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letter from elliott dear colleague this book is a simple and very different project first i sent a note to my colleagues in the learning and training field asking them for a quick tip on deploying e-learning in organizations the thought was that we would get a few dozen and would post a list of tips on our website for everyone to use then · the tips started to come in and we evolved the target to a small file that we would call 101 tips · the tips kept coming in and it evolved to 201 tips 301 tips and then 401 tips · the flow of tips didn t stop and the scope of the project expanded · why not compile these and turn it into a free digital pamphlet with perhaps 501 tips for e-learning · as we started the editing process the project expanded again let s produce this as a full free digital book that we would distribute to the 60,000 colleagues on our trends list · to offset the staff expenses maintain the quality and disseminate it to an even wider audience for free we decided to add a few e-learning providers as sponsors including a digital ad in the book · the final product is a 147 page free digital book formatted into a pdf file that can be read searched printed and redistributed without charge · and it will be part of an on-going series of free digital books that the masie center will produce here are a few pieces of context for the content in 701 tips for e-learning · one person s major aha tip may seem quite elementary to another person we have included the widest range of advice and perspectives to address both new and very experienced e-learning implementations · the e-learning tips were reproduced as submitted by the sender with a minimum of editing our goal was not to impose a singular style but to share the original thoughts of your colleagues from around the world for example there are many ways in which the phrase e-learning is spelled · we were not able to include every tip submitted as we received thousands if yours was not part of this book please understand we will be publishing another tips book in a few months and feel free to send us additional ideas to tips@masie.com · a number of tips were submitted by colleagues who asked to be anonymous and a few came in without a name in the from field · while we funded this project through some low cost sponsorship no tips were included because of this sponsorship the masie center continues a three decade commitment to being vendor/supplier neutral now the license wording this book is produced as a free digital book by the masie center anyone can use print save share or distribute this book with these few conditions · 701 tips for e-learning is a free digital book produced by the masie center no one can charge a fee for this file · it may be viewed printed stored shared saved or linked to by any user · the file cannot be altered without the permission of the masie center · anyone violating this license will have extremely bad luck in life we would love to have your comments ideas and more tips for future books send them to tips@masie.com yours in learning elliott masie 701 e-learning tips by the masie center www.masie.com 2[close]
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table of contents 701 e-learning tips chapter 1 getting started the abc s of e 4 chapter 2 strategic planning vs leading willy nilly 10 chapter 3 so many choices so little time contract procurement negotiation 27 chapter 4 content content not to mention content how to best design deliver it 29 chapter 5 the learning tools technology tsunami will you sink or swim 61 chapter 6 global cultural perspectives how not to get lost in translation 69 chapter 7 still learning after all these years and so you should be 74 chapter 8 in recognition rewards we trust 80 chapter 9 testing here external testing there,quality assurance everywhere 84 chapter 10 high signal/low noise promoting learning like a pro 90 chapter 11 the name of the game integrating rolling out learning solutions 97 chapter 12 pedagogy webagogy ready set train and facilitate 101 chapter 13 hey who moved my administration and support 124 chapter 14 measure for measure doing the roi thing 135 elliott masie s personal e-learning tips 139 click here for a list of our sponsors 701 e-learning tips by the masie center www.masie.com 3[close]
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getting started the abc s of e chapter 1 getting started the abc s of e you are about to introduce a significant change into the workforce or perhaps your initial venture into e-learning was not as successful as you anticipated and you now need to step back and re-think/re-assess before beginning anew #1 first things first the e in e-learning stands for education we too often forget that it is not about bandwidth servers and cables it is about education first and foremost ken gaines east-west university #2 find your roadmap do your homework understanding the basics of e-learning terminology types of systems resources available the task seems daunting at first but keep reading asking questions and recognize that it is a cumulative process jean avison wells fargo #3 the times they are-a-changing training organizations must rethink their mission redesign their metrics and retool their staff from we deliver classroom training that we think someone might need to we work with the entire company organization senior management to individual learners to provide whatever is needed at each stage of the learning lifecycle from butts in seats or even happy butts in seats to discovered gaps addressed and met effectively as shown by multiple levels of assessment from stand-up trainer to multi-modal consultant or from a cadre of stand-up trainers to a team of learning specialists analysts assessors designers builders and deliverers bruce maples humana inc #4 there is a place and a time for everything be assured that e-learning is not a silver bullet refrain yourself from using e-learning for every training/learning opportunity there is a place for e-learning but it is not appropriate in every circumstance ashok malani timgc inc #5 know respect know your team/role expectations and then communicate effectively with the entire team i suggest brainstorming with the team to determine the most effective way and including it resources respect all team members cynthia eisel fedex #6 start small grow later if you re just starting out with e-learning target a course that is small but high visibility for your organization after it is deployed successfully developing future courses will become more easily acceptable rick zanotti relate corporation 701 e-learning tips by the masie center www.masie.com 4[close]
