Monday
May152000
167 - Survey Results: Roles and Expectations for e-Trainers; What I Learned on My Defense Department Tour!
May 15, 2000
1. Survey Results: Roles and Expectations for e-Trainers: Several weeks
ago, we conducted a survey on the role of trainers in the e-learning
experience. There were 2,119 respondents from all over the globe. We asked
respondents to IMAGINE an on-line learning experience that has been designed
as the equivalent of a 2-day instructor led class that includes a great deal
of content, simulations, practice and resources. Here's what we found:
- 88% of learners and 91% of managers want a trainer assigned to this e-learning experience.
- 62% of learners and 63% of managers would be more likely to select an e-learning class,
if a trainer were part of the package
- 34% of managers are willing to pay a premium of 25% to have an e-trainer; however, less than
10% of managers are will to pay 75% or more for the added benefits
The following is a sample set of data showing the value that LEARNERS place on various e-trainer roles.
-- Trainer monitors progress including contacting learner if stopped in middle of the program
High Value 25.5%
Moderate Value 35.2%
Minimum Value 23.2%
No Value 7.2%
Negative Impact 8.9%
-- Trainer evaluates project work and provides feedback and assessment
High Value 67.6%
Moderate Value 22.9%
Minimum Value 7.5%
No Value 1.5%
Negative Impact 0.6%
-- Trainer builds and facilitates an on-line learning community of "Course 101" participants
High Value 43.9%
Moderate Value 38.5%
Minimum Value 15.0%
No Value 2.2%
Negative Impact 0.4%
-- Trainer is available via telephone (real-time or call back) to respond to content questions
High Value 35.3%
Moderate Value 38.3%
Minimum Value 21.4%
No Value 4.5%
Negative Impact 0.5%
-- Trainer is available via e-mail or threaded discussion to respond to content questions
High Value 83.5%
Moderate Value 13.8%
Minimum Value 2.2%
No Value 0.5%
Negative Impact 0.0%
Detailed results and analysis of the data is being distributed to all Learning Decisions Interactive Newsletter subscribers. If you would like to subscribe, go to www.learningdecisions.com.
2. What I Learned on My Defense Department Tour! Last week, I returned from
an incredible 9 day tour sponsored by Secretary of Defense William Cohen.
Ironically, it was a week before I turned, 50, so this was truly an
adventure. I was part of a group of 60 business leaders (including the CEO
of Ameritrade), government leaders (Attorney General of Wyoming) and
journalists (Charles Cook from Charles Cook Washington Report). We were
flown off of aircraft carriers, rescued by the 82nd Airborne from the roof
of an embassy under siege, toured a nuclear submarine and spent dozens of
hours talking to the young men and women of the U.S. Armed Forces. I will
be writing a more detailed Learnings Reflection report that I will
distribute to Trends readers in a few weeks. But, here are a few "ripe"
aha's that hit me on our tour:
* Simulation is Essential: As we spent time in the military, it was apparent
that simulation is accepted as a core element in their culture and
workplace. Of course, they have to "practice", since we don't want real
warfare going on unless necessary. Yet, the role of simulation was even
more pervasive. In every branch of the military, I saw a high use of and
thirst for additional simulation models and technologies. As the internet
becomes available throughout the services, the desire for Distributed
Simulation and laptop based simulations were key. I had a chance to use 4
different simulation setups during the tour and saw the power of
sim-learning on a personal level. In fact, I returned to The MASIE Center
and am planning a monthly 2 hour simulation, where we will stop normal work
and practice an extreme situation, to see how we as an organization might
respond. Look for a larger footprint of simulation at TechLearn 2000, based
on my experiences.
* Role of e-Mail in Culture: One of the really profound changes that we saw
was the role of e-mail to link deployed forces with their families back at
the base. On ship, they had over 1,000,000 emails go through their server
in a 5 month deployment. The Captain reported that he had a 300% drop in
the number of sailors that had to return home due to family crisis. There
is a sense of on-going contact with the larger world, while on deployment.
It also took some intense culture changes as well, with shifts in the family
power structure now that the sailor could stay in touch during those
periods. Watch for the role of internet based video in the next 24 months
expand the process dramatically.
