Allison Rossett: eLearning Is Not What You Think It Is - Presented by Training Magazine Network

Training Magazine Network presents

Guest Speaker:

Allison Rossett, Ph.D.

AuthorProfessor of Educational TechnologySan Diego State University

eLearning is Not What You Think It Is

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About Allison Rossett

Dr. Allison Rossett, long time Professor of Educational Technology at San Diego State University, is in the Training magazine HRD Hall of Fame, was recently a member of the ASTD International Board of Directors, and was honored by selection as an ISPI Member-for-Life. Allison recently co-authored Job Aids and Performance Support: Moving from Knowledge in the Classroom to Knowledge Everywhere and a brand new edition of her classic, First Things Fast: A Handbook for Performance Analysis this year. She was featured in eLearn magazine in December, 2008. She is the author of four award-winning books, including Beyond the Podium: Delivering Training and Performance to a Digital World and the first edition of First Things Fast: A Handbook for Performance Analysis. Some of Allison articles and white papers are "Performance Support Tools: Delivering Value When and Where Needed," "Moving Your Class Online, " "Confessions of a Web Dropout," and "Training and Organizational Development, Siblings Separated at Birth." She has conducted research and published articles on needs analysis, learner engagement, and persistence in online learning. Her client list includes IBM, HP, the Getty Conservation Institute, Fidelity Investments, Deloitte Consulting, BP, the IRS, Amgen, National Security Agency, Transportation Security Administration, and several e-learning start-ups.

Allison RossettDepartment of Educational Technology

San Diego State [email protected]

©2010 Allison Rossett

E-Learning is what?

E-learning now accounts for nearly one-third of learning content.

[2008 ASTD State of the Industry Report]

More e-learning is happening?

Or less?

That was 2008.What of today?


ASTD says more

Training Magazine reports less, then points to more podcasts

Difficult to know for sure


In 2004, Michael Allen, CEO of Allen Interactions,

acknowledged surprise at the confusion, “I didn’t really think

this would be much of a challenge—doesn’t everybody

pretty much know what e-learning is?

First up, then, is to define e-learning

They talk about and do e-learningMarc Rosenberg

“Web 2.0 is changing everything we do.”

Stephen Downes

“The model of e-learning as being a type of content,

produced by publishers, organized and structured into

courses, and consumed by students, is turned on its head.”

When you say you are doing e-learning,

what are you doing?Jim Marshall and I

decided to try to find out


• E-learning defined, and practices today• E-learning aspirations for the future• Barriers to e-learning today

+++++++++++++++++++++++++++++++++++

• Quality• Efficiency• Satisfaction

Step 1:Define what’s IN and what’s OUT


• E-learning defined, and practices today• E-learning aspirations for the future• Barriers to e-learning today

+++++++++++++++++++++++++++++++++++

• Quality• Efficiency• Satisfaction

Step 1:Define what’s IN and what’s OUT

IN

OUT


Sample Snapshots

Our programs are delivered in a virtual classroom. Employees join an instructor and classmates at a scheduled time.

Our programs are based on realistic scenarios which press employees to make choices and learn from the results of those choices.

Our programs provide guidance systems that help employees know what to do next and how much progress they have made.

Our programs are customized, personalized learning experiences matched to individual employee needs, strengths and preferences.

Based on a review of the literature, including blogs and conference content, we constructed 26 snapshots

Step 2: Nail down the definitional options


Sample Snapshots

Our programs are delivered on mobile devices.

Our programs include efforts to collect, distribute and update best practices and great ideas.

Our programs use visuals with an audio track. Employees access them at a time and place of their choosing.

Our programs include employee generated content, with employees asked to contribute their thoughts and opinions so that others, no matter their location, can benefit and respond.

Step 3: We piloted and we edited


Step 4: We reached out to solicit participation from 5 sources


Step 4: We reached out to solicit participation

NB. Limitations of this study:

non random sample,atypical sample


1. e-coaching2. personalized learning programs3. tests of skills and knowledge4. online discussions after class5. mobile devices and delivery6. virtual classroom, then archived and

available as needed7. scenario-based online programs

Typical of practice today?

You tell me. Look at the list. Typical? Not so typical?

Top

5 Pr

actic

es

Rarely/Never Sometimes Most of the time ©2010 Allison Rossett

Bott

om 5

Pra

ctice

s

Rarely/Never Sometimes Most of the time ©2010 Allison Rossett

• Which best describes you as you consider the snapshots?

a) We are using technology in many ways

b) We are doing a few things, not many

c) We are stuck in a rut in the way we leverage the technology

What of you?

A.Lots going onB.SomeC.Not so much

What of the much touted 2.0?


http://tinyurl.com/ylfksgh

Aspirations for the future

These reflect the 26 snapshots. Let’s see what respondents selected.

T

op 1

0 As

pira

tions

Do you resemble our sample?

