The world has changed. And the ways of teaching and learning have also changed. Learn in this summary of "Designing World-Class E-Learning" how Roger Carl uses technology as a way of learning to revolutionize companies.
Unlike the traditional way, digital education has the facility of being cheaper and can be disseminated to a significant number of users.
In addition, it is not limited only on the subjects of the school grade, being possible that anyone, with any type of knowledge, can share it.
Regardless of your niche, such as welding, biscuit techniques or even corporate training, any sector can benefit from a good course, structured on how to transmit information.
In the book "Designing World-Class E-Learning", the author describes the secrets of a good e-learning program.
He emphasizes the use of digital employee training within a company, but his methods also work in other situations.
Schank establishes the basic principle that makes e-learning work: learning by doing. He traces methods using scenarios and simulations that allow the student to put his new ideas into practice immediately.
Understand in this summary how IBM, GE and Harvard Business School are succeeding in the age of E-learning.
Roger C. Schank, Ph. D., is a noted professor of Computer Science at Carnegie Mellon University, and is the founder and president of CognitiveArts, an e-learning development company.
He also manages Schank Learning Consultants. He is a writer, speaker, and inventor of new multimedia training tools. Roger C. Schank founded the Institute for the Learning Sciences at Northwestern University and directed the Artificial Intelligence project at Yale University.
Schank has published more than 125 articles and books, including "Coloring Outside the Lines," "Dynamic Memory," and "Engines for Education."
The book is a practical instruction manual recommended for training and development managers.
Also recommended for anyone who wants to know and learn how to build e-learning experiences.
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E-learning can be efficient, inexpensive, and convenient because it allows learning to occur at any time. It is economical because after built the teaching program, it can be accessed continuously by any number of students for a long time.
However, effective teaching is more than just putting your training manual on a website. For it to work, incorporate the natural principles of learning based on how things really work.
Learning through practice is crucial. This is how humans learn and how the rote learning process works. People learn by analyzing what they have done right or wrong. It is for this reason that a person becomes more effective in a function as he gains experience.
In this way, the best way for an employee to learn is to work on a role that requires the skills you prioritized. With practice, the employee will eventually learn.
According to Roger C. Schank in "Designing Word-Class E-Learning" the downside of learning by practicing is that it can be expensive and dangerous. When you scale someone inexperienced to work, costly mistakes can occur, such as damage to expensive equipment, for example.
Therefore, training programs may be a more considerate alternative. However, the traditional form of education - short-term memorization of information that may not appear on a day-to-day basis - does not provide good training.
A solid training focuses on knowledge about real experiences. Its basic principles are:
Learning by doing works and this is how children learn. A child asks for a cookie, but if she does not order it correctly, she will not receive it. So she learns the right way to ask. This basic principle of learning can be applied in different areas of life.
After all, the key to learning anything is to have a goal. People want to learn to achieve their goals.
People are open to correcting their mistakes or accepting advice on different approaches. For learning to be effective, objectives must reflect the real desires of the student, not the coach.
It is important that you know the motivations of your employees to create good e-learning experiences with the practical approach.
Because employee goals are anchored to better job performance and personal, financial, and professional rewards for performance. Use your training program to help them achieve their goals.
Avoid the traditional education model. Unfortunately, many companies fall into the usual patterns. They hire panelists, create detailed manuals, and develop internal universities that offer structured courses. This kind of program does not work because it ignores two central foundations of the learning process.
Initially, students should internalize procedures that can be used to improve their work performance, which means they need to try new methods and get help in case of a failure.
Also, to remember a new technique, you have to practice it. Learning is built on people's expectations and even their faults when they do not meet their expectations.
So when you develop a teaching program, allow students to live experiences that may be related to past experiences, and then provide opportunities for practice, practice, and more practice.
This type of approach works because learning in practice teaches nonconscious knowledge, while the traditional method teaches only conscious knowing. Non-conscious knowledge is what helps you accomplish a task naturally.
Even top executives can benefit from this type of training. To function, people need to be motivated to learn and be aware that that simulation will help.
According to "Designing World-Class E-Learning", as a growing number of companies have used e-learning, their experiences provide many lessons about what works and what does not.
As an example, IBM used the GROW method to create simulations that would be experienced by employees before they attended a class.
To illustrate these scenarios, the company used photos and a number of pros and cons. Students can make choices and then check the consequences of the choices made.
IBM has identified e-learning as a good pre-training method for employees before they enter the classroom.
Electronic teaching programs used by companies AG Edwards, Walmart and Enron have demonstrated that these principles determine a good training program:
An e-learning program must be tailored to your organization. Roger C. Schank tell us to follow these principles:
According to "Designing Word-Class E-Learning", use the basics of e-learning to create the scripts and dramatize them. The fundamentals are the content segments and learning objectives of the learner. Each section consists of a procedure or series of actions that a person performs so regularly that he can do it without even thinking about it.
You must divide the content into various skills that employees will use on a day-to-day basis, such as receiving a complaint or dealing with a complicated customer.
Do not try to teach just generalized principles, people learn through repeated experiences and practice. To define the sections, collect data about the goals of those you want to teach. What can not they do? What mistakes are you making and why?
The answers to these questions should be used as the basis for creating the material and the scenarios. Select images and descriptions that illustrate skills and actions. In addition, create exercises based on options and activities that occur in real life.
Provide the opportunity for the learner to correct their mistakes, such as choosing a better decision. Always give feedback explaining why an action is incorrect.
As an example, we can imagine a scenario in which the apprentice is playing the role of manager in a new department.
Schank says to make the student participate in several meetings with different employees, deciding how to help each one of them. After each choice, the manager can see the consequences it brings if a mistake is made.
Keep your scenarios as real as possible so that learning is meaningful and can provide opportunities to practice.
Ed Catmull, author of the book "Creativity Inc." advises: always give more preference to people than to ideas, because creative people create good ideas, but good ideas can be destroyed by bad teams.
In the book "The Lean Startup", the author Eric Ries says that the true productivity of a startup is measured by the systematic search for the right things to do. In the lean startup, every product, every characteristic and every advertising campaign is understood as an experiment to achieve validated learning.
Complementing the author's idea of e-learning, Jeff Cobb, author of the book "Leading the Learning Revolution", has some incredible tips that can be applied in structuring your course, creating a memorable product.
After learning about the six concepts explained above, it becomes easier to understand and apply the principles of effective e-learning. This helps avoid the most common mistakes in creating a digital education system.
The various concepts taught above will give you support for designing an e-learning system based on the concept of learning by doing.
Start recording your course, even if it is not perfect, and make improvements according to need and time. The students' own feedback is enough to improve various aspects.
So you're beginning to pick up resources and later you can re-launch a revised, more complete version.
Did you like learning about the new ways that E-Learning can be developed to increase its efficiency? To learn deeper about the topic, be sure to purchase the book by clicking on the image below:
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