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E-learning Will Never Be the Same. Hallelujah!

by Ian HuckabeeCEO, Weejee Learning

A Weejee Learning Report

MOBILITY

THE NEW ATTENTION SPAN

CERTIFICATE-BASED LEARNING

CREATING ADVOCATES

Sure, there are new approaches to learning and new learning

technologies that promise great things for the future of

e-learning. But do we really understand the change that is

taking place right now? In this report, we look at e-learning in

the context of increased mobility, an evolving economy, and

the cultural impact of generational change. We identify key

trends and their underlying technologies and look at how they

will significantly change e-learning in 2014, for good.

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THE NEW ATTENTION SPAN CREATING ADVOCATES

Wireless mobile communication is the fastest growing form of communication in history.

Never before have we been able to learn so much with such little effort wherever we are

and whenever we want.

MOBIL ITY

Mobile Devices Mobile Learning

HTML5 The Experience API (xAPI)

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Mobile workers are on the rise. The “Bring Your Own Device” (BYOD) practice will see the

number of mobile workers double or even triple in 2014, according to Gartner.i

Today’s workforce is becoming more collaborative as technologies allow workers to perform

tasks from multiple locations. Learning in 2014 will reflect this collaborative work style.

Mobile workers will find easy ways – whether company-sanctioned or not – to access

information in order to bolster creativity, enhance performance and solve problems.

According to Google, 90% of people use multiple screens – smartphones, PCs, tablets,

TVs – to accomplish a task over time, with smartphones being the backbone of their daily

media interactions. Smartphones have the highest number of user interactions per day and

are the most common starting point for activities across multiple screens.ii

Mobile phones will dominate device shipments (including computers) in 2014, while tablets

will have the highest percentage increase in shipments at 47%, according to Gartner.iii

There were 1 billion smartphones in use less than a decade after they were introduced. It

took the PC three decades to achieve that same level of adoption.iv The tablet is on an even

faster track. Business Insider reports that in only two years, tablets are showing adoption

rates that took the smartphone four years to achieve.v

MOBILE DEVICES

Mobile Learning

MOBILITY

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HTML5

The Experience API (xAPI)

Mobile Devices

The number of mobile workers will likely triple in 2014, increasing the demand for collaborative learning opportunities.

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Mobile Devices

Browser-based applications will deliver a single e-learning course to all screen sizes with interactivity specific to the device.


Mobile Learning

HTML5

HTML5 is the latest version, or specification, of HTML, the markup language used to present content

through a web browser, including browsers found on tablets and smartphones.

The percentage of e-learning solutions created using HTML5 will increase in 2014 as companies

realize cost efficiencies associated with designing a single application that can deliver content to

the computer, the tablet, and the smartphone.

This single-application approach will reduce the need for developing and maintaining separate

apps for each device type while offering richer media experiences that include video and audio

without the requirement of third-party plug-ins like Flash.

HTML5 will connect people in new and different ways as the technology’s performance

improvements turn HTML5 and the browser into a mainstream enterprise application development

environment in 2014.i

Because HTML5 facilitates responsive web design – the creation of e-learning content that responds

to the screen size of device being used – these single-application solutions can deliver e-learning

courses to a device as if the courses were designed specifically for that device, providing the best

user experience possible. Additionally, any changes or modifications to the e-learning content affect

all device types simultaneously.

The major browser manufacturers are already adopting the stable elements of the HTML5 standard.

The World Wide Web Consortium (W3C), the main international standards organization for the

World Wide Web, will officially release their HTML5.0 recommendation by the end 2014. The less

stable elements will mature and become part of the HTML5.1 specification, which the W3C will

release as a recommendation by the end of 2016.vi

HTML5

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In 2014, we’ll see improvements in device-specific design for mobile learning. These improvements

will address issues like touch gestures, course navigation, and off-line availability and will provide

more convenient and intuitive user access to e-learning courses, just-in-time content, performance

support tools, job aids, videos, and checklists.

