devlearn notes - ashley's four days at the devlearn conference!
Post on 08-Jul-2015
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DevLearn Notes
Devlearn is a three-day conference hosted in Las Vegas.
At this conference, e-learning professionals and vendors get together
to discuss new technology, e-learning best practices, and how
to build impactful and meaningful courses for your learners.
Along with three keynote speakers, attendees had the opportunity to
attend certification courses prior to the conference, as well as small group
courses throughout the event.
In the following slides, you’ll get taken through my notes from my
certification course and main event, as well as my recommendations
for the next steps to improve our e-learning experience
at Campaign Monitor.
FAQWhat is e-learning?
E-learning is an all-encompassing term for college courses or
employee training hosted and completed online.
What were your goals while attending the conference?• Gain better understanding of different methods of learning and teaching online.
• Be introduced to more learning tools used by industry leaders.
• Understand e-learning standards and practices.
• Gain knowledge on different e-learning approaches.
• Build a network of learning professionals to continue gaining insight on practices,
procedures, and standards throughout the year.
Who were the keynote Speakers?Neil Degrasse Tyson, Beau Lotto, and Belinda Parmar. Take a look over my notes for more
information!
How did you take your notes?Recently, Mat and Jules got me into the idea of Sketchnotes. Using old-fashioned paper and
pen, you use symbols, typography, and pictures to take notes for each talk. I found it very
useful! On each of the following slides, you’ll see how I put sketchnotes to work for each
topic!
Certification CourseApplying Brain Science to Improve Training and Change Behavior
Arthur J Kohn
Course overview: To explore the core principles that help us understand how the brain
controls learning and behavior. To develop a new understanding of how the mind learns and
retains new information.
Learnings• The way the brain is built does not allow for memory alone to be the
sole thing that helps us use and infiltrate information.
• We need to build courses and classes that do not just have us
memorize information, but rather practice it.
• Context is one of the main ways we can help our learners. By building
scenarios (storytelling), including emotion in our work, and engaging the
user, we are able to strengthen their ability to make information stick.
• Context needs to be clear so that people are not relying on their
intuition. People can have different ideas than you, and therefore it’s
important to be as clear as possible.
• Brains absorb more when courses are harder. Though people may
enjoy them less, they are more likely to understand the material better.
• The post-training experience is just as important as training. Putting
things in place to help “booster” the information is pertinent to the
information sticking!
Key Thoughts
If our students fail to learn, they’re right, we’re wrong.
Take the time to get to know your learners and customize their learning
plan.
Brains gain more when things are harder to learn.
Do not teach helplessness by consistently saying no.
Keynote Speakers
The Universe of LearningNeil Degrasse Tyson
We are constantly experimenting with
science as children, and have always
wanted to learn. It’s when we were told
“no” that our learning was stifled.
Our training materials should inspire our
employees to think and problem solve,
not follow guidelines and rules.
We don’t know things from what we’ve
been taught, but rather what we’ve
studied. Training should reflect that.
Creativity gives sensitivity to thinking.
We should help our employees stretch
their creative muscles, as this helps
them apply their learning.
How Perception Shapes the Mind of the
UniverseBeau Lotto
Only 10% of what you see comes from
your eyes. The rest is context you’ve
learned from past experiences.
What we see now is what was useful for us
in the past, but may no longer be useful.
To change our context, we must be aware
that we have pre-existing assumptions,
identify those assumptions, and question
them.
Uncertainty is the greatest source of
stress, but we need it to be creative. We
should encourage play so that uncertainty
becomes more celebrated and
comfortable.
Viewing Workplace Technology Through a
Different LensBelinda Parmar
There’s a lack of women in the technology
workforce, and women are leaving at an
alarmingly quick pace.
Often times, this isn’t due to a lack of interest,
but rather a workplace that reflects geeky,
masculine values.
Layouts, language, literature and office
design can all be changed to be more gender
neutral, and therefore more inviting to men
and women.
Even a poster of a strong woman within the
office can change how welcome women feel.
Cluster work environments rather than back-
facing grid like office work environments can
be more inviting to employees, as well.
Small Group Courses
The X-API
The X-API works similarly to the API.
It grabs information from different
sources to build comprehensive data
around what training courses have
been completed, to how employees
are performing within our role.
