Posted by RK Prasad on Wednesday, December 23, 2009 @ 02:26 AM
As we are entering into a new year, I thought of having quick review of the most appreciated blogs in the year 2009. The list represents some of the most interesting and active learning topics.
Usually, training needs are identified during an annual performance appraisal done by HRD. These needs are handed over to corporate training to initiate involvement to address them. The needs are classified and collated; training calendars drawn; training budgets projected and so on. Most line managers want the training to be delivered yesterday! There is always a dearth of time, resources and money, which makes us think twice before we jump into a full-fledged analysis. So, the question is when can we skip and when can we not?
There is so much we unlearn without much effort. Knowledge not often revised, skills not regularly practiced and beliefs shattered by contradictory experience are all day-to-day examples of unlearning. But what about a situation where person’s knowledge, skills and beliefs serve him well and is therefore reinforced? How can he unlearn them in the face of a superior learning, which will serve him better?
In today’s technology and availability of multiple delivery media days, we are tempted to use a blended approach (more than one medium of delivery) to deliver training. In corporate training, many a times, singular delivery method is enough to do the job. Before we zero down on the criteria for selecting a delivery environment, let us know more about the typical singular and blended learning environments.
A leader motivates, envisions, inspires, communicates, cajoles, reprimands… so does a teacher. A leader is driven by his ego. Who among us can deny the thrill of self-gratification when we stand in front of a group and lead them? So, why belittle the ‘sage’ in us? On the other hand, how much of empathy does trainer need to relate to his flock? Does being a ‘guide by the side’ depend upon the kind of learners, the trainer is dealing with? Or are we just donning the role of ‘guide’ only to mollify the egos of learners? What exactly we mean by ‘facilitating’ learning?
Kolb’s learning theory introduces us to four distinct learning styles (or preferences), which are based on a four-stage learning cycle – learning by feeling, watching, thinking and doing. My question is how practicable or feasible it is to try and accommodate various learning styles while designing a course, be it classroom or online?
We know the humor is an extremely powerful force, sometimes even life saving (Anatomy of an Illness, Norman Cousins).We tend to agree with Elliott Massie when he says that every great classroom-based class that he had attended contained humor and laughter. Off hand, we agree that positive humor will help establish a climate conducive to learning, reduce stress, aids retention of information, breaks down barriers between facilitators and learners, and foster cohesiveness. But the question is how?
Sales Training can comprise product knowledge, sales procedures & reports and selling skills. We have been developing sales training courses for automobile major in Europe, with market presence in Europe and Asia. During the development, we realized that this client company is using a blended approach by addressing certain aspects of training via online delivery and certain others in the classroom. What do you think? Is eLearning or online mode of delivery suitable for selling skills training?
Software product training using authoring tools like Captivate or Adobe Flash is an effective mode of eLearning. Screenshots of the software acts as a raw content for developing an online course. The learner is taught on how to use the software by creating a simulated environment. The effectiveness of learning can be enhanced by using audio. Both Captivate and Flash can impart training. Let’s see, which one is more suitable.
In the eLearning field, we usually come across SCORM/AICC as the standards to which the courseware should adhere to. But how far are these standards learner-centric? Are these standards impeding learning?
How do we ‘market’ the use of social media as a new tool or avatar of learning? First, are we sold on it? Many of us have mixed experiences and opinions about using social media in an organizational setting to learn and improve workplace performance. I think I find blogging and LinkedIn more useful than Face book or Twitter. I am sure many of you have opposing views.
Wishing all a Happy, Prosperous and Peaceful New Year!
Posted by RK Prasad on Thursday, December 10, 2009 @ 05:22 AM
A month ago, Connie Malamed posted a discussion in LinkedIn inviting readers to donate storyboard formats to be offered as a resource to the eLearning fraternity. Many have offered the formats they were using. You can find them at the eLearning coach. I too sent a couple of them (yet to be uploaded; Connie is a terribly busy person but still finds time to maintain an extremely useful site for learning professionals like us).
