Always Learning

Author Posts

Tips on How to Get Started with Virtual Worlds

by Rupalli Thacker
Monday, April 4th, 2011

So you’ve read our previous blog entries on virtual worlds, and you’re excited about their potential to engage learners and promote mastery. How do you make sure your first virtual world project is a success? Here’s some advice for my fellow learning professionals:

  1. Choose the right project. Start where virtual worlds offer the highest value – for example, a simulation of a complex process that can’t otherwise be taught “hands-on,” or a global team-building exercise that would otherwise require cost-prohibitive travel.
  2. Choose the right audience. Virtual worlds work best when users are receptive to them. This does not mean they must be highly tech-savvy. If, for example, they play online video games, they may already be comfortable in virtual environments. (If they have no relevant experience, a simple 30-60 minute tutorial is often sufficient to orient them.)
  3. Remember: some learning challenges are best addressed through blended solutions that integrate virtual worlds with other approaches. As always, it’s about using the right technology for each task. You can use virtual worlds for tasks and skills that are best taught in these environments, while continuing to rely on other tools where those are equally (or more) effective.
  4. Focus learning design around clear goals and objectives. Virtual worlds are a technical platform: what makes them instructionally effective is your learning design – and how tightly it is based on your learning goals and objectives.
  5. Wherever possible, leverage existing resources. If you build within a well-established virtual world platform, you can leverage extensive affordances that are built in or can be added inexpensively. Many companies have achieved success using Second Life and Proton Media’s ProtoSphere platform. However, the market is evolving: explore and identify the platform that best suits your needs, rather than simply choosing a market leader.
  6. Know what you’ll need to build from scratch. Even well-established virtual worlds don’t have everything you’ll need. For example, integration with your LMS may not be built-in. If you need this, you can achieve it through custom integration – but you will need plan, schedule, and budget for this additional requirement.
  7. Make sure your partner has the skills you need. Carefully check references, and ask vendors to invite you into a virtual world they’ve built, so you can immerse yourself in the experience, and assess its effectiveness.
  8. Strong project management discipline is essential. Nailing down project scope is crucial. Then, as you proceed, carefully review new artifacts as they’re created – both for consistency with your company’s look-and-feel, and for effectiveness. As with any creative project, it costs much less to make changes early.

Be sure to check out Rupalli Thacker’s previous posts in the series, “Avatar?” Learning in a 3D Virtual World and Virtual Worlds in Corporate Learning: Strong Foundations in Learning Theory.

Author: Rupalli Thacker is a Digital Products and Solutions Manager for Pearson Learning Solutions, working closely with corporate and association clients. Rupalli specializes in learning design, and new learning technologies. In her role as a products and solutions manager, Rupalli manages end-to-end learning solutions; and product design, and delivery. Her previous experience includes ten years in leadership skills development and four years in the elearning industry as a program manager.

Rupalli holds a MA in Learning Sciences from Northwestern University and an MBA from NMIMS, India.

Virtual Worlds in Corporate Learning: Strong Foundations in Learning Theory

by Rupalli Thacker
Monday, March 21st, 2011

The pedagogical value of virtual worlds is firmly grounded in learning theory. Virtual worlds support constructionist and goal-based learning, lend themselves to proven scaffolding techniques, and offer incomparable opportunities for social learning.

Many learning professionals are familiar with Seymour Papert’s constructionist theory: learning is more effective when it incorporates construction of a meaningful product. Virtual world tools enable learners to create “products” of all kinds, from assembled engines to complex project plans and process models. Virtual world simulations can offer hands-on experience practicing high-level competencies that many managers and technical professionals haven’t learned anywhere else.

Constructionist approaches often overlap with Goal-Based Scenarios (GBS), as first defined by Roger Schank. With GBS, you define learning goals, and “package” within them the skills needed to achieve them. Both natural GBSs (“learn to drive a truck”) and artificial GBSs (“increase fuel efficiency… to win a simulated truck race”) can be designed into immersive virtual worlds – often, with unsurpassed creativity and realism.

Instructional researchers have demonstrated the power of “scaffolding”: providing temporary support to learners as they move towards independent mastery. Virtual worlds support many forms of scaffolding, including discoverable clues and objects, embedded notes and media content, and “live” instructor input.

Finally, as Albert Bandura wrote, “most human behavior is learned observationally through modeling: from observing others, one forms an idea of how new behaviors are performed,” and then act accordingly. Virtual worlds offer unparalleled “shared presence” tools for social learning: voice and text chat, team tasks, shared documents, online “breakout sessions,” and more. They can also integrate “out-of-world” online tools in blended solutions that enable even deeper collaboration and peer-to-peer modeling.

Be sure to check out the first post in this series, “Avatar?” Learning in a 3D Virtual World and our next post where we’ll offer some practical tips on getting started with virtual worlds for learning.