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getting started the abc s of e #7 learning is learning is learning e-learning is just a media a small e in front of learning thus everything fundamental about learning applies as well victoria penacca telefonica #8 e-learning learning be sure to wrap the e-learning experience with pre-work and/or communication motivation and preparation real-time support either on-line or a point of contact and post-learning transfer activities further coaching from manager follow up communications post-learning reading and activities etc just because it s e-learning doesn t mean we should forget all the things we know about adult learning moving new skills to performance and enhancing memory bonnie goren msnbc #9 the e-learner s pledge recognize the skills that serve e-learners well self advocacy i need to learn self sufficiency i am responsible for my learning self confidence i can learn learning process i know how i learn and self evaluation i know whether i am learning without this recognition e-learning is at best acknowledged as difficult robert wilkins st.george bank #10 put your toe slowly in the water be slow with the e in e-learning it s always about learning first antoni van dijk triam #11 don t fix what isn t broken sometimes the classroom is the best solution keep an open mind and don t create e-learning just for the sake of having e-learning lon fiscus corning inc #12 the rules of the game focus on people then on corporate needs then on technology rodrigo fernandez in2 #13 those that can do for e-learning to be effective in business it has to support doing not only learning go back to a fundamental concept in education behavioral objectives after an e-learning session the student must be able to do something not just know something if you can t state a behavior that the student can do after the e-learning session you may have used the e-learning tool as a hose to spray a thirsty student instead of as a glass harold strawbridge #14 unite don t divide your workforce before introducing e-learning find out more about the basic skills of the workforce what proportion use a pc at work what proportion have the required pc skills what proportion are able to undertake e-learning in the working day without prior clearance with a boss the answers to these questions are critical in designing the overall strategy and especially important at implementation time if ignored there is a possibility of creating or accentuating a digital divide in the workforce martyn sloman chartered inst of personnel development 701 e-learning tips by the masie center www.masie.com 5[close]
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getting started the abc s of e #15 show me the way if the main reason you want to implement e-learning is to save money stop and ask for directions alberto duarte incharge® education foundation inc #16 do you e-learn make sure you experience being an e-learner yourself before you attempt to deliver a course online sophie di corpo university of new south wales #17 become an e-learner experience e-learning first hand to understand the student s point of view in an e-learning situation what are the frustrations what becomes easy what do i as the student need to do differently do i have enough access to my instructor do i have access to the other learners do i feel connected to the class shut out and lonely by putting oneself in this situation trainers can begin to understand what they need to build into their design to assist the learners who are also making the transition to e-learning lela rotondo empire blue cross blue shield #18 the hard stuff is the soft stuff what s hardest about e-learning isn t really the design development and technology what s hardest about e-learning is getting learners motivated and organizations energized spending time on the people-side of e-learning will pay great dividends lance dublin co-author implementing e-learning #19 bottom line e-learning is like any other benefit staff will not use it if they a don t know about it b don t understand it or c don t get it free laura more care2learn.com #20 first time consider blending e-learning with classroom learning as a short mandatory component this may help people to become comfortable with e-learning if they haven t tried it before adam oosterhoff deloitte touche tohmatsu #21 fill the gap don t patch it do yourself your organization and/or your clients the favor of doing the preliminary footwork necessary to honestly determine whether the targeted reason for the proposed training will actually be affected by training for example is the gap something that can be narrowed via training or does the underlying reason for the gap lie elsewhere internal communication company culture management tools etc often times large efforts and budgets are expended building solutions to the wrong problems take a little time and money up front to properly analyze what should be done and why it s a step that will undoubtedly pay for itself several times over either by preventing unnecessary training from being developed or by focusing the purpose of the training that is needed jon revelos tata interactive systems 701 e-learning tips by the masie center www.masie.com 6[close]