That started my thinking about this fairly “low-tech” component in a high tech world of technology-based learning and corporate training. I was amazed to discover that our ubiquitous storyboard is actually an 80-year old Ancient . The humble word document that serves us in developing eLearning courseware has an interesting history. According to Wikipedia, the first storyboard was developed at the Walt Disney studio during the early 1930s for the 1933 Disney’s Three Little Pigs! I also learnt that it is used in many ways by many professions – Film, Theater, Advertising, TV, Publishing, Business, eLearning…
We at CommLab use MS Word to make our storyboards. PowerPoint is also used by some and Authoring tools by a few. But I think ‘MS Word’ is by far the most extensively used in developing online course storyboards. Connie has a very useful section, “Storyboards for eLearning” on her site for those who wish to pick up some tips.
I wonder if we can give the ol’ storyboard a ‘makeover? Can we come up with a tool that offers all the following.
Desktop Publishing software like Ventura or PageMaker to build a tailor-made formats with ease
PowerPoint to create some elementary animation
Clip Art Gallery for images / photographs
Various Assessment Components that can just be selected and populated
Audio / Video Gallery of music, standard instructions, video clips…
Dictionary and Thesaurus
Any more ideas?
Thank you for reading my blog. I look forward to your comments.
Posted by RK Prasad on Tuesday, November 17, 2009 @ 04:17 AM
I have been following a number of discussions on LinkedIn and other blogs in the cyber world trying to figure out what Google Wave is and how, it can be used as a learning tool. My quest was short and unfulfilling. Of course, in the bargain I came across some really good blogs and equally excellent writers.
Ben Par’s definition is succinct – “Google Wave is a real-time communication platform. It combines aspects of email, instant messaging, wikis, web chat, social networking, and project management to build one elegant, in-browser communication client. You can bring a group of friends or business partners together to discuss how your day has been or share files.”
So, what is in for us, learning, eLearning and corporate training professionals?
The only thing that strikes me as useful is that we can use it as a collaborative platform to develop content. It will be a good interface for SMEs, instructional designers, and content developers to jointly develop content. I suppose it will be quicker and cheaper. It looks like an advanced version of Google Docs, as far as I am concerned.
As far as revolutionizing online classroom instruction is concerned, I think not. At best, it will replace wikis, facilitate group work and help in publishing.
Maybe it is a case of sour grapes? I never got an invite!
Posted by Sudhakar Reddy on Wednesday, November 4, 2009 @ 03:50 AM
Software product training using authoring tools like Captivate or Adobe Flash is an effective mode of eLearning.
Screenshots of the software acts as a raw content for developing an online course. The learner is taught on how to use the software by creating a simulated environment. The effectiveness of learning can be enhanced by using audio. Both Captivate and Flash can impart training. Let’s see, which one is more suitable.
If the software has an intuitive interface and navigation, the learner can easily learn the software by simple demonstration using Captivate, a rapid elearning tool.
If the software is complex and has multiple users and tasks, it becomes difficult for the user to learn the software, hence Adobe Flash is recommended. Some of the examples of complex software are SAP, Call Center software, Customer portals etc.
For complex software products, the effective instructional strategy is using Watch-Try-Do (WTD) approach. The strategy is to first show the operations, and then invite the learner to try and perform the required operations with some guidance and finally, allow him/her to try the operations all by themselves. This approach provides a smooth transition in learning – from watching, to trying and finally, doing the operations.
The raw content for the complex software products will be Captivate screen, describing the flow of the software, its navigation and its uses. Based on the Captivate screens, a detailed storyboard is developed to incorporate Watch-Try-Do. Using Adobe Flash, we can create WTD simulations with ease.
For both simple and complex software products, Captivate plays an important role in developing eLearning content. It helps to record screens and navigational flow of the product effectively. It also integrates audio and offers a customized interface for the learner to navigate and explore the simulation.
