Posted tagged ‘education’

E-Learning events in Australia in 2014

14 January 2014

As another year dawns, another round of professional development opportunities beckon down under… Bonza!

Sydney Harbour Bridge

Australian eLearning Congress
• Where: Melbourne
• When: 11-13 February 2014
• More info: Ark Group

Learning Cafe Unconference
• Where: Sydney
• When: 20 February 2014
• More info: Learning Cafe

The Future of Learning Conference
• Where: Sydney
• When: 24-25 February 2014
• More info: Informa

Blended Learning Conference
• Where: Sydney
• When: 12-13 March 2014
• More info: Liquid Learning

FutureSchools
• Where: Sydney
• When: 12-14 March 2014
• More info: Association & Communications Events

iDesignX – Australian Instructional Design Conference
• Where: Sydney
• When: 19 March 2014
• More info: LearnX Foundation

eLearning Design Workshop with Tom Kuhlmann
• Where: Sydney
• When: 20 & 21 March 2014
• More info: B Online Learning

Special Education Technology Needs Congress
• Where: Sydney
• When: 1-3 April 2014
• More info: Association & Communications Events

Australian Government Social Media Best Practice Toolkit
• Where: Canberra
• When: 9-10 April 2014
• More info: Ark Group

CeBIT Australia
• Where: Sydney
• When: 5-7 May 2014
• More info: CeBIT Australia

AITD National Conference
• Where: Sydney
• When: 14-15 May 2014
• More info: AITD

Workplace Learning Congress
• Where: Sydney
• When: 16 May 2014
• More info: ElNet

iMoot 2014
• Where: Online (Perth)
• When: 15-19 May 2014
• More info: iMoot

Inclusive Learning Technologies Conference
• Where: Gold Coast
• When: 20-23 May 2014
• More info: Spectronics

EduTECH 2014
• Where: Brisbane
• When: 3-4 June 2014
• More info: EduTECH

The Australian Government Online Learning Toolkit 2014
• Where: Canberra
• When: 18-19 June 2014
• More info: Ark Group

Flat Connections Conference 2014
• Where: Sydney
• When: 18-20 June 2014
• More info: Flat Connections

Moodlemoot AU
• Where: Cairns
• When: 30 June – 2 July 2014
• More info: Moodlerooms

Slide 2 Learn
• Where: Sydney
• When: 1-2 July 2014
• More info: Slide 2 Learn

KM Australia 2014
• Where: Sydney
• When: 22-24 July 2014
• More info: KM Australia

Strategies for Developing Impact Measurement for Your Learning Programmes
• Where: Melbourne
• When: 14 August 2014
• More info: Ark Group

SimHealth2014
• Where: Adelaide
• When: 25-28 August 2014
• More info: Simulation Australia

SimTecT2014 – Asia-Pacific Simulation Training Conference
• Where: Adelaide
• When: 25-28 August 2014
• More info: Simulation Australia

schoolstechOZ
• Where: Melbourne
• When: 12-14 September 2014
• More info: iwbNet

Australian Computers in Education Conference
• Where: Adelaide
• When: 30 September – 3 October 2014
• More info: ACCE

LearnX Asia Pacific
• Where: Melbourne
• When: 14 October 2014
• More info: LearnX

Blended Learning 2014
• Where: Sydney
• When: 14-17 October 2014
• More info: IQPC

Learning@Work
• Where: Sydney
• When: 27-29 October 2014
• More info: Association & Communications Events

V2Conference 2014
• Where: Brisbane
• When: 6-7 November 2014
• More info: V2Training

conVerge14
• Where: Melbourne
• When: 20-21 November 2014
• More info: eWorks

If you are the organiser of one of these events, don’t forget to boil the backchannel…!

Would you like an education with that?

4 December 2013

Last night I attended the official launch of the Tiny Shops Burgers app by Sydney-based startup, hawt.