Content will be offered in smaller portions in 2014 and will begin to reflect the manner in which

people choose to consume media in other areas of their lives. Many types of learning will become

integrated into some of these other media streams. Mobile learning will help address the New

Attention Span in e-learning (please see Section 2, “The New Attention Span”).

This chunked up, or bite-sized learning will take many forms, including interactive videos,

transmedia storytelling, rapid reminders, and games.

Mobile learning delivery platforms, whether HTML5 or device-specific apps, will offer richer sets of

collaborative and social media features in 2014.

With the advent of the Experience API (please see “The Experience API,” below), learner activities

and behaviors will be tracked in environments other than the LMS – for instance intranets, online

social environments, on-the-job and experiential environments – enabling learning departments and

organizations to measure and understand initiative-wide effectiveness based on specific moments

and points of learning.

MOBILE LEARNINGMOBILITY

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Greater demand for mobile learning in 2014 will lead to improved design, more mobile-specific features, and shorter content lengths.

Mobile Devices


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The xAPI is a learning technology specification designed to capture, store, and provide access to learning

experiences wherever and whenever they happen.vii

With extensive reporting features, the xAPI will help learning departments address a more connected world by

providing ROI on learning that occurs in online and offline, formal and informal cases, for instance intranets,

online social environments, and on-the-job and other experiential environments.

Because of its simplicity, consistency, and its ability to support existing SCORM-compliant learning solutions,

along with the number of existing successful implementations of xAPI, 2014 will be a year of rapid adoption of

the xAPI by organization providing learning to their workforces.

This adoption will follow 2013’s adoption by LMS manufacturers, authoring tool manufacturers, mobile app

companies, and custom e-learning content development companies.viii

Unlike SCORM, the xAPI can be used across multiple domains, making it the ideal tool for tracking learning

experiences in emerging mobile and collaborative environments. It is device- and technology-agnostic, offering

IT departments assurances against shifts in technology.ix

The xAPI was created by Advanced Distributed Learning (ADL), the producers of SCORM. Sometimes referred

to as the Next Generation of SCORM, the xAPI makes it easy to securely capture data generated by learner

activities and behaviors across many technologies and in many environments. This frees organizations from the

single-domain LMS restriction.

The xAPI provides a learning record for each learner and can support the notion of certificate-based learning

(please see Section 3, “Certificate-based Learning”). Each learner’s record, contained in the xAPI’s Learning

Record Store (LRS), can follow the learner along his or her path of learning and stores information on

certifications, skill sets, and other accomplishments through learning.

THE EXPERIENCE API (xAPI )MOBILITY


MOBILITY:

Also know as Tin Can, the xAPI will free organizations from the restrictions of the LMS and provide more meaningful and actionable learner data.

Mobile Devices

Mobile Learning

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THE NEW ATTENTION SPAN HOME ABOUT SOURCES

MOBILITY CERTIFICATE-BASED LEARNING

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Interactive Video Transmedia Storytelling

Personalized, Adaptive, and

Relationship-centric Learning

Next-generation LMSs and

Ecosystems

Gamification

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Media providers compete for our attention across increasing numbers of devices and

media channels by offering content that is more visual, more interactive, shorter in length,

and that delivers a quicker payoff to the viewer.

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CREATING ADVOCATES

Our culture has become more media driven, and our media has become more visually driven. In

2014, design for many types of e-learning will change in response to the visual experiences we

encounter in everyday life, where content is shorter and information is associated with memorable

visuals.

Interactive videos will be the new learning document in 2014. Learning departments as well as

learners in collaborative environments will easily create interactive videos, and e-learning content

developers will integrate more complex interactive videos into e-learning courses.

Interactive layers within a video allow the learner to click on screen and access other destinations

that contain additional learning content, including web pages, pop-up documents, and scene

(or chapter) points within the video. This interactivity will increase engagement and can facilitate

transmedia storytelling (please see “Transmedia Storytelling” in this section).

Interactive videos offer learning through storytelling. Choose-your-own-adventure videos allow

learners to make decisions during the video, each of which can lead to a different outcome.

Because interactive videos tend to be shorter in length, they are mobile-friendly and appeal to

time-restricted learners, an intrinsic feature that will become increasingly useful in 2014.

