NYNP blog post 6-10-09

Notes from Day 1 of the International Conference on E-Learning in the Workplace

Today's keynote address was given by Dr. Allison Rossett of San Diego State University and was titled "E-learning is What?" Rossett shared her thoughts about good e-learning design and the future of e-learning, and I thought you'd be interested in three of her quotes:

"Consider designing training that's just-in-time, not just-in-case."
Rossett suggested that training shouldn't include every possible piece of information that learners might possibly need, but rather provide information that learners will use. One way to move overly detailed information out of training is to create performance supports that provide information right when staff members need it. An example of this concept is the Coast Guard, which used to train their staff on every single type of boat and what to do when each type of boat was encountered, even when it was likely that staff would only encounter certain boats once in their careers, if ever; they replaced much of that training by creating palm pilot devices where staff can look up boats as needed on the job.

"Training should move material to the mind, heart, and belly."
Rossett pointed out that the best training changes the brain so that the brain has new knowledge to access and use, while at the same time convincing people's emotions and guts to actually use that new knowledge.

"Trainers need to be fluent with technology, but skeptical."
Rossett said that trainers need to keep up with new technology, but also look at it with a critical eye rather than jumping to use every new type of technology that comes out. We should remember that training needs to be effective, rather than just flashy.

Another highlight
Another highlight of the day was Hal Christensen's session on electronic performance supports, in which he demonstrated two examples of just-in-time supports and passionately argued that if training provides information that learners may never use or will use so long after the training that they're likely to forget it, that particular training doesn't have much value. His top quote was "aim to change the performance, not the performer," meaning that organizations should aim to make the workplace smarter by making it easier for people to do their jobs well. He argued that performance supports are a key way to do that.