Connectivism

George Siemens describes connectivism as “a learning theory for the digital age”. He maintains that in today’s world, there’s simply too much knowledge to take in – and it changes too quickly anyway.

So forget about trying to know everything; instead, exploit technology to extend your knowledge beyond your own brain. Build a network of knowledge sources which you can access as the need arises. 

Recognising meaningful patterns among distributed sets of information, rather than storing it all in your head, re-defines what it means to “learn”.

7 types of learners , an online program should accommodate

Everyone learns differently, that’s nothing new. However, over the years the different styles of learning have usually been cut down to visual, physical (learn-by-doing), or audible. Truth is, we could probably dissect each of these learning three styles down even further and arrive at a handful of sub-levels.

Learning is a complicated concept as everyone is unique in their own way, and learns in their own way as well. That said, it is still very much possible to classify a learning style into one of seven categories. Perhaps you fall into one of the following:

1. Visual: These people prefer to use pictures, images, diagrams, colors, and mind maps.
2. Physical: These are the “learn by doing” people that use their body to assist in their learning. Drawing diagrams, using physical objects, or role playing are all strategies of the Physical learner.
3. Aural: People who prefer using sound (obviously), rhythms, music, recordings, clever rhymes, and so on.
4. Verbal: The verbal learner is someone who prefers using words, both in speech and in writing to assist in their learning. They make the most of word based techniques, scripting, and reading content aloud.
5. Logical: The people who prefer using logic, reasoning, and “systems” to explain or understand concepts. They aim to understand the reasons behind the learning, and have a good ability to understand the bigger picture.
6. Social: These people are the ones who enjoy learning in groups or with other people, and aim to work with others as much as possible.
7. Solitary: The solitary learner prefers to learn alone and through self-study.

In reality, we all probably fall into each category, depending on the learning that is taking place. Some topics lend themselves better to select styles, and a combination of multiple styles helps to solidify the learning that takes place. When possible, you should always strive to create learning that engages a variety of these styles. Not only will it be helpful for the learner, but it also will go a long way in learning retention.

Using an online learning approach that includes videos, reading, audio, exercises, social forums, and the like is a great way to hit on multiple learning styles. If you create learning for a living as an instructional designer or teacher, then blending your learning approaches is an effective way to make your learning stick.

Courtesy : Learn Dash dot com 

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5 ways to evaluate E Learning , formative assessment

5 ways to evaluate E Learning , formative assessment 

 If you want to ensure your eLearning content delivers, you can’t sit around and wait for somebody to evaluate your content or give you feedback. You need to be proactive about gathering feedback that helps you assess the effectiveness of your training programs.
Here are five easy ways to evaluate if your eLearning is hitting the mark:

(1) Include a brief survey at the end of each course.
 Include a satisfaction survey on the last page. And a 10 point rating scale , in terms of utiity value of the content to their profession. 
Use that feedback to further investigate what’s not working.

(2) Conduct focus groups with participants.

When ? After 25% completion of the course. Encourage learners / participants to give both positve & constructive feedback. Have a thir party facilitator  to evaluate. 

(3) Track and analyze completion rates.
 Find out which courses participants are and aren’t finishing. 
Use LMS for this.  Are some course more appealing than other ones ? 

(4) Gather feedback from managers after participants complete a course.

Talk / interact with the immediate superiors & bosses of  your participants . 
Ask their managers to provide feedback about whether or not the course had a positive impact on their work performance. This information will help test the effectiveness of your design regarding learning objectives and will provide insight into any necessary revisions or changes in your future content.

(5) Ask another designer for feedback.

Ask another eLearning designer to review your course. They will give inputs on your course from Technical standpoint. 
That designer will be able to provide insight and advice regarding how to change the design or improve the delivery so that your content is as compelling as possible.

 When you’re proactive about gathering feedback, and you take course evaluation seriously, the effectiveness of your training programs will skyrocket.

( Author Liz Sheffield is a freelance writer with a background in training and development. She specializes in writing about everything related to the human side of business. You can contact her via LinkedIn or Twitter.)