Top

5 Ba

rrie

rs

Not a constraint Minor Constraint Significant Constraint


Ratings for the e-learning snapshots revealed that current professional practice does not

match the pictures and possibilities found in the literature,

blogs and conferences. Not yet.When queried about hopes for the future,

respondents valued more collaborative, learner-centered approaches, but not as their top priorities.

Net. Net.


Clayton Christenson“We are spending the

vast majority of our time incrementally improving what we

are doing today in learning (courses/courseware) instead of taking advantage of

learning disruption that is happening all around us.”

More additive than supplantive

Are we over-cautious?Should we do more?

What does it mean? 1. Instructional design is reported to be typical today,

and continues to be popular for the future2. Scattershot practice. No one way, few shared habits.3. Little of 2.0 yet, including discussion boards,

except in higher education4. Where are those mobile devices? What of

e-coaching? 5. Preference for individualized strategies more than

those considered “social”6. Those who reported themselves to be leaders

reported more of everything than did practitioners


• Please text message something you aspire to do going forward, something you are not doing much of today?

Examples: more measurement of current efforts; more blends; more delivery into the workplace, e-coaching; archived virtual class sessions…..

Why? Why do you want to go in that direction, in particular? Can you construct a strategic rationale for your choice?

What of you?

[Pfeiffer/Wiley books]

Resource URL

Allison Rossett & Rebecca Frazee’s white paper about blended learning

http://www.amanet.org/blended/pdf/WhitePaper_BlendLearn.pdf

SDSU EDTEC graduate programs, on campus and online

http://edweb.sdsu.edu/http://edweb.sdsu.edu/Edtec/distance/

Allison Rossett & Lisa Schafer’s 2007 bookabout job aids and performance support

http://www.colletandschafer.com/perfsupp/index.html

Allison Rossett’s books: Beyond the Podium; First Things Fast, 2nd edition (2009)

http://www.pfeiffer.com/go/BTP; http://www.jbp.com/rossett.html and

http;//www.pfeiffer.com

• Allen, I. E., & Seaman, J. (2007). Online Nation: Five Years of Growth in Online Learning. Needham, MA: Sloan Consortium.

• ASTD (2008). State of the Industry Report. Alexandria, Virginia: ASTD. • Bersin, J. (Spring, 2009). Learning today: Collaborative, social and learner-driven.

Training Industry Quarterly. Accessed July 19, 2009. http://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring/index.php?startid=22#/22

• Clark, R. C. & Nguyen, F. (2006). Efficiency in learning: Evidence based guidelines to manage cognitive load. San Francisco: Pfeiffer/Wiley.

• Cross, J. (February 2009). Get out of the training business. Chief Learning Officer, 8 (2), 16.

• Cross, J. (June 2009). What would Andrew do? Internet Time Group.• Downes, S. (2005). E-learning 2.0. eLearn magazine. Accessed July 20, 2009.

http://www.elearnmag.org/subpage.cfm?article=29-1&section=articles• Oakes, K. (2005). A seat at the table. The elearning management symposium

online. Accessed 16 July, 2009. www.elearningguild.com • O'Driscoll, T., & Sugrue, B. (2006). Valuing Human Capital and HRD: A Literature

Review (Literature Review): IBM Almaden Services Research.

• Rossett, A. & Schafer, L. (2007). Job aids and performance support: moving from knowledge in the classroom to knowledge everywhere. San Francisco: Pfeiffer/Wiley. http://www.colletandschafer.com/perfsupp/

• Rossett, A. (2009). First things fast: A handbook for performance analysis, 2nd edition. SF: Pfeiffer/Wiley.

• Rossett, A. (2008). Strategy for learning leaders. Chief Learning Officer. http://www.clomedia.com/features/2009/April/2603/index.php

• Siemens, G. (2004). Connectivism: A learning theory for the digital age. eLearnspace Everything Elearning. Accessed July 18, 2009. http://www.elearnspace.org/Articles/connectivism.htm

• Siemens, G. (2009). Socialization as information objects. Connectivism: networked and social learning. Accessed July 20, 2009. http://www.connectivism.ca/?p=127

• Wagner, E. (2009). The changing role of the instructional designer. Elearning Guild Northeast. Boston, MA. July 23-24, 2009.

• Zemsky, R. & Massy W.F. (2004).Thwarted Innovation What Happened to e-learning and Why. http://www.irhe.upenn.edu/Docs/Jun2004/ThwartedInnovation.pdf

Dr. Allison Rossett, long time professor of Professor of Educational Technology at San Diego State University, is in the Training magazine Hall of Fame, CLO Advisory Board, and Elearning Guild’s Board too. Rossett has authored six books, including a brand new edition of her classic, First Things Fast: a handbook for performance analysis. Allison writes about and consults on learning, technology and results. You can reach Allison at [email protected]