The app is an educational game in which you are the manager of a busy little burger shop. The customers line up and place their orders – say, a burger, small fries and a drink – while you ring up their bill on the cash register, accept their payment and return their change.

If you keep the customers waiting too long, over-charge them or short-change them, they’ll become unhappy and you’ll lose them.

Screenshots from Tiny Shops Burgers

The time sensitivity of the game reminds me of Diner Dash in that it demands increasingly proficient priority management and faster performance as you work your way up the levels.

Beyond pure speed however, Tiny Shops Burgers also demands accuracy. Your success in the game is dependent on your getting the mathematics right, which must be done mentally (Heaven forbid!) while under pressure.

More screenshots from Tiny Shops Burgers

I recommend Tiny Shops Burgers because it gamifies a subject that plenty of school children dread. Not only can it develop their arithmetic skills, but also their financial literacy, awareness of foreign currencies, and (arguably) an appreciation of customer service.

But does it work?

I’ll answer that with a quote from a Year 5 student from Hurstville South Public School:

“I don’t like maths but I love this game!”

Funny business

27 November 2013

Do you find yourself going to too many meetings? Or to meetings that don’t really achieve anything? I know I do.

Like many large organisations around the world, my employer is not immune to that most insidious of diseases: the ineffective meeting.

However, unlike other organisations that prefer to sweep the problem under the carpet, I’m proud to say that ours has chosen to tackle it head on. The term “proud” might seem somewhat of an over statement, but allow me to put it into context…

You see, in Australian terms at least, the company I work for is old. And with age comes a reputation for being risk averse, compliant, not really innovative, but big and safe. Perhaps we are some or all of those things, but in any case I think it sells us short.

I’ve been employed by the company for a while now, and I can personally vouch for the progressive changes that have occurred over that time. I think no better example of our evolution is a little video clip that we produced to combat the aforementioned spectre of the ineffective meeting.

In the clip, a woman in a supermarket asks the store attendant for directions to the bread aisle. The attendant dutifully escorts the customer to the bread and asks her what type she wants. What follows is an excruciating sequence as she defers to her colleagues for their opinions, everyone suggests conflicting ideas and alternative solutions, someone turns up late, no one is willing to make a decision, and eventually everyone departs, leaving the attendant holding a perfectly acceptable loaf of bread that no one wants.

Customer: Greg’s the key decision maker here.
Attendant: Greg…?
Customer: Greg’s not here.

It’s cheeky; it’s self-deprecating; and above all, it’s funny.

And it set the organisation alight. Our enterprise social network was deluged with positive comments, ranging from wishes of congratulations to urges to post it onto YouTube. Never before have I witnessed such a reaction to piece of training content.

Will it change the meeting culture of the organisation? Only time will tell. But given raising awareness of the problem is an objective, it’s off to a flying start.

Loaf of bread

All this got me thinking about the under-exploited role of comedy in education. Perfect timing – because just as I was contemplating this theme, my friend CJ Delling flew back into town.

CJ is a German-born comedian, cartoonist and “maker of stuff for the easily amused”. She has performed at the likes of the Edinburgh Fringe Festival and the Melbourne International Comedy Festival.

Inevitably, the first observation anyone makes upon meeting CJ is the oxymoron of the German comedian. But that, of course, is a myth. I have met a surprising number of Germans over my lifetime and I have found the vast majority of them to be well humoured. CJ goes one step further by being hilarious.

But this post isn’t about the sociability of our continental cousins; it’s about e-learning – so I cornered CJ on the pretence of catching up for coffee and asked her the following questions:

     • Should comedy be used in education? (0:17)
     • What style of comedy is most effective for education? (0:56)
     • When should comedy not be used? (1:38)
     • What is your favourite example of comedy used in education? (1:55)

Typically creative, CJ illustrated her answers to my questions via the following animation…

I agree with CJ’s view that comedy should indeed be used in education. As she explains, it can improve the learner’s attention, interest and memory retention, while simultaneously reducing their stress and interpersonal barriers they may be experiencing.

