestry and other like apps will gain momentum as the focus around curation and tracking informal learning continues.

8.  Bring Your Own Device (BYOD) will continue to be big this year and will hasten the move to HTML5.  Start converting your Flash based courses to HTML5 and stop building solely with this tool.

9.  Augmented Reality (AR) is still not ready for wide scale mobile use. Here standards across devices for technologies like Near Field Communication (NFC) have not been established. In addition the public at large has not been introduced to this technology sufficiently.  AR use is still a couple of years away at best.

This is the End

You may note that none of my predictions included an end of the world scenario, so if this comes to pass well then “my bad.” If you’re worried about that stuff, you might want to check out the following links:

List of upcoming end of the world dates

Homepage of Doomsday Preppers

Regardless of what happens this year it will be interesting and I hope we all get the chance to enjoy it.  Cheers.

27Dec/12Off

Secret Signs for Learning

Handshake

Before formal institutions of knowledge became widespread, secret societies arose to pass on knowledge. Tradesman and artisans grouped together to share and pass on their skills. In this model an apprentice was taken and shown the ways of the trade. Then after several years they were allowed to go on their own. At this stage they were shown the secret signs of their society which was important as these signals were the certification to others in their trade—their proof that they were legit.

These days are gone and our legitimacy comes in the form of degrees.  Here colleges, universities and other formal institutions declare who is legit and ready to take on the world. There’s no need for secret handshakes as we now have transcripts documenting our proficiencies.   

However, new technologies and shifting attitudes on the value of formal degrees have people questioning our existing system. Today I’ll talk about some of these technologies and what they may mean for our field.

Cheap Content

Recently, Massive Open Online Classes or MOOCs have received a lot buzz.  Here several influential learning institutions are offering online courses that are open to the public at large. Besides being open, these courses can also be taken at little or no cost.  Now anyone with an internet connection can sign up and take a class from MIT or Harvard.   Besides these institutions, other content organizations have addressed similar learning needs.   KHAN Academy, iTunesU, YOUTube and others have been providing access to online educational content for some time.

All of this is great as it has created a flood of quality online educational content that everyone can access.  The dream of the internet finally opening up education can now be realized.  So Timmy, sitting in an isolated community can become a computer engineer by taking free or inexpensive online content.

However, the reality for Timmy is that this doesn’t mean that he can get a job as a computer engineer. Here formality still rules and documenting competency is a much needed requirement for the HR folks.  So today, Timmy’s resume gets booted out of the system as soon as he submits it.

Too Legit To Quit

For some time people have been working on a way to track informal learning.  This is important as a large part of what we know is gained by informal means.  We read an article, watch a video, discuss a topic or participate in other activities that have us accessing, reviewing and synthesizing content.   And all of this is done without the guidance and validation of a formal source of authority.

This is a problem though as the lack of formality makes it hard to prove our legitimacy. So how do you prove to your boss or the HR folks that you:

  • read 5 articles on networking technologies
  • participated in a local hackathon or
  • watched a YouTube video on Setting up DHCP into a Cisco router?

Formal content has Learning Management Systems (LMS); SCORM; and other means to track participation and completion results.  These technologies allow for the creation and maintenance of user transcripts that documents our proficiencies.

ADL’s Training & Learning Architecture (TLA) is a new set of technologies that is emerging to give this ability to informal content.  Two keys to this are:

Experience API

This is a technology that will track informal content by Noun, Verb and
Object.  This concept is similar to the Likes and other features we see in popular Social Media sites and in these sites we may soon see posts like:

    • Timmy read TCP vs UDP
    • Timmy watched Netcat – Tutorial
    • Timmy set up a Wireless router

Learner Profiles

This upcoming technology will describe information about a learner’s preferences, competencies, and experiences. This will act as a centralized transcript that a user owns—this will eventually mean that your learning is no longer trapped in one system.

You won’t have a separate transcript stuck at your college, one stuck at that job you worked at several years ago, or even a transcript for you current job.  Rather you will have your own unique learning record that you can control.  This centralize transcript will be your record of completion—and quite possibly your signal of legitimacy.

Why Corporate Training Should Get Involved

Such a model will cause some warranted resistance from the establishment, as it may be ripe for gaming and or cheating.  This is true in the immediate future but that doesn’t mean your company shouldn’t get involved in it as a nice thing about these technologies is that it opens up your possibilities.

For example the MOOCs above have finally realized the economies of scale inherent in online learning.  Some of these courses have gotten their cost per student to around $2.  With this kind of cost, you could create your own content to deliver to the public at large. This would be content that is specific to your organization, content that is specific to a particular job and finally content that is tracked and reported on in the form of a transcript.

Better yet, as a company, you could identify existing content that meets your needs and define paths for it. So for an entry level IS position someone may need to take the equivalent of:    

Part of this will require some formal assessment and validation from your organization.  This may be done with some existing social media features like LinkedIn’s endorsements and recommendations or some other future metric that predicts competency.  Working with regional leaders, teachers, and experts to serve as mentors and guides can open up other opportunities to validate legitimacy.  Finally designing your own forms of assessments like tests and checklists can serves as ways to determine who is competent for a specific field.

All of this is still some time away from now and it will definitely bring some challenges as verification and validation of skills isn’t going to be easy.  I look forward to the day though that we no longer rely solely on formal degrees and Timmy gets his shot.

In this regard, I hope these changes bring back the secret signs as handshake like the below would be fun: