Recommended Research: Constructivism & Learning Technology

Last week, we had an awesome virtual class on how to implement an effective gamification strategy within a corporate learning environment!  Here is the recording and slideshare.

In class, we briefly touched on some learning theories and research related to constructivism and the effective use of technology, games and gamification within the overall learning environment.  I’ve been reading a lot of articles recently that relate to constructivism, and some of our attendees were interested in receiving a list of those resources.  Below are a few reading suggestions.

I’ll create more recommended reading lists, so follow me if this sort of thing is useful to you.  The next blog posts will probably be devoted to virtual and augmented reality resources.  (If you haven’t checked out the crazy cool VR features in Adobe Captivate 2019, please take a look!)  I will also post my own summaries of select articles over the next few weeks.

Please add your own suggested reading articles in the comments section!

Here are three introductory level readings that are great as starters:

A great explanation of what constructivism is, what helps us learn, and what learning truly is.

An in-depth look at the learning process from beginning to end, including how to use educational technology (and how not to use it), and the importance of social learning and collaboration.

An overview of the types of educational technology available for use in the learning environment, as well as a historical perspective of how that technology has evolved.

I just finished working my way through the below articles, many of which are referenced by the above chapters, and cross-referenced amongst each other:

  1. Shaffer, D. W., Squire, K., Halverson, R., & Gee, J. P. (2005). Video games and the future of learning. Phi Delta Kappan, 87, 104–111. Google Scholar
  2. Shuler, C. (2009). Pockets of potential: Using mobile technologies to promote children’s learning. New York, NY: The Joan Ganz Cooney Center at Sesame Workshop. Google Scholar
  3. Thomas, M., & Brown, J. S. (2011). A new culture of learning: Cultivating the imagination for a world of constant change. Lexington, KY: CreateSpace. Google Scholar
  4. Van Eck, R. (2006). Digital game-based learning: It’s not just the digital natives who are restless. EDUCAUSE Review, 41(2), 16–30. Google Scholar
  5. Vavoula, G., Sharples, M., Lonsdale, P., Rudman, P., & Meek, J. (2007). Learning bridges: Mobile technologies in education. Educational Technology, 47(3), 33–37. Google Scholar

More articles and article summaries coming soon.  Please follow my posts if you’d like to see more!

The post Recommended Research: Constructivism & Learning Technology appeared first on eLearning.

Should I Open Source Captivate Customizations?

Hello Community,

In my previous blog I mentioned how I am using Captivate from a web developer’s point of view.  As I move more in this direction, focusing on mobile and measuring learning with Google Analytics, the tools are getting more complicated and exciting.

For example:

  • I am successfully getting PhoneGap plugins to work when you “publish for devices” to PhoneGap Build.
  • I am working on getting Firebase Authentication to function so a user can log in with Google, Facebook etc., so we can store custom variables on Google Firestore and retrieve them across multiple devices.
  • I will be offering these Captivate generated Apps via the app stores for download to mobile devices.
  • Updates to content will be automatic, because I am hosting mobile friendly web pages on Google Cloud Platform.  The are wrapped in Captivate with web objects.

Here are my questions:  If I publish all these customizations on Github with an open source license, would you as community members be interested in contributing to the project?  Can you help me maintain the github repo? Do you see any drawbacks to sharing this information?  Would you be interested in collaborating?

Thanks,

Brian

 

Über Working Out Loud: „Nicht originell, aber wirksam“

Ich stecke selbst gerade mitten in einem WOL Circle. Von daher habe ich dieses Interview mit John Stepper, dem Erfinder der Methode, mit Interesse gelesen. Es bietet nichts Neues, aber etwas Kontext und Originaltöne. Kurz zusammengefasst: Working Out Loud ist die Antwort auf Forderungen, die heute im Zeichen der digitalen Transformation jedes Unternehmen reklamiert: Hierarchien abbauen, mehr Kollaboration und Vernetzung, mehr Austausch von Erfahrungen. In den WOL Circles wird genau das gelebt. Zuerst im Kleinen und dann hoffentlich, Schritt für Schritt, im Großen.
Randolf Jessl, Interview mit John Stepper, Haufe/ personalmagazin, 21. Februar 2018 

Bildquelle: Sacha Chua (Flickr, CC BY 2.0)

When everything changes

Well, it’s over four months since my last blog post, and the longest gap in my 9 year blogging ‘career’. 

Why is that? Well, apart from being busy starting and defining a new role in a new industry, I’ve not really had that much to say. I’ve tweeted, I’ve connected with people on LinkedIn, I’ve travelled (and posted photos of it, like this and this and this). I’ve rested. I’ve worked hard and lost lots of sleep over it too. 

Oh, and we got kittens too! Mostly the bite or chew everything (including the wires), but sometimes they settle down and keep me company in my home office.

But what’s only struck me really in the last few days is the lack of interest in this blog. From me. I am still active on Twitter, I’m still learning about my ‘craft’ and still learning about my new role in an exciting start-up. I’m reading and writing a lot on ageing and the wellbeing of older people, it’s just not on this blog or even in the public arena. Yet. 

Let me also be honest here, it’s not just the working environment that’s changed (shared open-plan office to my spare room acting as a home office) or the industry I’m working in (UK university to global start-up, or business school to medical/healthcare specialists), the change is in and because of me. I am constantly seeing change in my attitude and approach to issues, problems, solutions, conflict, design, learning, remoteness, connectedness (is that a word?) and my general social demeanour.

Yes, tweeting is fun and hopefully will continue to be (but then again, maybe not) but I’ve always prided myself on this blog and the way it helped me network, collaborate, communicate, reflect, etc. with everyone ‘out there’. I am still reading around the various disciplines of online/distance learning, MOOCs, etc. and putting the ideas and designs to good use. I still join online courses, not so many MOOCs these days, both for personal enjoyment and professional curiosity. I am growing as an individual and a professional, and the journey ahead is all new to me, again, and exciting too.

The rest is the future. Using the skills from my CMALT journey and as an assessor I continue to evaluate and reflect on what I do, why I do it, how it can be better (or at least different), and how I can be better (and sometimes different too). I don’t want to stand still, I don’t want to be pigeonholed into one role or a ‘one trick pony’. I am too dynamic for that – I’m not being big headed or facetious for saying this, nor am I being cocky or rude. I mean dynamic in so much as forever looking forward and around me, observing and capturing, learning from others to improve myself and my work. 

Learning and innovation go hand in hand. The arrogance of success is to think that what you did yesterday will be sufficient for tomorrow. (William Pollard)

Image source: Simon and his camera (CC BY-NC-ND 2.0)

How To Improve Online Collaboration In eLearning Projects

top-tips-improve-online-collaboration-elearning-projectseLearning courses place a big emphasis on flexibility and versatility. But is your eLearning team up to the task? In this article, I’ll share 6 top tips to streamline the online collaboration in eLearning Projects.

6 Top Tips To Improve Online Collaboration In eLearning Projects

The nature of eLearning is that online learners and instructors are rarely in the same physical space. Often, this concept stretches to the eLearning team that develops the eLearning course. They might be working from different locations at different times. Even in situations where they have a single office, they may have separate eLearning projects. eLearning projects may run simultaneously, and one process may interrupt another. eLearning Project Management is essential to find an effective way of keeping eLearning course development on track. Below are 6 suggestions on how to facilitate online collaboration in eLearning projects.

1. Know Your eLearning Team One-On-One

As an eLearning Project Manager, it’s important to have an individual relationship with every one of your eLearning team members. This doesn’t necessarily mean that you get personal with them, or even that you interact outside the office. With a remote eLearning team, this is rarely possible. However, it’s essential that the eLearning Project Manager knows each team member’s weaknesses and strengths. They can use this knowledge to assign tasks more effectively. It makes work more enjoyable for the eLearning team, and it ensures a better final product. It also enhances the efficiency of the eLearning project, since everyone is doing what they do best.