Mini-modules and micro-learning are examples of types of learning that will become more

effective through greater video interactivity.

Interactive videos will bridge the gap between different screen sizes and platforms and will act

as cross-language tools for learning. Because the cost to produce interactive videos is low, and

because they are easy to share, they are potentially more viral than most learning assets.

INTERACTIVE VIDEOSInteractive videos are being called the new learning “document” of 2014 because of cost, ease, and impact.

Interactive Video

Transmedia Storytelling

Next-generation LMSs and Ecosystems


THE NEW ATTENTION SPAN:

Gamification

Personalized, Adaptive, and Relationship-centric Learning

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In 2013, we saw the rapid adoption of gamification across the enterprise. Organizations

deployed behavior platforms like Badgeville to create stronger engagement with varied

audiences, including customers and employees. This prior buy-in will facilitate the implementation

of gamification techniques in training solutions in 2014.

Gamification and game mechanics are not synonymous with “games.” In 2014, there will be an

increase in the use of gamification and game mechanics as motivational enhancement techniques

within e-learning courses that are not designed as games. Game mechanics include timers, levels,

quests, reward schedules, leader boards, bonuses, and community collaboration.

Gamification is a learning strategy in which game design techniques are applied to non-game

experiences to change learner behavior and improve performance.i Gamification increases

engagement by providing quicker feedback cycles, establishing clearly defined goals, offering a

compelling narrative, and presenting challenging but achievable tasks.ii

The intentional uncertainty created for the learner by gamification in learning can enhance the

emotional experience, leading to improved engagement and stronger recall.iii This experience can

complement the new attention span.

GAMIFICATIONGamification will improve recall and other outcomes by providing motivational enhancement to e-learning courses that aren’t necessarily designed as games.

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Because of increases in the numbers of mobile devices and mobile workers, the ability to tell

stories across multiple media will play a greater role in engaging learning audiences in 2014.

Transmedia storytelling, telling a story across multiple devices, will grow to include different levels

of interaction and collaboration. Single narratives (portmanteau) or multiple narratives (franchise)iv

tell a complex story to learners using everyday devices, including computers, mobile devices, and

cell phones.

Narrative has emerged as a medium for contextualizing learning that can produce motivational

benefits.v Transmedia storytelling will further contextualize learning with the technologies and

within the environments learners are used to.

While the smartphone is the backbone of our daily media interactions, 90% of people use multiple

screens – smartphones, PCs, tablets, TVs – to accomplish a task over time.vi Transmedia storytelling

will allow organizations to expand and augment narrative-centered learning environments.

With transmedia storytelling, pieces of each narrative can be found in e-learning modules, intranet

portals, web pages, documents, interactive videos, voice mail messages, instant messages, native

apps, and other applications and services specific to everyday devices.

In 2014, transmedia storytelling will evolve beyond tightly controlled, augmented reality games to

include stories and experiences designed around real-world scenarios, where learner participation

and collaboration actually change how the story evolves.iv

TRANSMEDIA STORYTELL INGOrganizations will expand narrative-centered learning environments by telling stories across multiple media.




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As lifelong learning makes renewed demands on learning services and challenges traditional learning

models, adaptive learning solutions and services offered by innovative businesses will increase in 2014.vii

Adaptive learning is a data-driven approach to creating a personalized learning experience that adjusts

the content delivered to the learner based on the learner’s interactions and performance level, anticipating

the types of content and resources a learner will need at a given point in time.vii

Personalized learning determines which path a learner will take among the learning paths already

established in the learning solution. The path is determined by interactions or assessments in the early

stages of the learning solution.

Relationship-centric learning focuses on the relationships between learners, their goals, their content, and

their ecosystemsviii (please see the next section, “Next-generation LMSs and Ecosystems”). This approach

will help address the need for connecting mobile workers.

In both personalized and adaptive learning, appropriate content is brought to the learner, as opposed

to the learner having to search for the content.ix This content is tagged and matched to the needs of each

learner through analytics.