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getting started the abc s of e #22 one step at a time first step think about learning second step think about e-learning geellis winkel #23 begin by connecting the dots always always always start with the business need the e-learning is intended to meet if you can t draw a straight line from the course or performance support you are proposing to a bottom-line business result then don t do it the only valid way to make a business case for elearning is to start with the needs of the business karin albert #24 training is for life if you believe that your training is finished you may be trained but you are finished anonymous #25 just getting started making it required may lead to success often an e-learning course is successful because it is required associating a test with the completion of the elearning effort could lead to success especially in an environment new to this method of learning janet lowe sun microsystems #26 so well said on the road to e-learning make sure that learning is in the driving seat and technology is in the passenger seat with the map learning decides the destination technology helps you get there ian fyfe learndirect scotland #27 start from square one analyze if/when online learning makes sense in your organization perform a needs analysis is there management buy-in do learners have access to the right equipment and software analyze which e-learning delivery method is best blended/hybrid courses part classroom part online synchronous online course with instruction taking place in real-time via the internet asynchronous courses taken independently with minimal instructor support kathy lents household international inc #28 don t get myopic about e-learning e-learning is only one of the many many resources available to you to meet your organization s learning needs use it appropriately i got caught up in the hype until i was forced to step back and gain perspective about all the available tools and resources as a result my toolbox is now equipped to handle each job in a more effective and efficient manner bob huebner virginia credit union inc #29 e-learning change treat e-learning as a change initiative not just another training program e-learning will represent a behavior change for most employees so you and your trainers need to act as change agents if your organization has a change management discipline use some of the techniques to guide you as you implement lela rotondo empire blue cross blue shield 701 e-learning tips by the masie center www.masie.com 7[close]
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getting started the abc s of e #30 look for grants in all the right places for associations and other non-profits look for grants and other funding sources to get started in distance learning we identified three curriculum development projects of key importance to the conservation profession and i was able to find funding for at least portions of all three including assistance for our initial venture into distance learning once we gain experience expertise a body of courses and happy learners we anticipate that future projects will be more time and cost-effective eric pourchot ph.d am inst for conservation of historic artistic works #31 practice safe e-learning for your first attempt to launch e-learning in a slightly skeptical organization which has accepted the business case but is awaiting the outcome with interest select a topic of enterprise wide significance which is needed by as many employees as possible and has to be delivered in a very short time the message is to focus on an operational problem/challenge see it as an opportunity to sell the e-learning produce something good but simple and practical and go for it don t begin with management development topics where the immediate gain may prove more difficult to specify to everyone s satisfaction be safe but effective graeme fraser cramond frasers #32 use e-learning to solve specific pain points don t go for an all-out napoleonic attack with e-learning it might just result in your waterloo rather focus on a few pain points that can be best solved with e-learning and just go after these maish nichani elearning post #33 use e-learning to info-include e-learning is a very good way to allow people to acquaint themselves with computers and the internet if you have info-excluded people that you want to involve and gain exposure to it try e-learning with any content that helps this person to develop their competency on the job etelberto costa #34 the grandma rule if you are just starting out with e-learning in your company assume that your people know as much about computers as your grandmother then you won t be too off base as you work towards changing their paradigms rodrigo fernandez in2 #35 first impressions stick make sure a learner s first experience of e-learning is a good one or else they won t try again gail smillie scottish enterprise grampian 701 e-learning tips by the masie center www.masie.com 8[close]
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strategic planning vs leading willy nilly chapter 2 strategic planning vs leading willy nilly you ve heard it before and you will hear it again and again in this chapter you need to actively involve your stakeholders get buy-in at all levels know your organization s culture and needs and have a realistic business plan and strategy #36 from small to big one success at a time create a small success and then with each iteration expand your expertise and audience until you ve developed an inter/intra enterprise system driven by the learner s needs christie mason managers forum #37 new frontiers prototype it if you have a wonderful new idea that can revolutionize your training prototype it first then ask for budget to develop it further your chances of receiving budget dollars for something executives can see is much greater than for something they have to imagine eli munzer verizon #38 buy-in from all ensure buy-in from management and staff who will be utilizing e-learning make certain that they approve of the format/content/delivery method and feel that it is beneficial for the organization without buyin the best e-learning system in the world will sit underutilized and ineffective robert barrett dillards #39 e-learning in a box e-learning is as much a culture change as it is a tool change most organizations are blindsided by the degree to which organizations need to understand how this modality will compliment or replace their existing approach learners are often the last to understand the reason for these changes extensive marketing and communications programs and campaigns need to be developed an analysis of the existing learning culture or profile needs to be done then a plan needs to be created mapping that profile to the new strategy all the appropriate stakeholders need to be identified and served a stakeholder is not only those taking the training but also those affected by the training bob mosher microsoft #40 getting management on board you must have management buy in and support throughout the entire training process if you can get the upper management on board to push your training program your attendance and success rate is much higher trying to manage training from the training department doesn t always work donald humphreys bank one #41 maintenance anyone ensure you have a plan for updates or maintenance of the software scott sutker wachovia corporation 701 e-learning tips by the masie center www.masie.com 10[close]
