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MOOCs Research Whitepaper

Expanding the Scope of Organizational Learning
ATD Research | December 23, 2014 | Whitepaper

A summary of our research report on how MOOCs (massive open online courses) are being used for organizational learning.

Accidental Instructional Designer

Chapter 6: Interactivity That Counts
Cammy Bean | May 16, 2014 | Book Chapter

This chapter outlines how to create smart interactions to make your e-learning more effective.

Three Mysterious Keys to Interactive Learning: Game-Thinking, Game-Elements, and Gamification

ATD 2014 Session: W101
Karl M. Kapp | May 07, 2014 | Video

The terms game-thinking, game-elements, and gamification have all entered into the vocabulary of trainers, e-learning developers, and instructional designers in the past few years. But what do these terms really mean and how can you apply them to create interactive learning events that change behavior and improve performance? How can you make your instruction more game-like without the cost and effort of creating a large-scale game? However, we have to think about a few things. How should games-thinking be integrated into the curriculum? Can attitudes and behavior change as a result of playing a game? What elements can learning designers borrow from game designers? What is the one secret game designers know that instructional designers never seem to grasp? The answer to these questions, and more, are not all that mysterious and can be found in the research and in uncommon best practices. Based on the bestselling book, The Gamification of Learning and Instruction, this interactive session includes many examples of using game-elements, game-thinking, and gamification to promote learning for performance improvement and highlights how organizations have added game thinking to their toolkit. And, yes, you will play a polling game in this session. Discover how research-based practices and game-thinking fit in with today's fast-paced need for quick, effective instruction.

The Nuts and Bolts of Virtual Supervision

ATD 2014: Session W117
Erika Tedesco | May 07, 2014 | Video

Do you, or your employees, work outside a traditional office? That might mean working from home on occasional mornings or being completely based at your local coffee shop. Perhaps you supervise sales staff in a large geographic area or are responsible for a team of global technology professionals. Mobile workforces are a growing and permanent trend and management strategies need to keep pace. In this session we will discuss the building blocks of managing your remote workforce. These foundational tools will help prepare you to lead, not just manage, your team. You will learn to: Align job descriptions with virtual positions, learn the top five words to include when building a job description for a remote employee, and manage meetings in the Cloud. You will be given a meeting template, which you will personalize, for use in facilitating remote meetings, delegate and monitor project progress, and evaluate your remote employee's performance. Use our simple form to help evaluate project performance and support your annual appraisal.

5 Steps to Better Tests Best Practices for Design and Delivery

ATD 2014: Session W304
Doug Peterson | May 06, 2014 | Video

How can you be sure your tests yield actionable, meaningful results that resonate with your organizational goals?  What needs to happen before the first question is written? How can you create questions that are challenging but fair? How many questions should you ask? How can you deliver them safely and securely? And what can you do to make your test as good as it can possibly be?  Effective tests start with thoughtful planning and require skillful item writing, careful assembly, secure delivery, and thorough review.  This session will take participants through five essential steps for producing high-quality tests that yield meaningful results. Plan: Establish your test's reliability and validity, and identify content areas to be covered. Create: Write items that increase the cognitive load, avoid bias, and measure what's important. Build: Pull items together into a test form, develop clear instructions, and set passing scores. Deliver:  Protect test content, control item exposure, protect test content, and  discourage cheating. Evaluate: Use item-, topic-, and test-level data to assess reliability and improve quality. Individuals with experience in item writing, test development, and administration will get pointers for making every stage of test production and evaluation more effective.