These approaches to learning will facilitate learner demand for smaller, bite-sized learning in 2014

because they will deliver to the learner only the content they need.

PERSONALIZED, ADAPTIVE, AND RELATIONSHIP -CENTRIC LEARNING

Innovative learning solutions will create personalized experiences for learners by giving them the content they need, when they need it.




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In 2014, the learning management system (LMS) will change from a learning-centric application

to a learner- and relationship-centric platform. It will address multiple generations, multiple

learning modalities, multiple cultures, and multiple types of user devices.

Next-generation LMSs and ecosystems will become inherently social and collaborative, where

learners can rate and comment on “aha” moments in formal and informal learning events,

and where they can contribute content that allows other team members to leverage a wider

organizational knowledge base.

The number of LMSs that are Experience API-ready will increase in 2014, allowing the

administration, tracking, and reporting of learner data generated in learning environments that

are not part of the LMS, and allowing the delivery of xAPI e-learning courses.

The “activity stream” will become a prominent feature in the next-generation LMS by the end of

2014. Activity streams that are visual and focus on interactive content engagement (photo and

video) have the potential to improve user and interactive content engagement.x

The activity stream will promote newly uploaded, formal e-learning courses, display

user-generated content, and drive community using the rate-comment-share model of engagement.

Learners will more easily find and engage with the types of content they need at any given time.

NEXT-GENERATION LMSs AND ECOSYSTEMS

The LMS will change from a learning-centric application to a learner- and relationship-centric platform.




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CERTIF ICATE-BASED LEARNING

Millennials The Experience API (xAPI)

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MOOCsThe Skills Gap

Increased mobility, shifts in our economy toward middle-skill jobs, and the cultural impact

of a new generation have created a new demand for continuous training that builds

specialized skills and provides certified proof of those skills.

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Millennials will have five careers (not five jobs) in the course of their adult work life. Certificate-

based continuing education and training and the ability to prove proficiencies throughout their

careers will determine the companies they choose to work for, their career choices, and their

successes.i

Organizations that understand the social and behavioral patterns unique to Millennials and that

develop programs specifically designed to build understanding between Millennials and older

employeesi will be in a better position to compete for tomorrow’s leaders.

Millennials use technology at a higher rate than any generation before them.ii For Millennials,

technology is not about content, but about connecting.iii E-learning in 2014 will take on more

characteristics of social environments indicative of the collaboration and networking skills

Millennials use to solve problems.

Often referred to as the “trophy generation,” where mere participation earns a reward,iv

Millennials will perform best in learning environments that provide badging opportunities and

other game mechanics that fulfill their expectations while creatively driving engagement and

changing behavior.

MILLENNIALSThe successful organization will understand and build programs around the social, behavioral, and learning patterns unique to tomorrow’s leaders.

Millennials


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A recent IMF analysis estimates that the difference between the skills of unemployed workers

and the skills required by employers with open positions accounts for about one-third of the

unemployment rate in the U.S.v

Job opportunities for middle-skill workers will increase in 2014. Many of these jobs will not

require college degrees, but rather specialized skills best attained through focused, certificate-

based learning programs offered by or at the behest of the employers seeking to fill these jobs.vi

Certificate-based training offered in the workplace will increase in 2014. Companies will act out

of self-interest for improved specificity within their training for positions that fall in the skills gap.

By taking control of their own training through the use of in-house learning resources or learning

vendors, companies will improve productivity and efficiency by reducing their reliance on schools

whose curricula are not precisely tailored to their needs.

As workers move within the U.S. to seek out middle- and high-skill opportunities, records of their

previous training will help match their skills to job opportunities within specific markets.

THE SKILLS GAPLearning initiatives by companies with unfilled middle-skill positions will help address the skills gap in 2014.