Share your views on using Flash and Captivate software for imparting product training.
Posted by RK Prasad on Thursday, August 20, 2009 @ 08:42 AM
I have posted the discussion question, “Learning Styles and Instructional Design, do they go hand in hand?” in LinkedIn groups earlier this week. There were more than 80 responses. I thought the combined wisdom of 80 of us should be shared.
Here is a snapshot of the responses:
Each response was great, reflecting the unique expertise of the respondent and his/her willingness to share it. Here are some responses in verbatim:
In Favor of Learning Styles:
Learning Styles and Instructional Design – They should go hand in hand and yes it is practical to accommodate major learning styles while designing a course.
When I design a course, I make sure that my lesson plan includes the different learning styles.I also go through the learning types in my class introductions when possible. This helps me alter my content to adjust to different learning styles if time and topic allow.
Dr. Sarah Church lays out a great learning style summary which points out some differences in learning styles based on age, gender, etc. It can be found at: http://www.teresadybvig.com/learnsty.htm
As an instructional designer with 20+ years of experience, I do believe that there are three principal methods of gathering and processing knowledge that are always found in any group of students: learning by seeing it done, learning by hearing how to do it, and learning by doing it yourself.
Yes, it is practicable to accommodate learning styles, and based on the findings of a Learner Analysis, when designing a course, instructional designers should indeed consider varied learning styles of their target audience and design accordingly. There is data to support these theories; you can find plenty of information by doing a scholarly literature review.
Against Learning Styles:
I am extremely skeptical about learning styles. There’s no data to support any of the various learning style theories, and as a matter of just plain common sense, many of them seem pretty far-fetched. In my opinion, a designer is much better advised to consider approaches that are supported by actual research findings.
When you start thinking about “learning styles” when designing e-Learning, you’re usually heading in the wrong direction.
I agree about the various theories, but I am more inclined to question whether our learning styles are a function of nature or nurture. As adults, we may have modified our learning style based on the ways we have been taught. Rather than design a course for specific learning styles, we design materials to reach as many as possible.
Actually, they don’t have to; too much attention to the LSI will slow both you and the students down.
It depends on a few parameters:
I have actually taken learning style surveys of prospective audiences prior to developing courses. And in fact, have based decisions on the majority rules. Even though learners have a learning style preference, everyone can benefit from any learning regardless of the style; it may not just be their particular preference.
In addition to various learning styles, trainers also need to keep in mind generational differences.
A designer of course content like an author of anything needs to recognize that they will never appeal to everyone at this time but that as long as their material is good, delivered well in whatever format they are comfortable in and they are passionate about getting the message across, the learners will come.
The key is not designing to a supposed perceptual modality, developmental stage or ability, but making the content relevant and engaging to the learner, so they see the need and the application.
I think it depends on what you are preparing students for. If it’s highly specific and targeted, you can focus on a particular learning style.
Posted by RK Prasad on Thursday, August 13, 2009 @ 08:15 AM
I have posted the discussion question, “How much of Entertaining advisable in Training?” in LinkedIn groups earlier this week. There were more than 150 responses.
Here is a snapshot of responses:
Here are some relatively more detailed responses in verbatim:
A balance of Humor
Humor and fun create energy
Humor can also serve as a welcome
It’s all about the content you’re delivering
People can’t learn if they’re asleep
Planned humor
Humor breaks down barriers
Humor: Audience, Culture & Topic is the Key!
Primarily you will need to consider the audience
Learners have different learning styles
Knowing your audience is the key
Depends on the topic being delivered
Keep in tune with the cultures of your audience
Engagement instead of Entertainment
The better term is “engagement”
Engagement is the key
Think of “entertainment” in training like special effects in a movie
Posted by RK Prasad on Tuesday, August 4, 2009 @ 03:46 AM
Last weekend, I was reading an old tattered booklet on Elmer Wheeler and his selling techniques which I picked up from one of the booksellers who sell old, second-hand books of a wide variety of subjects from the pavements (in front of stores that are closed on Sundays) here in Hyderabad, India. These pavements are a fascinating place to spend a lazy Sunday afternoon, pottering among literally thousands of books, collected from across the country from owners who for reasons unknown sell these precious books to vendors for a couple of rupees.