Author: Rupalli Thacker is a Digital Products and Solutions Manager for Pearson Learning Solutions, working closely with corporate and association clients. Rupalli specializes in learning design, and new learning technologies. In her role as a products and solutions manager, Rupalli manages end-to-end learning solutions; and product design, and delivery. Her previous experience includes ten years in leadership skills development and four years in the elearning industry as a program manager.

Rupalli holds a MA in Learning Sciences from Northwestern University and an MBA from NMIMS, India.

“Avatar?” Learning in a 3D Virtual World

by Rupalli Thacker
Tuesday, March 8th, 2011

Have you ever considered virtual worlds such as Second Life as learning environments? They offer unique and compelling advantages, and therefore merit your consideration.

Virtual worlds are 3D, multi-user online environments where you can simulate or represent real world issues in ways that would otherwise be difficult or impossible. They offer a richer, more collaborative online experience than “conventional” e-learning, including new opportunities for participants to co-design their experiences. They’re persistent: once constructed, they can stay in place as long as needed. They can also host time-specific events to bring learners together without travel costs.

Each learner is represented by an avatar that navigates the 3D space and participates in the activities you’ve provided. The sense of “presence” is palpable – and research demonstrates that presence makes learning far more effective.

Virtual world simulations are perfect for team-based, individual or collaborative learning where the “real” alternative is too costly or dangerous – for example, giving manufacturing or power plant technicians hands-on experience with critical safety processes. But their applications are far wider than this.

For example, consider team-building through a virtual scavenger hunt. With the right learning design and integration, you can track participants – seeing who’s taken initiative, made decisions, or offered help. Virtual world role-plays can help you teach brainstorming, train for diversity, and solve many other learning problems.

We’ll return to virtual worlds in learning in future posts – first, to discuss their strong foundation in learning theory, and then to offer practical tips on getting started.

Author: Rupalli Thacker is a Digital Products and Solutions Manager for Pearson Learning Solutions, working closely with corporate and association clients. Rupalli specializes in learning design, and new learning technologies. In her role as a products and solutions manager, Rupalli  manages end-to-end learning solutions; and product design, and delivery.  Her previous experience includes ten years in leadership skills development and four years in the elearning industry as a program manager.

Rupalli holds a MA in Learning Sciences from Northwestern University and an MBA from NMIMS, India.

Mobile Learning 102: Achieving Learning Success

by Rupalli Thacker
Wednesday, December 15th, 2010

Increasing demand for online and blended learning is related not only to their convenience, but their rates of success as alternatives to traditional modes of  learning.  Mobile learning (mlearning) or learning through mobile devices can be just as successful if designed, executed, and promoted according to best practices.

The first step in ensuring mlearning success is to identify immediate audiences that could benefit from mlearning. That requires asking the ‘why’ question. Salesforce, process technicians, project managers, marketing and advertising professionals, and HR professionals may immediately benefit from  “Just in time,” and “Performance Support” content.  Once the ‘Why mobile learning’ question, and the audience are identified, the requirements of these professionals must be finely defined to ensure that learning through mobile devices is the right option.

The next step is to partner with experts.  Experts in mlearning understand prevailing standards and ensure that design and deployment adheres to those standards.  These prevailing standards are:

  • Content Design (Instructional and Visual). Flash videos/animations still do not run on devices supported by iOS, the Apple operating system.  HTML5, though excellent as a learning object development tool, is still in its infancy.  However, there are innovations galore, and with the right instructional design, usability considerations, and appreciation of available content development tools, technology-appropriate content design standards can be considered and met.
  • Technical standards (devices used by the entire audience may vary significantly). Devices differ; what works on one device may not on another (Flash-based learning modules will not work on iPhone, iPad and iPods), and location aware functionalities may not be available on all devices. Experts help streamline these standards so that learners are not excluded.
  • Learning Environment/LMS. Ability to track learning interaction and completion are primary requirements in most learning initiatives.  Selecting an appropriate learning environment which is either mobile-friendly, has native apps, or a platform that “pushes” content to the mobile device are critical to the success of mlearning initiatives.
  • Compelling business model. Expertise from in-house resources and strategic partnerships with content, technology, and related services providers can jumpstart mlearning initiatives. Strategic partnerships also ensure commitment and quality, and help to build a long term product strategy. Commitment of partners ensures advice and risk mitigation by experts, thus leading to a successful mlearning initiative.

While mlearning initiatives are on the rise, not all of them will be successful.  Those that identify immediate audiences, define audience needs, and employ the help of experts to meet business and design standards will thrive; those that thrive will be at the forefront of the rapidly growing world of  learning.

Be sure to check out our first post, Mobile Learning 101: Common Misconceptions.

Author: Rupalli Thacker is a Digital Products and Solutions Manager for Pearson Learning Solutions, working closely with corporate and association clients. Rupalli specializes in learning design, and new learning technologies. In her role as a products and solutions manager, Rupalli  manages end-to-end learning solutions; and product design, and delivery.  Her previous experience includes ten years in leadership skills development and four years in the elearning industry as a program manager.

Rupalli holds a MA in Learning Sciences from Northwestern University and an MBA from NMIMS, India.