2. Stay In Touch With Everyone

In all human interaction, communication is a deciding factor. People talk to each other all the time, but that doesn’t necessarily mean they are communicating. When it comes to virtual tasks that require online collaboration, everybody must know what is going on with the eLearning project. Team members might get stuck in a particular section. They could be unaware of how their colleagues’ work affects their portion of the eLearning project. Clear communication channels help everyone stay on par with each other. Potential challenges and gridlocks can be identified and ironed out. While verbal communication is a great way to connect, it may not be optimal for eLearning projects. As much as possible, keep things on email so that there is a trackable record of progress.

3. Keep It Running On The Cloud

Better still, use an effective Project Management online platform. Virtual teams do have an advantage over physical teams. While they may not be in one physical space, they are all working online. The team leader should ensure there is a central online hub where everything operates from. There are lots of software options available for online collaboration projects, so pick one that works best for you and youreLearning budget. Some existing applications can be tweaked and tailored to suit your eLearning team’s needs. Another important thing to remember is to always have a back-up. Data is generally safe on the cloud, but it doesn’t hurt to have a contingency plan in place. Keep your back-ups in a physical location that is distinct from where the eLearning team is working.

4. Schedule Regular Meetings To Chart Progress

When tasks are broken down into individual components, it can make eLearning projects run faster. This system of work takes advantage of the unique skills that each team member has. It allows them to focus on their specialty. They can make sure their section of the eLearning project is done to the highest quality level. The challenge comes in putting these separate elements back together. Team members will have worked in individual silos. They might not have given much thought to where their part fits into the overall eLearning project. To rectify this problem before it threatens to derail your eLearning project, the eLearning team members should have group meetings once a week or once a month, depending on the size of the eLearning project. It helps to keep everything on track and fix any minor problems before they become major ones.

5. Assign Clear Task Lists And Define Expectations

In a related matter, certain tasks might be overlooked, especially on a big eLearning project. It’s important that the eLearning Project Manager creates a comprehensive list of every little thing that needs to be done. They will then assign individual tasks to specific members of their eLearning team and check in periodically. During the scheduled group meetings, it’s helpful to go through the task list and cross out what has been finalized.

6. Work With Realistic Deadlines

Few things scare adults like looming deadlines. The danger of setting timelines is sticking to them. Put them too far off and you risk leaving things until the last minute. Make the deadlines too tight and the eLearning team feels pressured and ends up producing poor work. The eLearning Project Manager should speak with each team member individually so that they can give a workable time estimate. The eLearning Project Manager can then review the eLearning team as a whole, the project scope, and the time available. Using that information, they can develop timelines that keep everyone reasonably comfortable.

Teamwork is always a challenge, especially when it comes to online collaboration. Positive group mentality is a skill that needs to be consciously nurtured. To ensure that eLearning projects run smoothly, it’s important to harness this spirit of teamwork. Get to know your team members, what they’re good at, what they’re not, and assign their work accordingly. Meet with your eLearning team regularly to monitor progress, and use an online portal to keep track of everything. Maintain open communication lines and set realistic deadlines. Ensure everyone knows what’s required of them, and finally, be nice to your eLearning team. Reward them for work well done, knowing that the success of your eLearning project comes from even the smallest of details.

What’s a NGDLE?

I think we’re all interested in what our VLE or LMS will look like, or indeed what it should already look like. Whilst much has been talked and written about it, perhaps this visualisation from Bryan Mathers is the best view of it yet – the “Next- Generation Digital Learning Environment (NGDLE)”. And it incorporates Lego so well – the Lego base is the overall requirement with each building ‘block’ being added as and when they’re required – personalisation, collaboration, accessibility, etc.

According to the Educause report, the emerging needs of a NGDLE are these:
“Its principal functional domains are interoperability; personalization; analytics, advising, and learning assessment; collaboration; and accessibility and universal design. Since no single application can deliver in all those domains, we recommend a “Lego” approach to realizing the NGDLE, where NGDLE-conforming components are built that allow individuals and institutions the opportunity to construct learning environments tailored to their requirements and goals.”