Wheeler was quite a pioneer in way. As a newspaper advertising space sales person, he discovered that the weak link between effective advertising which bring prospective customers to the stores and the actual sale is the salesperson. He realized that getting his clients ads in the newspaper is probably just the beginning of his job. That started him off on a ten-year research on what words or sentences spoken by a sales person will substantially increase sale. He purportedly tested about 1 million words on more than 19 million people before he came with his “wheeler points”.
He was fond of saying that the best-looking merchandize won’t sell for itself and prettiest dotted line won’t sign itself without the intelligent persuasion of somebody’s words.
Wheeler Point 1: Sell the sizzle, not the steak
Discover the main benefit which will appeal to the customer and convey that very benefit. Don’t sell drill 4” drill bits; sell 4” holes. In other words, talk in terms of benefits not features.
Wheeler Point 2: Don’t write; telegraph
As a salesperson, use minimum words. Every unnecessary word jeopardizes the sale. It is what you say in the first 10 seconds that will make or break the sale.
Wheeler Point 3: Say it with flowers
You ‘sizzles’ should be demonstrated. Any physical action, gestures, expressions or still better showing how the product works. Get action with action.
Wheeler Point 4: Don’t ask if, ask which
Always give the customer a choice between something and something; not something and nothing. Don’t ask if, ask which, when, where or how.
Wheeler Point 5: Watch your bark
The finest ‘sizzle’ said is telegraphed in 10 seconds with a bouquet of flowers, and enough ‘which’, ‘when’, ‘where’ and ‘how’ will not work if your voice does not have enough sincerity and enthusiasm.
There are some more wheeler points. But even these five have achieved such stupendous increase in sales that it is almost unbelievable. You must read the book to appreciate the effectiveness of these ‘tested sentences’. I found a free online version at http://www.sentencesthatsell.com
I am sure that the current day sales training is doing a good job. But I think for product training, a training program on Wheeler’s methods can do wonders. And it can be done online, with a carefully designed eLearning course.
What do you think? Thank you for reading my blog and I welcome your comments and sharing of experiences.
Posted by RK Prasad on Thursday, July 30, 2009 @ 07:25 AM
I have posted the discussion question, “Which is better for SalesTraining? Classroom or Online?” in LinkedIn groups earlier this week. There were more than 100 responses. I thought the combined wisdom of 100 of us should be shared.
To give you an idea of who responded, there were learning consultants, training managers, corporate trainers, directors, instructional designers, business analysts, product managers, software developers, training leaders and strategists, computer specialists, training & education executives, eLearning managers, instructors, marketing managers, writers, authors, speakers…
…from industries such as Information Technology and Services, Oil and Gas, eLearning, Training, Education, Communication, Government, Pharmaceutical, Media, Banking, Internet, Retail, Machinery, Arts & Craft and so on.
Here is a snapshot of the responses:
Each response was great, reflecting the unique expertise of the respondent and his/ her willingness to share it.
Here are some ( according to me ) relatively more detailed/ incisive/ educative responses in verbatim:
In favor of Blended Approach:
The answer to that depends on the size, nature, and distribution of the sales force. If it is large, turns over rapidly, and is geographically disperse, then getting people together for leader-led training is cost prohibitive. The best program to have is a combination of leader-led, online, and performance support tools. The proper utilization of leader-led training, where the leader is more of a facilitator as opposed to a trainer, can and does result in improved job performance though.