The X-API can be used offline, track
data on multiple platforms, and do
anything from viewing course
performance to seeing what e-books
has been read.
Activity can be identified by group,
location, individuals, teams, etc.
Designing for When it Matters
Three things trainers could be doing better:
Curriculum: we need real life scenarios
Pedagogy: We need to be able to practice
what we learn.
Technology: We need our courses to be
interactive.
Trainers usually know only 30% on any given
topic; we need those we train to become subject
experts that later help us build our material.
We should work to engage our learners and
provide meaningful scenarios to their life/work.
We should provide our learners space to
process what they are learning.
Fire the Professor?!
Universities are becoming obsolete as
more people report getting less from their
education, and e-learning makes it easier
to find knowledge and grow a skillset.
More outstanding learning resources are
becoming available, and when this
happens, average becomes obsolete.
“It is not necessary to change… survival
is not mandatory.”
In the workplace, we expect live
instruction and online information.
“Life begins at the end of your comfort
zone.” - Neale Donald Walsh
Motivation in E-Learning
Three basic things people need for
growth:
Autonomy - the ability to direct
themselves and have a choice in
their path.
Confidence - the ability to resource
tools and feedback to feel strong and
get the role done.
Relatedness - the feeling you are
part of something bigger.
Leaving any of these things out of
training/development can lead to lower
performance, drive, or charisma.
Creating a Process Flow for Designing
and Developing e-Learning
A.D.D.I.E.
Analysis - assess the needs, collect
content, complete project plan
Design - Complete design document,
design storyboard of course, line up testers.
Development - Develop the course, create
a document to outline testing, create
answer keys, test, collect edits and
feedback.
Implement - Collect reporting, fix any
issues, import the content to production,
execute communication plan.
Evaluate - Collect reporting and feedback
on course.
Content Wrangling: Applying Content
Strategy and Information Architecture
Content should:
Improve performance
Demonstrate Value
Strengthen/accelerate organization capacity.
Make sure to audit your content, make it
searchable, include granular information, and keep
it organized.
You should always be analyzing and refurbishing
your content, and ask yourself the following
questions when auditing:
What is happening?
Who is this effecting?
How is it effecting them?
Why should we change this?
Animate Your Learning
Animation in training can:
re-engage learners
keep them entertained
give context to important material.
It’s important that when animating your material,
you
Set the stage
Present content
Tie in the learner
Use other characters
Leave the learner wanting more!
Start by building a good storyline, then move
forward!
Transfer Users into Contributors
In their free time, people are flocking to places
where they can easily find and share
information. We often make the workplace
different.
We need to get out of the “telling” mentality, and
get out of the way!
Provide the opportunity for employees to
contribute to materials.
Provide structure and support on how to do
so.
Recognize when people help.
Remind people to contribute!
Providing sources like a wiki or collaborative
documents allow people to contribute without a
lot of pressure.
Applying K-12 Strategies and
Technology in e-Learning
Teach like a PIRATE
Passion
Immersion
Rapport
Ask and Analyze
Transformation
Enthusiasm
Look for cheap apps to make
simulations for your learners that don’t
cost a lot.
Key Takeaways
What we’re doing right:
• Our quizzes are not very easy - learners must interact with materials
they will use in their roles daily to find correct answers.
• Our content strategy is on point - Carlee has done an amazing job at
organizing our content, and the support and compliance teams do an
amazing job of adding content when it’s needed.
• The support team has done a lot to motivate our employees throughout
their training and onboarding. By focussing on things that develop
autonomy, confidence, and relatedness, we’ve worked to help
employees start on a strong foot from day one.
What we could do to improve the training experience:
• Our training could be more engaging: providing different scenarios and offering more
context would help our new employees understand the importance of what they are
learning.
• The X-API could be a tool that helps us measure the impact of our training immensely and
offer data on what we could be improving.
• We could be more forthwith about asking for feedback during the learning experience so
that we can continue building and making our training materials better.
• Offering better quizzing that helps the user place their information in context and allow them
to do more problem solving would help them internalize information with more ease.
• Use ADDIE to better plan and develop internal courses.
• Experiment with animation to see if it helps new employees become more engaged with the
product.
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