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strategic planning vs leading willy nilly #42 top 10 best practices for change in a learning organization 1 find senior support 2 hitchhike leverage new or existing leadership initiatives 3 follow the money seek/understand funding and why projects are being funded 4 seek pull not push understand incentives and demand and sell towards them 5 leverage account manager model aligns business unit processes with learning center 6 grade each other provides joint visibility to senior executives 7 first local then global establishes tangible value propositions for stakeholders day job 8 use the middle real change occurs through the people that do the work 9 hide the bits/bytes sell business value not technology it s a facilitator 10 high touch leverage relationships meetings beyond the memo saba customer advisory board saba #43 get there one of my mentors once shared a valuable lesson when trying to design and implement an electronic system/solution into a busy work life full of inspired and self-confident professionals build it and they will come build it right and they may use it correctly let them build it and they will already be there anonymous #44 leading the way actively engage company leadership in e-learning vision and strategy bob dean grant thornton #45 turn dreams into reality develop a personal vision of what practice would look like in an ideal state with no constraints and deliberately work towards that vision sondra hack highmark inc #46 managers respect employee training time respect the time that employees have scheduled to complete the web-based training do not disturb them while they are learning unless it is for a critical business need before you interrupt an employee ask yourself would i pull them out of a classroom training for this issue or concern jim r phelan merck co #47 link training to core needs well executed e-learning targeted to a specific core business need works well lots of success stories general libraries of e-learning courses work well in some environments but are more vulnerable to expense reduction and cultural impacts link e-learning to a core business need i can t emphasize this enough sally heinz st paul travelers #48 meet me in the middle don t work top down or bottom up let them twist together in the middle jan cromwijk universiteit twente 701 e-learning tips by the masie center www.masie.com 11[close]
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strategic planning vs leading willy nilly 701 e-learning tips by the masie center www.masie.com 12[close]
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strategic planning vs leading willy nilly #49 a new mindset for a new opportunity constantly challenge your self/team/clients/organization to push the balance between what s easy and what s best too often designs fall into familiar patterns from past experiences that are automatically and often awkwardly grafted on to new situations without upsetting the practical realities of time cost and quality requirements we can often come up with innovative approaches that provide more effective learning experiences simply by entering new projects with a fresh and open mindset sure it s easier/faster/cheaper to do what we did last time but in nearly every case this time isn t last time not recognizing this fact handicaps your efforts before they even begin jon revelos tata interactive systems #50 one-on-one assistance consider establishing a learning consultant position for each department so that users have a person to help them become aware of locate use and benefit from the e-learning experiences available to them pat golden freddie mac #51 learning business technology value i found that by focusing on learning solutions that have business value and then building in technology to achieve the advantages we all know about e-learning can become much more relevant in the business world willie maritz kalleo learning #52 more buy-in be sure you have user and management buy in to e-learning many times e-learning is made available to users without anyone considering the users themselves the fact that you develop e-learning and make it accessible to users doesn t mean that your e-learning initiative will be successful involving users in the process can make e-learning a more positive experience managers can also be resistant to users taking the time away from their workloads reinforcing the benefits of the e-learning initiative and communicating with managers are very important factors susan b pysher penn state university #53 think big start small grow fast think about the big picture the long-term roadmap for transforming the way learning works in your organization then figure out a set of intermediate tactical goals along the way make sure that each of these intermediate steps will provide demonstrable organizational benefit preferably in hard financial terms try to make each goal add incrementally to the overall benefit being achieved.this way you can always answer the question what did e-learning do for me this quarter andy sadler ibm #54 just do it with the current economy you may need to be realistic not idealistic planning is the best way to build e-learning but just doing it honestly has worked well for some ahden busch sun microsystems #55 absolutes musts and maybes think about your project from a low medium and high point of effort/investment define what you can live without what you would like and what is absolute needed dave goodman softassist 701 e-learning tips by the masie center www.masie.com 13[close]