I also subscribe to CJ’s advocacy of observational comedy in education. While we view the scene from a safe distance, we still see ourselves in it and hence its relevance to our own worlds. It works because it’s true.

With this in mind, I can see why CJ’s favourite Air New Zealand safety videos work so well. Moreover, I recognise how some of my own favourites might be re-deployed to develop mindsets and capabilities in the workplace. For example…

     • Leadership

     • Followship

     • Teleconferencing

     • Writing skills

     • Influencing without authority

While the comedic device may be…

     • Facetious

     • Dry

     • Black

Yet as CJ also notes: it’s important not to over step the mark. For me, Dilbert springs to mind. While the comedy might be champagne and the message cringeworthingly accurate, the cutting style of Scott Adams might dig a little too deep.

According to the anonymous online employee survey, you don't trust management. What's up with that? Oh. Right.

Does it matter? Yes! You can’t forget your objective, which is essentially to change behaviour. So you can ill afford to alienate your target audience.

That’s why I consider our supermarket clip such a powerful force. It’s obviously a comedy and a fictional scenario, which lets our guard down and provides a psychological degree of separation. Yet it remains unequivocally familiar, and so drives its message home.

Because we ridicule it, we feel the imperative to change. Lest we ridicule ourselves.

How to become an eLearning Professional

19 November 2013

That’s the title of a free e-book to which I was flattered to be invited to contribute a chapter.

The book is introduced by the editor, Christopher Pappas, as such:

This is not your average looking, cliché reproducing, metaphysical, theory-loving free eLearning eBook. Do not expect to read any speculations, rhetorical questions, and abstractions related to eLearning. This is merely a powerful weapon in the hands of those who are truly interested in becoming the field’s Top eLearning Professionals. Make no mistake however. It’s addressed only to those with a passion for eLearning, eagerness to evolve, desperate to reach their potential, hungry for uniqueness, and ambitious enough people that want to make a difference in someone else’s life.

Cover art for How to become an eLearning Professional

The free “How to Become an eLearning Professional” eBook is filled with the knowledge, wisdom, experience and inspiration of carefully selected eLearning professionals, with long-standing, successful eLearning careers, innovative projects up their sleeves, impressive eLearning portfolios and even more impressive CVs. All of them create a highly influential eLearning team of experts, but each one has his or her own distinctive path, skills and know-how, leading to the creation of a multidimensional, and highly helpful for those who want to advance their eLearning careers, professional mosaic.

This can only mean one thing. What you are about to read is not some generic eLearning advice you could easily find in any “eLearning for Dummies” manual. This free eLearning eBook contains hot eLearning tips, secret concepts, specific steps and insider information that will help you become a top-notch eLearning professional.

No pressure then!

But in all seriousness, I stand by the advice that I offer in the book, and I appreciate the insights shared by my eminent peers.

I recommend How to become an eLearning Professional for newbies and veterans alike.

Udemy for you and me

13 August 2013

It seems like every time you blink, another free tool becomes available to help you create online learning resources.

One of them is Udemy – a web-based platform that enables anyone to create and deliver online courses for free. Simply open an account and you are provided with the tools you need to structure your curriculum, upload your content, and publish your course to the world.

Udemy has actually been around since 2010, but I only recently decided to dabble in it. In so doing, I created Audacity Crash Course and The Wide World of MOOCs.

Audacity Crash Course landing page The Wide World of MOOCs landing page

I thoroughly enjoyed using Udemy. I found it to be a simple yet powerful tool.

Having said that, everything has its pro’s and cons, and this was no exception. In case you are considering using Udemy for your own purposes, I will share some of my experience with you now…

Thumbs up

Pro’s

  • Udemy is incredibly easy to use. Creating lectures, rearranging them and uploading the content is a dream. I jumped straight into it without referring to the instructions, and while I’m familiar with authorware, I expect it’s intuitive enough for Average Joe to work out too. If not, it’s carefully scaffolded each step of the way.