Millennials



The Skills Gap


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In 2014, MOOCs will further position themselves not as replacements to traditional education,

but as augmenters to traditional education and corporate training.vii

MOOCs will bridge the gaps between 4-year and master’s degrees and specific workplace

training requirements by offering custom training curricula to companies, secure certification

through identity-verification services, employee recruitment, job match services to students and

employers, applicant screening, and sponsored high-skills courses.viii

Massive open online courses will continue to address the need for certificate-based continuing

education among adult learners in 2014. Completion rates will increase as business models and

course design improve.vii

Certificates earned by completing massive online open courses will be used to bolster resumes

and LinkedIn profiles, building a new credentialing currency for a workforce that is increasingly

mobile, transient,ix and contractor-based.

MOOCsMassive open online course providers will work with organizations to provide certification training, recruitment, and job match services.



MOOCs

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The xAPI provides a learning record for each learner and can support the notion of certificate-

based learning (please see “The Experience API” in Section 1, “Mobility”). Each learner’s record,

contained in the xAPI’s Learning Record Store (LRS), can follow the learner along his or her path

of learning and stores information about certifications, skill sets, and other accomplishments

through learning.

Badging and information gathered from other reward-based game mechanics and activity can be

used to build larger, more comprehensive learning certifications within a learner’s learning record.

THE EXPERIENCE API (xAPI )Also know as Tin Can, the xAPI allows for the learning to follow the learner by providing easily exportable data.




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Social LearningCommunity Building

Advocacy Marketing

Building trust among internal and external audiences is less challenging when

the organization identifies and engages those learners who show genuine passion

and are motivated simply by helping fellow colleagues.

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As worker mobility increases and as technologies emerge to accommodate this new paradigm,

maintaining community and keeping learners connected will become increasingly important to the

success of many new learning initiatives (please see Section 2, “The New Attention Span”).

In 2014, organizations will endeavor to engage community where that community has already

formed, for instance on intranet platforms like SharePoint, rather than incur costs associated with

first building new online environments, then seeding those environments, incentivizing audiences

to use those environments, and getting audiences to continually return to them. Such initiatives

typically result in “ghost town” portals that do not achieve their desired objectives.

As learning becomes more bite-sized, much of it will be unrequired and “discoverable” (please

see Section 1, “Mobility,” and Section 2, “The New Attention Span”). Well-formed learning

communities drive the discovery process and advance learning within the organization.

Identifying and engaging passionate learners (advocates) and influencers within an organization

will be the key to the success of non-mandatory training initiatives and informal learning.

Gamification and similar approaches will help learners incentivize others to get in on the action.

While learning is the goal, the activity is community-driven with a focus on engaging interactions

with peers.

The enterprise solution for community will shift from the creation of custom environments and platforms to the development of strategy to engage learners in communities that are already formed.

CREATING ADVOCATES

CREATING ADVOCATES:

Advocacy Marketing

Social Learning

Community Building

COMMUNITY BUILDING

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SOCIAL LEARNINGIn 2014, as part of broader learning initiatives, organizations will develop social learning

strategies designed to contribute bite-sized chunks of learning to the existing conversations and

activity streams of their learning audiences.

The demands for connectivity and a collaborative work style brought on by greater mobility

(please see Section 1, “Mobility”) will result in learning solutions that are more social in nature.

These solutions will provide easily discoverable content and the opportunity for individuals and

groups to share, co-create, and discuss content.

In 2014, the term “social learning” will gain more clarity in its distinction from informal learning

as social learning begins to more fundamentally represent the notion of learning creators’

intentional strategies of using social media for learning.

As Millennials enter the workplace, the demand for social learning solutions will increase (please

see “Millennials” in Section 3, “Certificate-based Learning”). E-learning in 2014 will take on

more characteristics indicative of the collaboration and networking skills Millennials use to solve

problems.

Social media has become a budget line item in other areas of the enterprise, including marketing,

customer service, corporate communications, manufacturing, sales, product development, and

human resources and recruitment. The same will happen for learning and development.

As with other areas of the enterprise, proper investment in the governance and moderation of

social environments will be the key to success for a social learning approach in the long-term.

Organizations will invest in and integrate learning solutions that are more social in nature in order to address changing learning demands in the workplace.

CREATING ADVOCATES

CREATING ADVOCATES:

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Social Learning

Community Building

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The need for brand advocacy will increase in 2014 as businesses globally continue to regain trust

after 2012 declines.i Organizations will use learning to reach larger external audiences who can

affect the decision-making of potential customers.

