Clive on Learning: Who archives the web?

Clive on Learning: Who archives the web?

Turning your Software Application Training into an Effective Learning Experience!

I recently received a mail that read, ‘Are your employees drifting away during online meetings and training? It got me thinking and thus this post...it’s also a follow-up to my previous post (Learning vs. Training) as promised to my friend David.

Would you Flaunt It, just because you have it?
Getting online and broadcasting e-training over web conferencing might be a great means to Rapid Training or on-the-fly-training, but it won’t necessarily ensure Rapid Learning for your learners... I agree using web conferencing for e-training is a great medium for synchronous learning, but it certainly shouldn’t be the only one, except if you want the learners ‘to be left high and dry’, with lot of noise and no action...

The Expert and his Tool Stock!
And then there are interactive demonstrations and simulations painstaking created using fancy simulations tools...they go around the whole screen clicking, pressing, selecting and once in a while letting you do the same all the while telling you what to do with captions like ‘Click the button or press to start’... Now this sort of training would definitely ensure effective learning ...Right? After all the training did give the learners a chance to get their hands dirty.

No! Unfortunately not.

Just like e-training via web conferencing , software simulation is a just a great component of effective training, not a means in themselves and certainly no substitute to real learning. A collaborative and a blended approach to e-training would certainly be more fulfilling for the learners as an experience.

Here’s my two pence on making your e-training an effective e-learning experience for your learners.

Always keep the 'Adult Learning Principles' in mind while designing learning interventions for adult learners that is if you want to shift from designing training to designing effective learning. Remember that your focus should be on the Adult Learner’s training needs and not that of the Organization.

Employ the tried and tested approch of 'Overview, Process and Practice' to your application training! It always works!

Get them Excited! Wow them...
Start the training with an ‘OVERVIEW’ to the software application; give the learners a taste of all the good things to come. Get them excited about the Training. Provides your learners with information about the software, its benefits and how the training and the software can help them improve their performance at work. The need to do so emerges from the fact that adult learners like to be aware and responsible for their learning.

Build the Excitement! Keep them Wow-ed about it...
Remember that adult learners are goal-oriented and appreciate training programs with well-defined objectives. Since they like to be in charge of their learning and want to know what they will achieve on completion of training it is best to list these right upfront of a training program.

Show them the Value! Show them the goodies...
Adults are also relevancy-oriented and must see a reason for learning or a training they take on. They are usually better motivated to learn when they see a relevance of the training and its application to their work. In other words, knowledge and learning that effects and improves the numbers on their paychecks.

Get the Show Started! Get the ball rolling...
Employ a ‘show and tell’ approach to the 'PROCESS' phase of the training and demonstrate how things the application works. Provide step-by-step instructions throughout the demonstration of the process by showing where to click or what to enter. Start with the basic and then build on as you proceed. Make sure there is no user interaction at this point.

‘Show and tell’ approach to training would work well both in a synchronous and asynchronous teaching approach. You could be either teaching virtually using desktop sharing software like WebEx or Adobe Connector or delivering e-training through application simulations built in Captivate.

Keep them Entertained! You don't want them to doze off....
Although the ‘show and tell’ approach is useful for the first time learners, it could be frustrating for the more experienced learners, since we all know that repetition bores adult learners. Make sure to build a navigation system that allows the learners to move on the next or higher level of learning it could also let them jump between practice and assessment sessions.

Tip! If you are conducting a virtual session, make sure you request your learners to bear with you, while you cover the basics for the benefit of the first time learners.

Time to Get the Hands Dirty! It's time for some PRACTICE....
Software simulation building tools like Captivate allow you to build interactive exercises or practice sessions with step-by-step audio and textual (captions) prompts, allowing your learners to get comfortable using the software.

Many a times adult learners build up barriers against participating or taking on training. Lack of confidence is one such barrier that could cause hesitation to learn new things.

This technique of practice using interactive exercise is especially helpful for learners new to the usage of computers and software application as it helps them build confidence through trial and error method in a mock or virtual environment, rather than on the real software.

Tip! Interactive exercises or practice sessions could work well as a follow up to the virtual e-training session also.

Time to put it all to a Test! Assessing all that they learned...
While attempting to put the learners’ newfound knowledge to test make sure to assess the adult learners on their ability to use the new acquired knowledge to new and challenging settings.
You could create the higher level of interactive exercises, similar to the ones in the practice session, minus the guidance and prompts.

Tip! Do remember that while solving a challenging situation could motivate the adult learners, an overload of information and demeaning exercises could turn them away.