  • The help resources are helpful. When I couldn’t figure out how to delete a lecture, for example, I found the solution via someone else who had raised a similar problem.

  • Every course undergoes a quality review process by the Udemy team. If and when it meets their standards they will add it to the marketplace, which means it will be discoverable by the public. The turnaround time for this process is 3-4 business days, which I consider reasonable.

  • When you publish your course, it is immediately live on the interwebs. That means prior to (and even regardless of) it being accepted into the marketplace, it will have a URL which you can promote to your target audience.

  • The business model enables you to monetise your course by assigning a price to it, of which Udemy claims a 30% cut. This seems reasonable to me, as it is the same cut that Amazon takes via its Kindle Direct Publishing service.

  • A coupon generator allows you create discount coupons at your discretion, empowering you to set the discounted price, the number of coupons, and the deadline. Of course, your cut will then come out of the discounted price rather than the full price. (The algorithm is slightly different for coupon-derived sales.)

  • You can also add your course to the Udemy affiliate program, which makes it available for others to promote for a share of the spoils. Conversely, you can earn a cut by promoting other people’s courses too.

Thumbs down

Cons

  • Udemy assumes that the bulk of your course will be lectures. In fact, one of their standards is that the course contains a minimum of 30 minutes of video content. While I understand why they do this, I also suspect it encourages “padding” and might make the course longer than it ought to be.

  • Another standard maintains that the lectures be 2-15 minutes in length on average “or appropriately long based on the instructional content”. I ran afoul of this one when I published The Wide World of MOOCs because – as you can see on the landing page – most of my lectures are less than 2 minutes each, which I argued was instructionally sound in light of the nature of the content.

    If Udemy had rejected my argument, I would have had no choice but to consolidate my Q&A videos into one long clip – which not only would have compromised the integrity of the instruction IMHO, but also would have affected the marketing as prospective students would not be able to see the full outline of the contents.

    Luckily though, the Udemy folk were true to their word and honoured the “or appropriately long based on the instructional content” aspect of the standard.

  • Udemy’s predilection for video presents another unexpected quibble. Leaving aside academic arguments about the pedagogy of lectures – which I think, for the record, depends on the circumstances – the curriculum builder labels every stage of your course a “lecture”. This makes it awkward when, for example, you want to upload a reading list, or web links, or a template. None of these things is a lecture, but they’re called one nonetheless.

  • While Udemy allows you to pick the thumbnail of each video lecture, it offers you only a limited selection. Typically you would want to pick the first frame; otherwise the video appears jumpy as it briefly shows the thumbnail drawn from somewhere midway before autoplaying from the beginning. Unfortunately, though, this first frame is often left out of the selection.

  • The method for deleting a lecture isn’t obvious. Having to click the little pencil first as if you were changing its title doesn’t make sense.

  • While rearranging the lectures is beautifully afforded via dragging and dropping, the same can’t be said of the downloadable materials. Murphy’s Law dictates that you need to make an edit or an update to the file at the top of the list, which means you must delete them all and then re-upload them.

  • You have to send an email to the affiliate team to request them to add your course to the affiliate program. This is a bit clunky, and naturally you want to fire off the request straight away. The problem is, your course can be added to the affiliate program only when it is live in the marketplace – which it won’t be for another 3-4 business days!

Open palm

Suggestions for improvement

In case anyone from the Udemy team is reading this, I respectfully suggest the following improvements…

  • Relax the enforcement of the standards. If a particular course doesn’t technically meet a requirement, the review team should be authorised to make a judgement call on whether to let it slide.

  • Consider labelling each stage of the course a “topic” rather than a “lecture”.

  • Allow the course owner to upload a customised thumbnail like YouTube does. That way, if the system doesn’t automatically pick up the first frame as a thumbnail, the owner can plug it in manually.

  • Place the trash can icon on each lecture’s banner so that it’s obvious how to delete it. A warning message should be sufficient to prevent accidental deletions.

  • Enable the dragging and dropping of the downloadable materials in the curriculum builder for resequencing purposes.