The US Dept of Education recently released a report which showed some interested findings related to just this subject. They found that the best results came from a blended approach which involved both online and class-room, instructor-led scenarios. They also found that online learning proved to have better results than just class-room learning. Address more of this report at http://www.ed.gov/rschstat/eval/tech/evidence-based-practices/finalreport.pdf
From my experience a combination of both online/audio in the car and classroom works really well. I use online/audio in the car to teach the theory and then reinforce and integrate it in classroom by doing exercises that apply it to their job and give them experiences. I have then set it up with their managers to provide ongoing reinforcement of the new behaviors being trained.
In favor of Classroom Training:
I used to deliver sales training in a classroom which included making live sales calls in a “virtual office” environment. Although most trainees were apprehensive, being in a group environment helped them to develop and learn from each other. It is essential get sales people out of their comfort zone to ensure they develop and you cannot really do this online.
I have taught sales for years, and taken many sales courses myself. I firmly believe the classroom/one on one is THE best way to go. Online is fine for the basics, but nothing can beat the classroom/one on one to produce a successful salesperson. Personalize the sales process, with the basics kept in view, and the sales person and company succeed. Sales is not a cookie cutter venture, but needs to draw and amplify the salespersons own character.
I think that training sales should be done better in a classroom. This give an opportunity to some employees to ask any question they have. Also they can get better understanding on processes and procedures.
Classroom training (with role plays as the major component) is far superior to online training. Selling is about communicating effectively. In order to learn effective communication skills, you need to be face-to-face.
Classroom training is the best and will always be the best. The clients will learn and retain the most with a live person physically in front of them.
In favor of Online Training:
All depends on the intensity and subject matter. Virtual classroom training can be very effective. Allowing people to ask real time questions and get answers. Independent (on demand) training can also very effective, Training at sales kick-offs for the introduction of new products, major announcements, etc….
Online shall be preferred and it should be treated as case study example.
Online training is great! Makes distance shorter, less time pressure…great for IT training, software implementation, procedures, accountancy.
We just delivered technical training for learners around the world successfully for a very large financial institution. ILO is definitely one of the major waves of the future for learning. It’s been a mainstay for us for over 7 years as the right investments in infrastructure and workflow is KEY.
What do you think? Thank you for reading my blog and I welcome your comments and sharing of experiences.
Posted by RK Prasad on Monday, July 13, 2009 @ 06:27 AM
Actually, the similarities between these two exciting fields are amazing, including terminology – one small example, “storyboards”! The challenges are also common – fleeting attention of audience, constraints of space and time, difficulty in measuring their effectiveness…
I have started my career in Marketing and Sales and even taught Advertising Management for a while. Studying the principles and practices of advertising and relating them to the design and development of eLearning programs can be an exhilarating experience.
I think that eLearning professionals can learn a lot from the dynamic and relatively more mature field of Advertising. We all know and experienced the power of advertising!
Actually, advertising aims to change behavior and learning is defined as a permanent change in behavior. The former changes buyers’ behavior and the later changes employee behavior to improve performance (in a corporate setting). Both are a sophisticated form of communication.
I would like to share a traditional model of communication used in advertising. The AIDA model suggests that an advertising campaign should attract Attention, gain Interest, create Desire, and precipitate Action.
Another hierarchy model is particularly interesting because of its close ties with social psychology theory. It includes 6 stages – awareness, knowledge, liking, preference, conviction and purchase. The stages can be divided into 3 components corresponding to a social psychologists concept of an attitude system. The first stage, consisting of awareness and knowledge, is comparable to the cognitive or the knowledge component of attitude. The affective component of an attitude, the like-dislike aspect, is represented by liking and preference levels. The remaining attitude component is the conative component, the action or motivation element, represented by conviction and purchase levels.
If we can study these theories and juxtapose them with what we use in learning, we may come out with some interestingly new approaches.
I will be very interested to read your views. Thank you for reading my blog.
The CommLab India eLearning Blog is all about the latest, most useful and most talked about topics under Corporate Training, Performance and Learning Technology.
. The humble word document that serves us in developing eLearning courseware has an interesting history. According to 