The 'Overview, Process and Practice' approach to software training works best as it gives the learner the opportunity to build expertise and confidence. You could try various permutation that work best for you and your learners. For example, conduct a synchronous event or a virtual class that could include the ‘Tell and Show’ phases and then encourage to learners to pick up the ‘DO’ or the Practice phase, as a asynchronous activity.

Learners could either get familiar with the application using interactive practices created in software like Captivate or jump straight into the software with the help of step-by-step e-tutorials. Whatever the amalgamation of training you choose, make sure to include the full cycle of Overview, Process and Practice approach to complete the cycle of the learning.

Last but not the least, build in a support system in the training, which the learners can turn to whenever in need. It is always nice to know, that there is someone to help you out, if need be.

Learning vs. Training

So often are words ‘Learning’ and ‘Training’ used interchangeably, that the difference between the two seems blurred to the normal eye. To most these two words might seem synonymous, but in truth, they are not and Thank God, they’ll never be.

Learning is about the people. Training is about the organizations or, let’s just say, learning is what people naturally do and training is what the organizations expect them to.

Learning is natural to humans, we learn, we do, or at least every intelligent being tries to. We learn to kick from the time we are in our wombs, to becoming great football players and all the other sports in between that we employ our feet on, (I won’t get in all the details here), but the bottom line is, yes, learning is natural to us.

So? Shouldn’t we just learn whatever we want to, as life go by, like picking daises on a cool spring morning, why do we need to be trained. Maybe because it would sound rather absurd to say, ‘I am a learnt teacher, rather than saying I am a trained teacher.’ To start with, the English language won’t allow of it … and secondly someone needs to pay for the whole business of learning and training.

Guess you get the basic idea and agree that we need training about some of the basic stuff about being civilized human beings. However, once all of that is taken care of, can’t we just learn things that excite us, and that we can in do in our own time and space, without someone training us all the time?

Well, the answer to that could either be, “ No, you can’t learn on your own, you never have been and you education system would vouch for that…” or that you’re your company was low on budget and decided to make-do with ‘One-Training-Fits-All’ approach, with no special considerations for your interests, your learning style, etc, etc. In addition (and to makes this worse), your organization would expect wonders in your performance post this ‘training’.

What do you do? Maybe nothing much, but your organization can. They can hire companies that would exclusively design learning for you and your needs. How cool is that? And, if the question in your head is, "Will this exclusive ‘Learning Design’ be any better than the training you been put through?", Well! The answer to that is...Yes!

‘Learning Design’ focuses on people and bringing about the desired change in their behavioral and their performance, contrary to ‘Training’ that deals with teaching specialized skills and knowledge.

Training enforces learning in more mechanical terms like saving a word document (…and you better didn’t have an attitude about it…lest you want to lose it). On the other hand, ‘Learning Design’ focuses on the learners and helps them achieve their individual potential (…you can have an attitude and we will call it your learning style, and cater for it).

Learning Design focuses on the learners and aligning their potential to their work. It involves instructional methodologies and strategies that entice the learner, help learners enthusiastically take on the task of learning, which eventually influences behavior and performance at work.

Learning allows learners to do what they are most comfortable and most capable of, it focuses of what they enjoy, and their strengths, rather than what others try (or train) them do and sometimes be.

Training is something that happens at work (or when your mom is around). Training is usually treated as a task; people do it because they're paid to do so (or because your mom makes you to).

Learning is very different. Learning is something that people can pursue at work or at their own time. Ummmm! Don’t you like the sound of that?

People respond to appropriate learning because they want to; because it benefits and interests them; because it helps them to grow and to develop their natural abilities; to make a difference; to be special.

'Learning' as an experience is far better than 'training' as it is self-driven and self motivated.

A Thousand Splendid Suns

A Thousand Splendid Suns by Khaled Hosseini sculpts the faces of thousands of people in Afghanistan, torn between war and survival, people, whom we in the safety of our homes can never ever imagine of. The people* in his book pop-out and seize your very existence by the throat and nearly chokes you with tears of sadness.

There is brutality of war, and then there is hope and peace that you thank and say a pray for. There is pain and suppression you find impossible to bear and believe.

His book pivots around two Afghani women, fifteen years apart, caught in the same situation, under the same roof fighting for survival and sanity. A dense narrative of two lives intervened with love, cruelty of war, motherhood and dreams of a better life.