  • Incorporate an option during the publishing process to add the course to the affiliate program. Then, as soon as it is live in the marketplace, it is automatically added to the program.

UFO

All in all, though, I must re-emphasise that I thoroughly enjoyed using Udemy. I think it’s an excellent tool.

Not only can you use it to distribute your own expertise, but it’s so easy to use that the SME’s in your organisation can use it to distribute their expertise too.

Anyone interested in leveraging Udemy for workplace training should look into Udemy for Organizations which provides a private, branded portal with exclusive access only for your employees.

UFO might be a viable option for companies that don’t have an LMS, or for others that are seeking an alternative delivery platform.

7 big opportunities that MOOCs offer corporates

29 July 2013

Hot on the heels of my 5 benefits of open badges for corporates, I now present my 7 big opportunities that MOOCs offer corporates.

Regular readers of my blog will know that I’m quite the MOOC fan. While I realise massive open online courses are not a panacea, I believe they have much to offer learners and learning professionals alike.

More specifically, I recognise the following opportunities to leverage them in the workplace. If you can think of any others, please let me know…

Businesswoman on computer in office

1. Sourcing content

Quality content, for free, from some of the world’s most respected educational institutions? That’s a no-brainer.

While Coursera and others offer MOOCs covering business and management topics that are relevant across the enterprise, it’s important to realise that other topics (such as statistics, law and IT) may also be relevant to particular teams. Having said that, I believe there is much more scope for MOOC providers to cover corporate-relevant topics.

I envisage L&D professionals playing important roles in both curating and supporting MOOCs for their colleagues. In terms of the former, it’s important that the right MOOC be connected to the right employee so that it’s relevant to their performance on the job. This will involve an analysis of the curriculum pre-study, and an evaluation of the learning experience post-study.

In terms of supporting the moocers in the organisation, I envisage L&D pro’s undertaking activities such as facilitating communities of practice, setting up buddy programs, and organising external meetups.

2. Networking

Participating in a MOOC forms connections with people outside of your organisation. Whether it be via the online discussion forum, on one of the associated social media groups, or at a local meetup, suddenly you are introduced to a world of people who are passionate and knowledgeable about the topic.

And it’s not just people outside of the organisation you will connect to. You may also connect with fellow participants inside the organisation, whom you otherwise might never have met.

A MOOC can therefore facilitate the kind of cross-functional collaboration and diversity of thinking that many corporates talk about, but few ever do anything about.

3. Blending content

Depending on the licensing policy of the content owner, a MOOC (or parts thereof) may be incorporated into an in-house offering.

Content sourced from a respected university can make the offering more engaging and lend it an air of credibility.

4. Flipping classrooms

While corporates are increasingly realising that classroom delivery is not necessarily the most effective pedagogy for employee development, neither is delivering the training in exactly the same way via a webinar or converting the PowerPoint slides into an online module.

Instead, corporates should consider making their offerings “MOOC like” by creating an online space in which the content can be consumed and discussed by the employees (with SME support) over the course of several weeks.

This approach reduces the burden of managing classroom sessions (timetables, room bookings, flights, accommodation), and frees up face-to-face time for value added activities such as such as storytelling, Q&A and role plays.

I also suggest mimicking the flexibility of a MOOC, whereby signing up to the course, participating in it and even completing it is optional. However, only those who pass the assessment will have their completion status recorded in the LMS.

5. Brand marketing

Just like a university, a corporate has expertise in a particular domain that it can share with the public. Perhaps after experimenting with internal “MOOC like” courses, the organisation can deliver a bona fide external MOOC either on their own server or via an established platform like Coursera.

Notwithstanding the fact that managing a MOOC is a lot of work, I would argue the investment is worth it. Think about it: you can access tens of thousands of customers and prospective customers who are becoming increasingly immune to traditional advertising. By educating them, you build up your goodwill and engender a sense of trust in your brand.