Examples include Better Money HabitsTM, the collaboration between Bank of America and Kahn

Academy to provide users free self-paced learning to develop better money habits.ii

Advocacy is driven by trust and loyalty.iii The typical advocate profile is a highly satisfied

customer, but advocates often include non-purchasing end users of a product or service, for

instance operators of heavy or complex equipment purchased by a hiring entity.

In 2014, there will be an increase in the amount of learning directed at external audiences in

order to create brand advocacy. Engaging learning initiatives will educate these audiences and

help create advocates likely to recommend the brand in order to help their friends or colleagues.

ADVOCACY MARKETINGLearning will reach larger external audiences as organizations seek to build brand advocates among those who can affect the decision-making of potential customers.

CREATING ADVOCATES

CREATING ADVOCATES:

Advocacy Marketing

Social Learning

Community Building

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ABOUT

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ABOUT IAN HUCKABEE

ABOUT IAN HUCKABEE

ABOUT WEEJEE LEARNING

Ian Huckabee is the co-founder and CEO of WeejeeLearning, LLC.He is a social strategist and technologist specializing in training and social strategy and has formed partnerships with leading technology companies in the learning and social media spaces. Ian has more than twenty years of financial and operations management experience within technology-driven industries.

Prior to WeejeeLearning, Ian was the vice president of audio operations and marketing for Sony Music Entertainment Inc. in New York. He served on the board of directors of CEA’s TechHome division, representing the wired home and home networking products channel.

Ian has built several businesses and shares his thoughts on learning technologies and trends through Weejee, various blogs and publications, and through his teaching and speaking engagements.

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ABOUT IAN HUCKABEE


WeejeeLearning, LLC is a Durham, N.C.-based custom learning design and development company providing enterprise-wide e-learning solutions to corporations, NGOs, associations and nonprofits. Weejee focuses on making learning fun and more effective by combining the latest technologies and techniques with a high degree of creativity. Weejee optimizes the success of learning and training programs through innovative program design, highly interactive e-learning, instructional design, mobile learning, and strategies for social learning and collaboration.


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SOURCES

i Gartner, Top 10 Strategic Technology Trends for 2014,

http://www.gartner.com/newsroom/id/2603623ii Google, The New Multiscreen World 2012iii Gartner, Traditional PC, Tablet, Ultramobile and Mobile Phone Shipments,

http://www.gartner.com/newsroom/id/2645115iv Newsweekv Business Insider, Smartphone and Tablet Penetration,

http://www.businessinsider.com/smartphone-and-tablet-penetration-2013-10vi W3C, Getting HTML5 to Recommendation in 2014,

http://www.w3.org/blog/2012/09/getting-html5-to-recommendatio/vii Advanced Distributed Learning (ADL),

http://www.adlnet.gov/tla/experience-api/background-and-history/viii Rustici Software, http://tincanapi.com/adopters/ix eFront Learning, http://blog.efrontlearning.net/2013/04/why-scorm-2004-failed-what-that-

means-for-tin-can.html

MOBILITY

MOBILITY


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CREATING ADVOCATES

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http://www.gartner.com/newsroom/id/2603623


http://www.businessinsider.com/smartphone-and-tablet-penetration-2013-10

http://www.w3.org/blog/2012/09/getting-html5-to-recommendatio/

http://www.adlnet.gov/tla/experience-api/background-and-history/

http://tincanapi.com/adopters/

http://blog.efrontlearning.net/2013/04/why-scorm-2004-failed-what-that-means-for-tin-can.html

http://blog.efrontlearning.net/2013/04/why-scorm-2004-failed-what-that-means-for-tin-can.html

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i Gamification Wiki, http://gamification.org/ii Gartner, http://www.gartner.com/newsroom/id/1629214iii Kapp, Karl M. (2012), The Gamification of Learning and Instruction. Pfeifferiv Transmedia Storyteller, http://www.tstoryteller.com/transmedia-storytellingv Scott W. McQuiggan, Jonathan P. Rowe, Sunyoung Lee, and James C. Lester