My favorite portion of the book is when Babi, Laila’s father, says these lines to her…
“…You can be anything you want, Laila. I know this about you. And I also know that when this war is over, Afghanistan is going to need you as much as its men, maybe even more. Because a society has no chances of success if its women are uneducated…”

*I refrain from referring to the people in the book as just characters of the book as they are so real, all through the book they never seem fictitious to you. …A Thousand Splendid Sons and Daughters of Afghanistan…I would say…

Learning Objectives, are the GPS of Learning

Most of us in the training industry would agree that Learning Objectives (LOs) are to us what a road map or a GPS is to a driver. Well! That makes them sound super cool, let's find out what's all the hype about…

An objective is a statement that describes the intended result of an instruction, in other words, what the learner will be able to do at the end of the training program.

That doesn't sound super-cool. So what's the hype about?

LOs when articulated well can explicitly and precisely state the behavior and the performance expected from a learner at end of the course.

Now how about that?

Learning objectives' aim to describe specific, measurable, and observable behaviors, that communicate the intent of the instructional and the goals of the course.
Objectives set design and assessment criteria for the expected learning.

This keeps getting better…and better…
and now for the icing on the cake…the benefits of learning objectives…

Objectives help both instructional designers and students to focus on learning.

• Direct their focus on learning
  
• Define the scope of learning
  
• Ensure effective learning
  
• Understand the importance of learning
  
• Help to make the course cohesive
  
• Provide focus to the subsequent design process
  
• Provide a basis for testing/assessing learning

What do you say, aren’t the LOs the GPS of learning........

To Zee or not to Zee

For many of us pronouncing the alphabet ‘Z’ can send ourselves and others in a state of frenzied doldrums. I bet you agree... I can see your head nod...

Does one pronounce Z as ‘Zed’ or Z as in ‘Zee’? While the British and the rest of the world pronounce Z as ‘Zed’ the Americans decided that they will pronounce Z as ‘Zee’.

All of us (hopefully) have crawled out the kindergarten singing A, B, C, D, E, F, G to Z – Z as in Zed. And then after spending a decade under the sentinel watch of ‘Wren and Martin’ we are now exposed to American English and that’s not all (there’s our food, our clothes, our lifestyles, even our values, all going American - so what? the whole world is going American).

Our rather checkered past has provided us with a perplexed present, if you know what I mean. Though English is not our native language, it’s certainly the preferred medium for education and corporate lingo in our country. Suddenly the collegiate degree and your knowledge of the English language are not good enough for the corporate world. So what does one do to avoid a plethora of errors? Unshackle the chains of inhibitions and put in a sincere effort to understand and manage the language differences across the cultures.

Understanding the mechanics of grammar and pronunciation of a language, especially the British and American English would equip us all to speak, read and write English that’s always ‘Politically Correct’. Amen.

http://en.wikipedia.org/wiki/Indian_English

ME(Poem)

Feed me the nectars of knowledge,
Soak me with love divine,
I Shine, I Shine, I Shine…

Anchor me; hold me, lest I fly too high
Free me, let me… be me,
For I have miles to fly, miles to fly…

Sweet flavors that flow slow,
Spice up the row
Row harder to attain, run longer to gain…

Sunshine(Poem)

I am the sunshine,

Flame to my name

Reawakening dreams,

Everyday, in a new way,

With yellow sunshine near, yet at bay

Darkness may part ways,

or conceal my sun with cloudy rains

I have no fears,

for my sun, my sunshine,

kindles within me, all along the way….

It’s me that can help me alone(Poem)

To wonder, to think, to ponder, my life away,
What might make this so beautiful and yet ugly in their own way?
Step back, think again, whose words do I do choose
Is it my inner self speaking or my vision that needs a proof
Knock Knock, knock away on my door, I may just choose to ignore…

Am I blinded with eyes of my chosen vision?
What might clean my lenses, what might waken my senses?
Let me wonder, yet think again…
Is it me or a soul deep in the dungeon in a darkness that dwells?
Seek me out, save my soul;

It’s me that can help me alone.
What might seem a desperate call is the awaking of the dreams unknown…?

Am Back from Goa!

Whoever calls Goa, ‘The Pearl of The Orient’ is got to be kidding…I saw no pearls there; maybe some traveler mistook it for Hyderabad (Every other shop in Hyderabad is either selling pearls or biryani if you are traveling to the city of technology).

Goa is a land for the laze, of the laze and to laze…plain and simple as that.

Now let me tell you something from my personal experience that holidaying in Goa especially on the beach for 7 to 8 days and getting back to your urban rat race can be torturous.

Believe me. Never ever do that. Except if you kinky enough to enjoy the torture. Trust me, it hurts being back to all things non-sand and non-sea.

If you are a die hard fan of Goa and all the things Goa, you ought to find ways of living on the beach and never returning to the land of any urban dwelling. Now you would ask me the golden question, HOW? Dude, if I had an answer to that I won’t be sitting here facing a cubical wall and my laptop screen. Would I?