Then there’s CSR to consider. Does the company have an ethical responsibility to help the community through MOOCs? Not to mention the kudos that goes with it.

So while the financial viability of MOOCs has come under heavy fire in the blogosphere, the ROI might be more complicated than the profit-and-loss statement suggests.

6. Becoming involved

If running a MOOC is a bridge too far for the organisation, there are other opportunities to become involved.

For example, the University of Virginia’s Foundations of Business Strategy MOOC invites real companies to supply real business problems for the (tens of thousands) of students to solve collaboratively.

As Foldit can attest, problem solving through crowdsourcing really works – and sometimes the results are spectacular.

7. Mining big data

This wades into the murky waters of privacy and ethics, but theoretically at least, a company could purchase access to a particular MOOC’s analytics.

Why would it want to do that? Perhaps to:

  • Offer internships to the participants who achieve the highest results.
  • Uncover trends in the online discussions, and hence forecast consumer behaviour.
  • Target the students, who self-evidently have an interest in the domain, with direct marketing for related products and services.

And if the organisation were to run its own MOOC, it wouldn’t need to pay anyone for the data.

The past tense of open badges

3 July 2013

Some commentators are heralding open badges as the nemesis of the college degree. I don’t quite see it that way.

It is true they are uneasy bedfellows. As Mark Smithers observes…

“It’s interesting that the reaction to open badges from senior academic managers is often to dismiss them as being child like and akin to collecting a badge for sewing at scouts.”

…and…

“I also suspect that traditional higher education providers will resist providing them because they don’t fit in with traditional academic perceptions of achievement and credentialing.”

I wonder if these academics have consulted their own faculties of education?

Of course, open badges and college degrees are not mutually exclusive. If a particular university can overcome its initial prejudice, it will see badges for what they really are: representations of achievement – just like those pieces of paper they dole out at graduation ceremonies.

There is no reason why a university couldn’t award a badge upon the completion of a degree. In fact, it could also award badges upon the completion of individual subjects within the degree. That would give the student a sense of accomplishment while in the midst of a multi-year program, and I imagine showcasing one’s backpack on the university’s VLE would become rather competitive.

Open badges

Speaking of competition, I don’t see open badges as a serious disruptor of the higher education system in the way that MOOCs are. And that’s because MOOCs are disrupting the delivery of education, rather than its credentialing.

A degree will always command a certain level of gravitas. It represents a structured, comprehensive education from – according to broader society – an elite bastion of knowledge and research. In short, it equips you with the intellectual foundation to do something in that domain.

In contrast, open badges are task oriented. Beyond the nebulous notion of “study”, they recognise the execution of specific actions. For example, Mozilla issues its Div Master Badge upon successfully using the div tag at least 2 times in its Webmaker Project.

If the task were passing an exam, the badge could indeed represent the acquisition of knowledge; but the spirit of open badges dictates that the task be performed in the real world, and hence represents the mastery of a skill. And this is meaningful to the corporate sector.

For example, if I were an employer who needed a graphic designer, I would seek someone who knows how to take awesome digital photos and edit them in Photoshop. So an applicant who has earned badges for digital photography techniques and advanced Photoshop operations would be an obvious candidate.

Yet if I were seeking a IT executive, I don’t think open badges would cut the mustard. Sure, badges earned by an applicant for various Java programming tasks might be attractive, but a wide-ranging role requires the kind of comprehensive education that a degree is purposefully designed to give.

Magnifying glass

When we look at learning through the lens of the college degree, we see its application in the future tense. The learner has a well-rounded education which he or she intends to draw from. In other words, the degree recognises something you can do.

In contrast, when we look at learning through the lens of the open badge, we see its application in the past tense. The learner has demonstrated their mastery of a skill by using it. In other words, the badge recognises something you have already done.

So the degrees vs badges debate isn’t really about the latter displacing the former. The emergence of badges is merely re-roasting the same old chestnut of whether degrees are necessary for the modern workplace.

And that’s an entirely different matter.


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