As an Instructional Designer, motivating learners is an important consideration. - Dr John Keller’s motivational design model, known as the ARCS model, is comprised of four major factors that influence the motivation to learn – Attention, Relevance, Confidence and Satisfaction.
Just a reminder that a key part of ISD and Design Thinking for learning is motivation.
Mobile users, as a group, display three different mindsets; game designers need to be aware of these mindsets and to cater to them. Fortunately, there are best practices to help you do this. Here are some considerations that can guide you through the process of creating mobile-enabled games.
"..taking the decision to include an infographic is not about making a few numbers stand out with vector graphics, but instead offering learners a more dynamic and emotive pathway to connect with the content."
Multipliers: How the Best Leaders Make Everyone Smarter [Liz Wiseman, Greg Mckeown] on Amazon.com.
I saw Liz give a great presentation (good slides, good questions, good audience participation, good pacing, and bonus points for incorporating Twitter) at http://elceshow.com and got the book. It covers why being the smartest person in the room may not be your best goal. They explore of why some leaders (“Diminishers”) drain capability and intelligence from their teams, while others (“Multipliers”) amplify it to produce better results. Key point - enable people to be smart instead of just being smart yourself. Common sense? Only if you already practice the suggested actions. I plan on sharing a book summary with my team. Already I am committed to sharing more information - while listening to others.
I have a confession to make. At my workplace a little while ago, I created a smartphone-friendly version of our online induction course. ... So conventional wisdom dictated that a mobile version of the course would be a smash hit.
Nice summary of what many people know - there is never a silver bullet, just the right tool for the right job (if you are prepared and lucky).
In the time to come, Mobile Learning will not be a 'choice' anymore, but a compulsive mode of learning to stay ahead. Mobile Learning Infographic illustrating Why Mobile Learning is the Future of Workplace Learning
A study sought to determine which training method was most effective for behavior change—interactivity or the chance to fail.
From the ASTD members-only article "We were surprised that the level of interactivity in the training materials had no measurable impact on the transfer of learning to on-the-job performance. .. It’s not just a question of combining the right content with interactive approaches, but rather a clear realization of the end-user’s needs and environment (context) that determines the best solution."
Content is King and Interactivity is the horse that the King rides to do serious training damage, but Context is the Kingdom.
Can someone with an ASTD membership comment on this article?
"Whatever you’re designing, it probably involves feedback. Designing that feedback to be as effective as possible can mean the difference between a successful and failed product. " Plus a free ebook of their articles.
Want to make your training more interactive? QR Codes can help you to involve and engage your audience. "QR codes are a great way to increase interactivity in a fun way, and increase the likelihood of the individual taking a recommended action," writes Kella Price, author of the January Infoline, "QR Codes for Trainers."
QR codes connect people to one another and to digital content, Price says. Here are four ways to think about using QR Codes in your next training event. ...
Not sure how much new Kella Price can share about QR Codes for $20, but her four shared ways can get you thinking - even if you have been using QR Codes for a while. She even has a recorded video at http://vimeo.com/27873624.
by AJ Walther The President has a Twitter account. So does the Pope. It makes sense that eventually someone important is going to use this social outlet to say something that you'd like to include in an academic paper ... Simply paste the tweet's URL into the citation generator at Tweet2Cite and the work will be done for you.
Just in case I decide to cite a tweet. Now I just need someone to tweet something that I can include in a paper.
A hot startup called Knack has been getting lots of press attention, but much of the coverage has missed the most exciting potential of this firm, which is to help individuals succeed based on their innate abilities."
Wired says "Balloon Brigade is like Angry Birds but more frenetic. Some gamers play to win fast, others to explore, or to rack up points, or simply to stay alive. Knack tracks all that, using its proprietary formula that identifies talents from gameplay behavior and personality traits and captures how your reactions shift as the pressure increases."
I think I am "Creative" and a "Thrill Seeker" - the game told me so.
Learning is changing rapidly, so we need our technologies and methodologies to be agile and rapidly adaptable. Learning apps could help us try or beta test a new approach before making a major investment in time and resources.
Is Elliott Masie just complaining or is there a chance that we will be able to get the open and shared communications we need?
Karl Kapp found four videos - Here are four videos by some really smart people discussing games for learning, education and changing the world. Their world views on games are interesting and they all tackle the concept slightly differently. How can their ideas influence your design of games, gamification and simulations for learning and instruction?
From @Ignatia On the second day of the UNESCO's mLearning week, where Agnes Kukulska-Hulme from the Open University in the UK started the day with a very enlightening presentation bringing together the latest on mLearning pedagogies and focusing on a gender related project.
"Bite-size training achieves quicker outcomes without blowing the budget. Independent research within the BBC found that a 90-minute session improved participants’ ability to influence more than a day-long course.
It makes sense; it’s a good result to learn three things in a day. If you take four or five things from a series of bite-size workshops, then you have a greater benefit for half the cost of employees’ time. That’s without considering the savings in venue hire, travel, refreshments, and so on. Overall, this equates to almost double the return on investment."