This looks so totally awesome. I can see it being used for all sorts of corporate training: sales, compliance, engineering, etc. At least what can be put outside the firewall. The possibilities are endless to be cliche! So easy. So practical! Enjoy.
If you're looking for research articles about social media in learning environments, this is a great start. Volume 1, Issue 1. Can't get any newer than that. I perused the article on social learning graphs. Very interesting but I have to admit, I'm struggling with finding a practical way to implement anything. It's always a struggle translating research into practical applications. But, you gotta' have the research first. Enjoy!
Key features excerpted from official website: - Save your web highlights: Every day you find amazing things on the internet. With Keeeb you can just save the bits and pieces you like from any web page.
- Restructure like never before: Create topic pages for anything you want to research or collect. Group, rearrange, comment, and organize all your keeebies the way you want to.
- Team up, share, and discover: Keep them private or public. If you like, you can share your keeebies and topic pages or work together with your friends or colleagues on them.
This is definitely a major role for a community manager which is why I love learning about these two topics: community management and curation. They are inseparable. I think this is what makes the difference between a community that has members and a community that has ACTIVE members, which, of course, is the POINT! Enjoy!
How Gamification Can Impact Employee Engagement [Infographic] CMSWire This month we explore the connection between employee engagement and gamification. It's a partnership that many companies have been wrestling with for a few years now.
Dawn Adams Miller's insight:
First, I love infographics for just about any topic. The fact that this shows how one of my interests impacts a realted area is even better. Enjoy.
While there is so much more to gamification of learning than adding badges and leaderboards, Delloite went that way anyway. While they describe success, it appears to be very superficial. It's eary days and I wonder if they will be singing the success tune in six months or a year. I'm betting not.
In Daphne Koller’s TED talk about Massive Open Online Courses (MOOCs), she discusses what she believes are the pedagogical foundations of MOOCs. For her, and also restated on the Coursera website (the company she helped found), those foundations include the effectiveness of online learning, mastery learning, peer assessments and active learning.
Of course the evidence cited to support these foundations is scant and is quoted without giving any context to the research. MOOC critics also rarely produce any actual evidence when dismissing MOOCs as being pedagogically unsound or when stating that they offer a worse experience than face-to-face education on campus.
I recently completed (on the for fee track) one of the Coursera's most popular MOOCs on gamification taught by Kevin Warbach from Wharton. I'd tried it before (non-fee track and started late) but couldn't get "in to" it. I also tried another of theri MOOCs on digital life and elearning but it was way to esoteric for me. I didn't even understand the first assignment, let alone compete it. I chalked it all up to my not being in the academic mindset.
By trade and training I am an instructional designer. I also specialize in creating elearning, or as I like to call it, technology delivered learning. So I feel I can weigh in on the pedagogical/effectiveness discussion.
First, let me say that I enjoyed the course. After I got "in to" it I had a great time. Kevin was a great presenter and his videos used a great tool that showed his face as in various locations on the screen as well as text that he was able to annotate. He was also able to draw things. That and the relatively short segments kept the content interesting.
The activities were relatively easy as were the quizzes. The final was tough though. Calling on more synthesis and evaluation than recall.
I also enjoyed the for fee authentication technology. For every quiz/assignment I submitted I had to do the following:
Check a box that stated I and agreed to the Coursera Code of Conduct.
Submit a typeing sample that had been previously "recorded"
Take and submit a picture of myself.
Now, this is hardly an absolute authentication. I could have had anyone answer these two things and just done the authentication but for $39 (the fee) it wasn't worth the hassle. If I "failed" then it was my fault and no one elses.
BTW, I passed and am now the proud owner of a completion certificate from Wharton (which I am still trying to figure out how to put on my LinkedIn site).
Anyway, back to learning:
Where the quizzes and activites Wharton worthy? I'm guess not really.
Was the final Wharton worthy? Not knowing for sure, I was plesantly surprised that it wasn't all about recall. And no, I didn't study enough.
Did I learn stuff - heck yeah. I've also recently completed a university-based certificate program in gamification for learning and I learned a whole lot more and different stuff in the MOOC. The two were very complimentary.
Would I have learned as much in his class? Probably.
Would I have been able to do attend class in my PJs at 2 am in the morning (I'm a night owl)? No way.
Did I have questions? Not really but there were office hours with Kevin (notice I didn't call him Dr.- he never referred to himself as that so I never have either) and more forum threads than you could shake a stick at. So, if I had had questions, I had numerous ways to get the answers.
