Reflect Your Story, Part II! ☝
How my story and knowledge advanced?
How my story evolved after completing the course?
In italics, I have left the initial story. In bold - I have added my new ideas and insights gained from the MOOC and additional topics researched throughout the MOOC period.
Creating bite sized learning with direct opportunity for feedback and active q&a accessible to learners have proved to bring the best learners feedback. Best roi in my experience was achieved when the learning was directly related to the job and there was direction from a mentor, manager or community manager as an active participant in the learning journey.
Providing various types of materials enhances the learning process and the knowledge retention. I have even recommended the structure of the MOOC to one of my clients as a good example of distance training course.
Learners isolation, too much choice, non-interactive courses, long and boring content, seeing online learning as a "no-working" time represent the most common challenges of the 21st century online learner.
The above + shall we measure learning? The questions raised in the last chapter of the course made me reflect on whether we need figures to represent learning and what kind of analytics we can really to achieve our goals.
Knowing why the learning is to take place in the organisation is another important challenge I face nowadays. How can we help our organisation and our clients go to the bottom of their challenges to make sure learning will be effective?
The most effective learning experience for technical skills is created when we learn just in time - so we can apply our skills directly during or after the learning has taken place. In terms of content - a great instructional design would be having the possibility to exercise directly in the tool (simulation or sandbox) in parallel to following a course or video explanations.
Always start from the need to learn (backward learning design)! Before even planning for a new distance (or any type) of learning material, we should make sure it answers a specific need of the team/organisation. Provide various types of learning which cover the same topic to help retention of the information, combine it with assessments, social learning and discussion to transform the information to knowledge.
Bite sized learning with a variety of methods. Giving the learner the possibility to customise their learning experience and only learn what they need. Making further suggestions on what might be of interest whether related or not directly related to the topic (to sparkle curiousity).
+ Don't leave the learner alone. A facilitator is an essential part of the distance learning experience - answer the questions and comments when they arise. Give grades to assignments shortly after they have been submitted so the learners know how they perform and what to focus on further.