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strategic planning vs leading willy nilly #56 get everyone on the same page organizations with instructional designers/developers who create proprietary e-learning courseware may want to consider establishing an e-learning charter in the charter i created and which was eventually approved by my organization we ve described the process for program administrators to request an elearning project the development process that is used a roles definition description and an approval process description the charter has been invaluable for me as i work with program representatives to develop e-learning courseware for them donna maier idaho dept of labor #57 business issues need only apply make sure there is a clear business issue that e-learning will address too many projects are started that do not have executive sponsorship or clearly address a business issue that needs to be resolved the result is failure to continue once the budget comes into question ed chang microsoft #58 it can be done measure twice cut once it s all about the plan and not the technology products or terminology figure out the goal and then back into it using what is currently available to you most organizations have a decent it infrastructure in place like an intranet use internal resources to build a preliminary e-learning program and pilot it do this and get a feel for what it might take to fully implement before looking at a single vendor or product this way you can articulate your true needs determine the current training organization s ability to move forward in the new world and bait and hook your internal clients scott davis bose corporation #59 becoming mainstream is still some time away prepare for at least a two year change curve when implementing virtual classrooms and content it will take this long for the delivery medium to blend into the woodwork charles d hunter williams scotsman #60 what worked what didn t failures doing too much with too short a time frame doing too much with too little resources too many hands in the cookie jar over promising and under delivering successes since first impressions are everything bringing in new opinions as new delivery mediums rolled out employing numerous content delivery methods telling them showing them telling them again then giving them something to take away albert lilly 360 training #61 bridges connect the two sides when turning existing learning into online learning be prepared to supply a bridge between subject matter experts and developers to span the crevice of oh i thought that was your area ian fyfe learndirect scotland #62 before taking the plunge develop an e-learning strategy that addresses the needs culture objectives etc of your organization then implement based on your strategy jean lowry energen corporation 701 e-learning tips by the masie center www.masie.com 14[close]
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strategic planning vs leading willy nilly #63 building a risk managed foundation highly recommended to support your strategy is a well-constructed research project to define the needs of your audience and to later provide a risk management foundation to support decisions the research should be comprised of at least one survey supported by telephone and/or focus group interviews and designed to capture the following information 1 demographics 2 educational history 3 educational preferences in content area delivery evaluation support interaction and recognition 4 technological capabilities 5 internet habits and history 6 communications and marketing a strong business plan can now be developed to support your initiative with real data points from the research project and supporting documentation that relates to the industry and educational needs of your audience sabine steinbrecher the learning library #64 banker lawyer or indian chief try to understand the culture of the audience law enforcement social workers bankers and construction workers come at the world from different viewpoints many times good enough does a very good job of accomplishing the training goal a lot of training these days is required by new rules for certain industries many places just want the quickest and easiest path to reaching the minimum standard certification so they can go about their real business paul l nenninger pln consulting #65 how can the learner s manager help the learning the user s manager should always take an active role in discussing online training and measuring effect by correlating data from erp and crm systems making sure a practical follow-up is completed immediately after the lesson indicates that the user can apply rather than recount the lesson consider building training into a person s quarterly review cycle as a continuous stream courses are started and finished this implies an ending learning online is continual and should be fed according to needs try to deliver training to individuals at times when it can be readily applied but never leave it as completely optional it ll never happen martin cannard symantec corporation #66 open the door by using certification one success for us has been bundling our e-learning as part of a larger curriculum the curriculum defines a series of courses both instructor led and web based that lead to certification as a supervisor if they want the certificate they ve got to do our courses what we hope is that after they try it once they ll come back for more donna lumia untied technologies #67 save work rework the most important thing is to clearly understand and confirm what a client has in his mind when he says you need to create an e-learning module doing it in the beginning saves rework later vinod joshi sql star #68 some things never change and shouldn t critical success factors include lots of communication and change management having a skilled e-facilitator good content not too bandwidth intensive and excellent project management lou-anne lubbe ibm 701 e-learning tips by the masie center www.masie.com 15[close]
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