(2008), “Story-based Learning: The Impact of Narrative on Learning Experiences and

Outcomes”. Department of Computer Science, North Carolina State University, Raleigh

NC 27695vi Google, The New Multiscreen World 2012vii Education Growth Advisors (2013), “Learning to Adapt: Understanding the Adaptive

Learning Supplier Landscape”viii Stacey Harris, Brandon Hall, http://www.youtube.com/watch?v=BoUFOPq8ozMix Dawn Poulos, “On-demand Personalized Learning: Strategic and Agile,” Learning

Solutions Magazine, http://www.learningsolutionsmag.com/articles/1263/. The

eLearning Guildx Simply Measured, http://simplymeasured.com/blog/2012/03/27/the-impact-of-

facebook-timeline-for-brands-study/


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http://gamification.org/


http://www.tstoryteller.com/transmedia-storytelling

http://www.youtube.com/watch?v=BoUFOPq8ozM

http://www.learningsolutionsmag.com/articles/1263/

http://simplymeasured.com/blog/2012/03/27/the-impact-of-facebook-timeline-for-brands-study/

http://simplymeasured.com/blog/2012/03/27/the-impact-of-facebook-timeline-for-brands-study/

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i Wikipedia, http://en.wikipedia.org/wiki/Millennialsii Junco, Reynol; Mastrodicasa, Jeanna (2007). Connecting to the Net.Generation: What

Higher Education Professionals Need to Know About Today’s Students. National Association

of Student Personnel Administratorsiii Lancaster, Lynn C.; Stillman, David, The M-factor: How the Millennial Generation is

Rocking the Workplace, HarperCollinsiv Alsop, Ron (2008). The Trophy Kids Grow Up: How the Millennial Generation is Shaking

Up the Workplace. Jossey-Bassv JPMorgan Chase, “New Skills at Work” initiative,

http://investor.shareholder.com/jpmorganchase/releasedetail.cfm?releaseid=813318vi Jamie Dimon and Marlene Seltzer,

http://www.politico.com/magazine/story/2014/01/closing-the-skills-gap-101478.htmlvii Max Chafkin, Fast Company,

http://www.fastcompany.com/3021473/udacity-sebastian-thrun-uphill-climbviii Wikipedia, http://en.wikipedia.org/wiki/Massive_open_online_courseix Kazim Ladimeji,

http://www.recruiter.com/i/job-loyalty-is-dead-5-ways-to-engage-with-a-transient-workforce



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

http://investor.shareholder.com/jpmorganchase/releasedetail.cfm?releaseid=813318

http://www.politico.com/magazine/story/2014/01/closing-the-skills-gap-101478.html

http://www.fastcompany.com/3021473/udacity-sebastian-thrun-uphill-climb

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

http://www.recruiter.com/i/job-loyalty-is-dead-5-ways-to-engage-with-a-transient-workforce

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i Edelman, 2012 Edelman Trust Barometer, http://www.edelman.com/insights/

intellectual-property/2012-edelman-trust-barometer/about-trust/global-results/,

2014 Edelman Trust Barometer, http://www.edelman.com/insights/intellectual-

property/2014-edelman-trust-barometer/trust-around-the-world/ii Bank of America and Kahn Academy, Better Money HabitsTM,

http://www.bettermoneyhabits.com/en/home.html#fbid=qZxiuCCmVQiiii Zuberance, http://www.zuberance.com/

CREATING ADVOCATES

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http://www.edelman.com/insights/intellectual-property/2012-edelman-trust-barometer/about-trust/global-results/

http://www.edelman.com/insights/intellectual-property/2012-edelman-trust-barometer/about-trust/global-results/

http://www.edelman.com/insights/intellectual-property/2014-edelman-trust-barometer/trust-around-the-world/

http://www.edelman.com/insights/intellectual-property/2014-edelman-trust-barometer/trust-around-the-world/

http://www.bettermoneyhabits.com/en/home.html#fbid=qZxiuCCmVQi

http://www.zuberance.com/

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