Great technology for content delivery.
Content was pretty well chunked up and progressed logically.
The presenter made the content interesting with lots of examples and even some interviews with thought leaders in the area (something you probably couldn't do with a live course!).
Consumption was convenient (I watched the videos - I never would have read all that - and took notes in Penultimate on my iPad - shades of my college days).
There were places in the videos that asked recall questions and many more that asked reflective questions that you could respond to in the the forums.
It was a very academic model even with the social collaboration possibilities.
The forums were too large to deal with. If you didn't uncheck the "follow thread" box you were inundated with emails - one for every person who responded to that thread. And with several thousand (paying and non-paying) attendees responsing, well...it was overwhelming. I didn't find them worth my time to read. I answered and left.
I would have made included many more options to rehearse learning using the questions embedded in the video.
More pros and cons. It was what is was. A courseoin gamification. I got the basics and it streatched my thinking to consider all angles.
The funny thing is that I think about, and even get to apply, some of that stuff everyday. So it was totally worth the $39.
Sorry for the long comment but thought it was worth relaying my experience as a L&D professional.
Having just completed two courses in gamification, one of which was focused on applying gamification to learning, these statements ring true and sort of sum up the ah-has I took away from these courses. Enjoy!
Excuse me for my focus on the gamification topic of late but I'm eyebrow deep ina MOOC that's got me procrastinating like crazy. I'm struggling with the last writing assignment. And I'm looking for anything that might help me. While this isn't exactly it, this is a great way to look at gamification even for learning (or especially for learning) as it represents what all good learning experiences need: tender loving care, long term thought, and MAINTENANCE!!!
Here's a direct quote from the author that I love: By choosing different mechanics at different stages (think of the product life cycle) you can elicit different enthusiasms to continually engage with users.
So it's not one and done, it's not check back in a year when you get the end of life notification, it's not on to the next project. It's about really thinking through the learner experience, what you want them to accomplish, and getting the resources and funding to make it work!
Smart Gamification, or Gamification 2.0, is a concept promoted by Amy Jo Kim, CEO of Shufflebrain.
Dawn Adams Miller's insight:
I'm taking the Coursera Gamification MOOC from Kevin Werbach at Wharton. I'm really enjoying the course and Amy Jo was an interview Kevin did as part of the course videos. This framework was helpful to me in completing the third writing assignment as initially all I could come up with was PBLs. Enjoy!
I've taken several gamification courses, read books, etc. This infographic is a great summary of the basic concepts and provides a nice classification of gaming elements. The examples of what/how learners learn using specific games is also great.
Is Content Curation in Your Skill Set? It Should Be. by David Kelly on Digital Delights - Digital Tribes curated by Ana Cristina Pratas (RT @bignagtheory: "@AnaCristinaPrts: Is Content #Curation in Your Skill Set?
Dawn Adams Miller's insight:
What he said. David is a very accomplished curator especially for learning purposes. Follow him anyway you can!
This appears to be a simple screen capture / video output tool. Might be something that could be shared with SMEs to help them create content quickly and easily. Of course, as IDs, we still need to help them organize their content!
CLC Learning and Development | Insight | January 2013
Dawn Adams Miller's insight:
CLC Learning and Development | Insight January 2013
Network Learning Accounts for 68% of the Total Impact of Learning on Performance
Network learning-the learning employees derive through their interactions with others-accounts for 68% of the total impact of learning on the performance employees derive from and contribute to others (network performance).
The impact of network learning has more than doubled over the last 10 years, but few organizations are effective at targeting and addressing the shared development needs of employees who work together.
To ensure that employees develop and apply the competencies needed for high performance in the new work environment, organizations must shift their focus away from traditional classroom training and downward coaching to create and drive network learning opportunities.
Learn how to target the shared development needs of employees who work together with high-impact network learning.
Give employees step-by-step guidance for identifying and leveraging network learning opportunities in their day-to-day work.
Enable employees to better collaborate with others in their day-to-day work.
Reframe peer interactions and equip employees to engage in network learning activities (best practice from Shell).
Analysis of any kind usually isn't done to any degree of completion because of time, cost and lack of value add from the client's perspective. But using personas, as described by Josh Bersin, can help define your learning audience and have a relatively long shelf life. As with any good approach to a project, its better to ready (do the analysis), aim (focus on the appropriate audience), fire (build the right training).