So what will a NGDLE look like?

So what will a NGDLE look like? by @bryanMMathers is licensed under CC-BY-ND

Exploring IBM’s vision for enterprise collaboration

Wird es zukünftig eine einzige Plattform für Enterprise Collaboration geben? Oder, wem diese Frage zu weit weg oder zu abstrakt ist: Wo werden zukünftig das informelle Lernen und der Erfahrungsaustausch stattfinden? Hier hat sich in letzter Zeit einiges getan: Kleine Messaging Services wie Slack und Hipchat haben (wieder einmal) gezeigt, dass es immer noch Platz für Lösungen gibt, die sich auf eine einzige Sache konzentrieren.

Vor diesem Hintergrund darf dieses Interview mit IBM’s Head of Product Management for Collaboration, Ed Brill, gelesen werden. Und die Hinweise auf “cognitive collaboration” und “ai support” zeigen an, wo die Großen wie IBM ihre Stärken sehen.
Dion Hinchcliffe, ZDNet, 13. Juni 2016

The enterprise technologies to watch in 2016

Eine Mischung aus Standortbestimmung und Ausblick. Über 20 Technologien sind aufgelistet und beschrieben (und weitere finden sich unter dem Stichwort “horizon”). “Consumer tech” setzt die Agenda. Digital Learning/ MOOCs, team collaboration, machine learning, blockchain finden sich, um nur die Technologien aufzuzählen, die ich auch an dieser Stelle das eine oder andere Mal schon genannt habe.

Interessant ist die Schlussbemerkung: “But as I’ve been suggesting is the real trend that we see with digital leaders is actively enabling of mass digital innovation on the edge through techniques such as the use of empowered networks of internal/expert change agents or using hackathons and developer networks on top of open APIs, …”
Dion Hinchcliffe, ZDNet, 29. Mai 2016

hinchcliffe_201605.jpg

The leading enterprise intranet, portal, and collaboration platforms for 2016

Dion Hinchcliffe, Experte für Enterprise Web 2.0, hat eine gute Übersicht über die Kollaborations-Plattformen zusammengestellt, die heute in Großunternehmen und großen KMUs zum Einsatz kommen. Es gibt sicher auf dem deutschsprachigen Markt weitere Anbieter (wie z.B. Communardo), aber die Aufgeführten dominieren weltweit den Markt. Und wenn es um das informelle Lernen, um den Erfahrungsaustausch im Arbeitsalltag, in Teams und Communities geht, bilden diese Plattformen wichtige Bausteine einer organisationsinternen Lerninfrastruktur.

  • Microsoft SharePoint: “… SharePoint sometimes feels a little heavy weight”
  • Jive: “… one of the original pioneers of social collaboration and online community”
  • IBM Connections: “… at the risk of creating a complex user experience”
  • Slack: “On the radar of very few organizations two years ago, Slack has become a virtual phenomenon in the last 18 months …”
  • Salesforce: “… so it’s one to keep a close eye on”
  • Yammer: “While not a strong intranet or portal platform, Yammer excels at workplace discussion and knowledge sharing.”
  • Atlassian: “… was perhaps the first highly successful enterprise wiki”
  • SAP Jam: “… in 2012, it was one of the later entrants in the social collaboration space, but it took many of the lessons learned from the previous generation to heart.”

Dion Hinchcliffe, ZDNet, 11. April 2016

3 Tips on How Social Collaboration Can Help Drive Digital Transformation for Learning

Thomas Jenewein (SAP) empfiehlt: 1. “Expand formal learning with informal learning” (auf der Grundlage unternehmensweiter Kollaborationsplattformen); 2. “Develop tech-tool competencies in the workforce” (z.B. mit Hilfe von Konzepten wie “Working Out Loud”); 3. “Transform the learning culture and roles” (hier helfen u.a. Werte wie Trust, Empowerment, Openness und Participation).
Thomas Jenewein, LinkedIn/ Pulse, 16. März 2016