For those that attended the January 19th meeting and those that couldn't make it we all had fun.  Sherry Kessel gave the group an overview of CPLP Certification (Certified Professional in Learning and Performance).  Then we spiced it up by breaking into teams and playing the "Are you Smarter than a CPLP?" game.  

The winning team won Smarties.  We learned and laughed a lot. 

At the end of it all, a question was raised by many of the attendees.

Is the chapter going to have study groups for CPLP Certification Exam preparation?  If we did, would you be interested?

Please let us know your thoughts.  Thankyou.

One of the newer methods for training delivery is called e-Learning.  So what is it, actually?  The simplest definition, it's a method that delivers training to learners through the internet or a company's intranet in a self paced user controlled environment.  The delivery environment is a Learning Management System, or LMS.

ASTD embraces the methods of e-Learning as one of the essential tools to be employed for training delivery and knowledge management.  This method incorporates instructorless interactivity by utilizing software tools to engage the learners in ways that even instructor led training can't duplicate.  Enhancing instructor led training (ILT) with e-Learning is called blended learning and has also proven to be quite effective. 

Just because we delivered it in the classroom live a certain way doesn't mean it will translate directly into effective e-Learning. Obviously, some things we can do in a live session with learners can't be replicated, but that becomes the new challenge for training design and development. Training Design for e-Learning requires chunking of courses into 30 to 190 minute sessions, with 60 minute or less sessions being most desirable.

Because the training can be delivered on demand, 24/7, it offers great flexibility for the learner.  A best practice is to assure that a learning screen within the LMS doesn't require the student to scroll to view the content.  Average student seat time decreases when you move from ILT to web based.  A six hour ILT class becomes 4 hours of e-Learning.

Course Design incorporates many of the following software tools to build the components of the e-Learning course.

• iSpring Presenter for animation, voice over, and interactive quizzes using the PowerPoint materials you already have.
• ADOBE software such as Captivate, to create interactive presentations with branching, quizzes, and software simulations.  A complete suite of software for developing courses is called ADOBE E-Learning Suite 2.
• Filming movies is a great way to replicate some classroom activities and even chalk talks.  These movies are then converted in flash (flv) movies for the web.
• Tools and templates for the learners to apply what they have learned are also a way to get them engaged.
• You can still do breakout sessions, but it is up to the learners to actually complete them.
• Testing, Testing, and Testing with interactivity and feedback also engages the learners.
• The components of a course become shockwave movies, flv movies, and html web pages.

Once a course is designed and created with all the new technology the question becomes how do we package the course for delivery?  That is where SCORM (Sharable Content Object Reference Model) comes into play.  OK, so what is that?  SCORM is like a DVD, it can play on any DVD player.  SCORM is a standard that Learning Management Systems (LMS) use to present the course.  The elements of the course once converted into a SCORM package are uploaded into the LMS, actually any LMS for delivery to learners.

One of our fellow ASTD members, Brian Caudill, JCA Solutions, has developed a software package that simplifies the packaging of the e-Learning course components into SCORM Compliant packages.  Once packaged, a course can be delivered to learners via any LMS.  A free testing ground for courses is the SCORM Cloud, which becomes your personal LMS to review, revise, test, and validate e-Learning courses.

We have help within our chapter to get you started, just send us an email. 
 

Get a pdf copy of this article.
 

ASTD SWFL is launching a new website.  It is currently under construction.  The features for members, events, joining ASTD, paying chapter dues, and paying for events online are not yet functional, but soon will be!

We have a BLOG and FORUMS so we can share ideas, thoughts, and best practices.  It will be a great way for our chapter's members to collaborate.  It is still under construction, but coming soon.  To take a closer look just click on the website picture.

As we move forward with our 2011 goal to learn more about the Areas of Expertise (AOE) in the world of training, and for those interested in pursuing certification, we are pleased to announce our February meeting!

February's topic is "Measuring & Evaluating."   Our presenter is Teresa Hiatt, a Six Sigma Black Belt, with a rich background in directing sales training teams, conducting research, and conducting process improvement projects on training effectiveness.
 

What does the topic of Measuring & Evaluating entail?  As training professionals we are often asked, how can we measure the effectiveness of training? It seems we are always looking for ways to prove our ROI.

Statistics help you measure current performance levels, validate program impact, and provide well-grounded feedback.  Data is used to answer specific questions regarding the value and impact of individual programs and the overall system of learning within the organization.

 

Your findings can be used to leverage the effectiveness of your training and if needed, provide the impetus that leads to the acceptance of recommendations for change.

Remember, this is OUR year to learn!  So please join us for this often mystifying topic for some much needed clarity!

WHERE:
 

The FGCU Florida Institute of Government which is at The Atrium - 8695 College Parkway, Suite 1181, Fort Myers, 33919.

RSVP: Mike Fischer  (Members - please specify whether you want lunch!)

How to Ensure Team Failure.
 

10. Ignore the team's ideas and recommendations.  They're probably no good since they're new and come from a team.

9. Don't give teams any reason to help them solve problems.  They are supposed to save money and make do with less.

8. Consider all the problems as failures, and treat all failures as a reason to disband the team.  Teams are supposed to make things better, not cause problems.

7. Require lots of reviews and signatures to OKAY changes, purchases, and new procedures.  You can't be too careful!

6. Make it difficult for teams to get information about the business.  You don't want them to find out how the firm is actually run.

5. Assign a manager to keep an eye on teams in your area, call him a facilitator, but make sure he or she controls the direction of the team to meet your plan.

4. Don't involve team members in reorganizations or policy changes.  This just slows things down.

3. Eliminate training for team members.  Problem solving is only common sense anyway, and all the training just makes some consultant rich.

2. Criticize a lot and withhold praise and recognition.  Teams need to know where they've screwed up so they can change.  If you praise people they will expect some reward.

1. Remember above all that you know best.  That's why they pay you the big bucks.