Last year, I had the opportunity to evaluate an industry certificate program with the intent of making it available to employees as a skill development program. My evaluation included completing an entire series of courses, at the end of which I received a certificate of completion. The certificate was automatically generated, and I was able to print it out as an official record that I completed the program.
As you begin to learn about the different ways to bring e-learning into your organization, you will invariably come across the question, "Which is a better option: self-paced e-learning or live, on-line training?" It is not an easy question to answer because there are benefits and drawbacks to both methods.
Salman Khan, he of Khan Academy fame, has said that the "flipped classroom" model — in which students watch or listen to pre-recorded lectures over the Web, on their own time rather than during class — liberates instructors to finally make real connections with their students.
I’ll admit it: When it comes to teaching, classroom programs are my favorite. Classroom education is more personal and more responsive — it allows the instructor’s personality and knowledge to interact with students’ specific needs. By gauging an assessing the impact of a lesson, the instructor is able to connect with students and guide them toward meaningful and successful results.
In spite of what your parents told you, you are not great at everything. Nobody is. But each of us is great at something. This is critical information. Because the more we know what our “thing” is — the more we know our unique abilities — the better we can identify our inner “expert.”
Here's a great bit of insight I came across recently on Steve Wheeler's blog: "We Learn by Teaching." Wheeler, a professor of learning technology at Plymouth University, reminded me of similar advice my father gave me about reading when I went off to college. His technique is a three-step process:
I recently covered an MBA class for a Ph.D colleague of mine. Though the class lesson was to cover global HR, the instructor required that at the beginning of each class, one or two teams of students present an overview of critical concepts from that week’s reading.
Cathy Moore is a recognized elearning and training expert who has helped dozens of organizations (including the U.S. Army, NATO, USPS, and Chevron) and shares her insights on her blog. In February, Moore will be presenting a two-day e-Learning Instructional Design Certificate at the Training 2012 conference in Atlanta, GA.She spoke with The Daily Mindflash about a crucial requirement for all training programs -- to never, ever, be boring.
From how we communicate, to how we work, to how we shop, advances in technology have radically changed how we go about nearly all aspects of our lives — with at least one notable exception. In classrooms from grammar school to Master’s programs, many teachers still wield chalk, lecture notes and overhead projector slides in the battle to impart knowledge to their students.
An employee in my company totally blew it. The blowout was for something critical that improves how we connect with our clients – and for context – it was big. This time, it was truly his responsibility (sometimes it's management’s because we do not clearly define performance expectations, or give the required level of authority, responsibility or support).