Thoughts on e-learning

E-learning can be an individual effective way of learning. Learning in self-chosen time and rhythm. Eaysier to fit in work/ and care schedules. Sometimes called 70-20-10 learning. See fantastic clear You tube film 70-20-10 of Charles Jennings.

The costs for the clients are presumably lower. However the costs of coaching by the e-professional is often underestimated.

For the organisation that offers e-learning, its innovation and development means can take 3-4 years. You need a quit big group of consumers to earn back these means.

Assumption: The clients their selves are responsible for their results and their perseverance drives to finishing the course to their optimum needs and time. This has consequences for the feeling of satisfaction. Balancing is important: clients attitude, management of expectations and the quality of the feedback from the personal moderator besides the 'formatted orders' of the virtual assistant machine. Building up a learning community, can support the clients to improve achieving their goals in time. Than we call it embedded learning.

Embedded learning is an individual-collective way of a group of e-learners. Though besides a learning environment ( the street guide) you need a learning community. A combination of digital and real time learning, with a lot of active, positive reinforcement and stimulus by the teacher/moderator/e-professional.

In a real time group, you also learn by reflecting on the behaviour of others. Especially in courses like management and presentation- and selling-skills, this is an advantage. In a digital course you miss that effect of learning by role modeling of other people. In the learning environment this is build in by 'a forum'. If that forum is not been used, probably the cause is a lack of community building.

Each learning community needs to make appointments on social ordering and commitment to one and another. Rules of safety/feedback by each other a.s.o. Although the rules of social ordering and codes a group decides on are quite equal to others, each group must identify them themselves. Than the clients are really motivated, to upload films, asking questions to one and other and giving feedback.

Thoughts by Dorrit 29-5-12 after having interviewed Mieke Amptmeijer-Spronk, an experienced Dutch e-learning in business teacher.

;)) Nice example of a tutorial of e-learning: How to draw an owl twittered by Sylvia Witteman

Serious business
Cascas an e-learning system of learning to change by ACTIONS on the workplace

It is critical that your people learn and change at work. You need excellent people who maximize their talents. Organizations should operate much smarter sothat they would create value from knowledge.

Everyone knows it, learning and change occurs in the workplace but is it also sufficiently addressed? Are you satisfied about the output of learning? You have probably already noticed that learning from training is often not really transferred to the workplace. In addition, employees, their managers and the organization often find it difficult to put in practice learning at work. Executives do often simply not have the time to guide or coach learning and change processes of their employees. You'll need to organize informal learning, which seems a contradictory statement.

CasCas is a web-based application that supports learning and change in the workplace. CasCas supports in changing behavior and applying knowledge. CasCas belongs to the family of social media and fits in the spirit of social learning. Using the CasCas software we make it easier to organize learning and change in the workplace. With CasCas it is more likely that employees in the workplace would give feedback to each other and that they are going to ask feedback. With CasCas you prevent that learning in the workplace means an extra workload for managers

Changing behavior requires 'Action ' and again 'Action '. It requires perseverance and it's sometimes not fun and sometimes it means slogging. Hence, you need others. CasCas invites you to ask someone to look over your shoulder.

In summary:

  • Learning is about Doing and sense making
  • Organize informal learning
  • Learning requires focus
  • Organize support of others
  • Organize your big stick
  • Employee is in control
  • Agreement= agreement, make a contract with yourself and with others
  • Cut learning objectives into small pieces, into manageable learning activities