Becoming a Story-Culture: Aligning Organizational Change and Behavior Through Stories

ATD 2014 Session: M110
Sarah Finch | May 05, 2014 | Video

How much is taught, learned, and shared through the stories your staff or organization share internally and externally? Have you ever wondered how to capture those stories in a way that changes how people think, act, or communicate? In order to support the new YMCA brand and voice, and further the Y cause of strengthening communities, that is exactly what the Y is doing. By encouraging story sharing and capturing those stories in-person, online, and through video and social media, Ys around the country are improving their ability to train staff, share successes and challenges, and better communicate the impact of programs in more consistent voice.   During this session you will: Hear about the steps the Y has taken to move an organization of 250,000 staff and 500,000 volunteers in this direction, see examples of how Ys are taking this on in exciting ways, discuss how you can put stories at the forefront of your organization as a catalyst for engagement, learning, and behavior change, you can't talk about stories without sharing some! You will get firsthand experience using some of the same approaches that the Y is using to tell and capture stories.

Practical Usage of Social Media for Formal Learning

ATD 2014 Session: M115
Dan Steer | May 05, 2014 | Video

There is a lot of talk about using social media for learning. Learning and development professionals know that the possibilities are endless, but where should we start? What concrete first actions can be taken to improve learning using social media? This session will deliver practical ideas, ready to implement, to upgrade current formal learning and training initiatives. By implementing the ideas of this workshop, you can increase the effectiveness, efficiency, longevity, and reach of formal learning initiatives in your organization. If training is your game, you will also learn how to improve in-class learning time by using social media tools for activities that do not have to be completed during class. Together we will answer these questions: For specific learning objectives or required competences, what could be achieved using social media tools? For training, what activities are best placed before, during, and after in-class sessions? What types of tools are best suited to what types of activities? What are the obstacles to successful adoption of social media for learning and what can you do to overcome them? How will you measure usage of social media in your formal learning initiative? How can you stimulate engagement from your learners?

Resumes, Bios, and LinkedIn: Connecting/Networking for the 21st Century

Michelle Riklan | May 05, 2014 | Video

Everyone should have a resume! In order to gain employment, a resume is required and it is crucial for job-seekers to take a proactive approach to their search. If a resume is requested, the job-seeker should be prepared! You never know when you will have chance meeting with someone who says 'Send me your resume.' If you are not currently seeking a position, you should still have an updated resume. The last thing you want is to throw it together and provide something less than stellar. A resume is a marketing tool. To craft one properly, it requires a strategy, time, research, and an understanding of what is required in this difficult market.

The Neuroscience of Learning

ATD 2014: Session SU101
Josh Davis | May 04, 2014 | Video

Leaders at all levels are being required to learn more than ever, in less time and with increasing demands on their attention. In this environment, we need real breakthroughs in our capacity to embed new behaviors at scale. New discoveries from neuroscience about the nature of memory, how we learn, and how we can make learning stick more effectively, are beginning to provide some of these breakthroughs. Join the speaker for an interactive session that is designed to help change agents understand the brain as it applies to designing change, leadership, and learning initiatives. This session will take you through general design principles for how to create behavior change in leaders. Topics will include the science involved in: the importance of branding and communication strategies; design that puts embedding first; how to design the right 'weave' of learning; how to execute global projects effectively, leveraging new technologies; how to scale up learning; how to measure impact; and case studies.

Four Ways to Use Digital Curation in Learning

ATD 2014 Session: SU117
Ben Betts | May 04, 2014 | Video

The world is full of rich content. We just need to put it to use. Digital curation could hold the key to how we deliver 'more for less.' We can curate content to help inspire our employees and our customers, or to help us design and deliver more formal learning experiences using a wide range of content that we didn't necessarily produce 'in-house.' In this session we will consider digital curation in four broad roles within L&D: inspiration, instruction, integration, and application. Inspiration is what we call curation that is done by other people on your behalf, outside of a formal learning environment. Instruction is the same thing, but done within a formal learning context. Integration is a more personal curation process; how individuals blend new learning experiences with existing thoughts. And finally, application is how individuals apply new insights in the real world; how we individually manage knowledge on a day-to-day basis. Using a blend of these techniques we will work together to understand potential strategies for using more digital curation within your L&D context.

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