(Photo courtesy of graur codrin)

Mobile Learning 101: Common Misconceptions

by Rupalli Thacker
Monday, November 15th, 2010

When half of the US work force is outside the office, it is important to keep them connected to their peers, their learning and professional development initiatives, and of course their work.

While mobile devices are being used for communication and connection, learning through mobile devices (mlearning) is just getting off the ground.  This is partially due to misconceptions related to mlearning. Common misconceptions are:

  • It’s expensive. Not really, as there is no need to invest in any major technology platforms. Learning and education organizations like Pearson Learning Solutions often take on the technology platform responsibility, providing learners with content as a service (CAAS) and software as a service (SAAS).
  • It’s device dependent. Again, not necessarily, unless the subject matter and learning design demand specialized features (e.g. if your mobile learning solution requires VOIP or the use of Flash). However, for standard audio, video, interaction features, or a Short Message Service (SMS)-based solution, most devices based on iOS (Apple operating system), Android, and other popular operating systems will meet the requirements. Browser-based deployments may eliminate the need for specialty apps or upgrades.
  • There will be capital expenditure. No, not really. Specialists in education and technology work with customers and learners to understand the business and learning drivers.  Learning vendors invest in infrastructure and build service capabilities so that client organizations and learners do not have to.
  • Corporations will have to work with mobile operators. Again, not really. Education specialists such as  Pearson Learning Solutions invest in learning design research and technology research. We invest in infrastructure after having studied the state of the market. This means neither you, the sponsor of mobile learning from your organization, nor the learner has to worry about it (we would also think about coverage by a mobile operator when considering solutions)! However, you will need to make sure that your IT and telecommunication security policies are in tandem with your business and learning goals.

Even with the mass appeal of mobile devices, on-the-go access to information, and alternatives to traditional classroom learning, some are still wary of mlearning.  With a little education about the truth of mlearning, including the true cost and requirements for devices and technology, you, the learning leader, can travel into the future of learning.

Be sure to check out Mobile Learning 102: Achieving Learning Success.

Author: Rupalli Thacker is a Digital Products and Solutions Manager for Pearson Learning Solutions, working closely with corporate and association clients. Rupalli specializes in learning design and new learning technologies. In her role as a products and solutions manager, Rupalli  manages end-to-end learning solutions, product design, and delivery.  Her previous experience includes ten years in leadership skills development and four years in the elearning industry as a program manager.

Rupalli holds an MA in Learning Sciences from Northwestern University and an MBA from NMIMS, India.

Ties Between Innovation and Talent Management

by Rupalli Thacker
Tuesday, September 7th, 2010

Imagine this scenario: you just learned that someone in your organization had an idea that was groundbreakingly innovative and had the potential to turn around the loss making entity. No big deal, right? Except that the idea went undiscovered for 32 long years!

This actually happened in a yarn manufacturing unit, which was suffering from yarn breakage problems and losing markets (Kanter, HBR 10 Essential Reads). A newly hired executive, who believed that innovative ideas can come from everywhere, encouraged his employees to speak up. An immigrant worker suggested a winning idea, and when asked how long he had this idea, he answered, “32 years.”

Nobody had heard about this idea, because nobody had asked.

Innovation can come from every direction, not only top down, and that was my takeaway.  Serendipitously, that same evening my father, an engineering expert for the last 40 years and successful business owner, told a story about his practice when designing and manufacturing a product for his customers. He makes sure that the welder and the lathe worker are part of the initial product design and estimation. One day when he and his foreman were ideating on a product, it was this welder who identified that the rod was too thick and not suitable for what they were thinking. He suggested an option to make the product work.

A lesson in innovation right in my own home!

A few takeaways from this story:

1. Ask!
2. Be open to ideas from anywhere and anyone.
3. Do not reject anything before having examined it thoroughly.
4. Smart people are all around you; ask and ask again, this time for their opinion.
5. If you have the power to authorize, and you believe the idea makes sense -prototype.

This does seem over-simplified now, does it not? Use all the innovation models you wish while making sure you always implement the first four points.

As a Learning and Development professional, I see big lessons learned here. In this supremely “interactive” age, are you harnessing the potential and knowledge of all the employees of your company?

Think about an opportunity here to be able to impact the learning and development of employees, talent retention and management, business goals and strategy of the organization as a whole, and the cultural shift from “innovation is top down.” In subsequent posts, I want to dig deeper into Innovation, Learning and Talent Management.

Now back to my coffee at Starbucks in Times Square, NYC.

Author: Rupalli Thacker is a Digital Products and Solutions Manager for Pearson Learning Solutions, working with corporate and association clients. Rupalli designs and manages end-to-end learning solutions and product design and delivery. She has been with Pearson for three years and specializes in learning design and new technologies. Her previous experience includes ten years in leadership skills development and four years in the elearning industry.

Rupalli holds a Masters in Learning Sciences from Northwestern University and an MBA from NMIMS, India.