* Ship Based Learning: We saw both e-learning and also new models of
distance learning on the tour. One interesting element was a submarine
officer who has a goal of every member of his crew getting at least a 2 year
degree, via an on-line program, before he rotates out in 2 years. He has
made college study a top goal of his ship. We saw an Army group that takes
actual community college instructors with them on deployment. The
instructors are available to teach classes on strange shifts, including the
2 AM to 6 AM watch.
* e-Learning Standards: There was a wide spread interest and effort to
adopt service wide standards as the Department of Defense heads towards
e-Learning. The Advanced Distributed Learning Project (www.adlnet.org) was
on the "radar screens" of senior officers throughout the military. I had a
chance to talk with Secretary Cohen and the Joint Chiefs of Staff about the
role that standards such as SCORM and the overall ADL efforts have to play
not only in the military but also in the wider world of corporate learning
efforts. Secretary Cohen was well briefed on the efforts and saw it as a
key example of how DOD and the private sector can create innovation
together. He told me that it was a piece of their effort to add e-business
approaches to respond more rapidly to the changing world we live in. "We
don't know the character of our future assignments, enemies or allies. We
don't know the technologies we might be using or the rules of engagement.
Therefore, we have to create rapid ways of providing rapid, on-going
learning to our troops around the world.", said Secretary Cohen to a
question I posed to him during our meeting.
Watch for the full report on Trends in a few weeks.
3. Digital Collaboration Conference: Last Call - There are only a few days
left to register for our joint conference with ASTD - Digital Collaboration.
May 22 to 24 in Dallas. Go to http://www.masie.com/digital for details.
SAVE THE DATES: (www.masie.com)
TechLearn 2000 November 12 to 15th Orlando, Florida
e-Learning 2000 EUROPE: July 10 and 11th Dublin, IRELAND
ago, we conducted a survey on the role of trainers in the e-learning
experience. There were 2,119 respondents from all over the globe. We asked
respondents to IMAGINE an on-line learning experience that has been designed
as the equivalent of a 2-day instructor led class that includes a great deal
of content, simulations, practice and resources. Here's what we found:
- 88% of learners and 91% of managers want a trainer assigned to this e-learning experience.
- 62% of learners and 63% of managers would be more likely to select an e-learning class,
if a trainer were part of the package
- 34% of managers are willing to pay a premium of 25% to have an e-trainer; however, less than
10% of managers are will to pay 75% or more for the added benefits
The following is a sample set of data showing the value that LEARNERS place on various e-trainer roles.
-- Trainer monitors progress including contacting learner if stopped in middle of the program
High Value 25.5%
Moderate Value 35.2%
Minimum Value 23.2%
No Value 7.2%
Negative Impact 8.9%
-- Trainer evaluates project work and provides feedback and assessment
High Value 67.6%
Moderate Value 22.9%
Minimum Value 7.5%
No Value 1.5%
Negative Impact 0.6%
-- Trainer builds and facilitates an on-line learning community of "Course 101" participants
High Value 43.9%
Moderate Value 38.5%
Minimum Value 15.0%
No Value 2.2%
Negative Impact 0.4%
-- Trainer is available via telephone (real-time or call back) to respond to content questions
High Value 35.3%
Moderate Value 38.3%
Minimum Value 21.4%
No Value 4.5%
Negative Impact 0.5%
-- Trainer is available via e-mail or threaded discussion to respond to content questions
High Value 83.5%
Moderate Value 13.8%
Minimum Value 2.2%
No Value 0.5%
Negative Impact 0.0%
Detailed results and analysis of the data is being distributed to all Learning Decisions Interactive Newsletter subscribers. If you would like to subscribe, go to www.learningdecisions.com.
2. What I Learned on My Defense Department Tour! Last week, I returned from
an incredible 9 day tour sponsored by Secretary of Defense William Cohen.
Ironically, it was a week before I turned, 50, so this was truly an
adventure. I was part of a group of 60 business leaders (including the CEO
of Ameritrade), government leaders (Attorney General of Wyoming) and
journalists (Charles Cook from Charles Cook Washington Report). We were
flown off of aircraft carriers, rescued by the 82nd Airborne from the roof
of an embassy under siege, toured a nuclear submarine and spent dozens of
hours talking to the young men and women of the U.S. Armed Forces. I will
be writing a more detailed Learnings Reflection report that I will
distribute to Trends readers in a few weeks. But, here are a few "ripe"
aha's that hit me on our tour:
* Simulation is Essential: As we spent time in the military, it was apparent
that simulation is accepted as a core element in their culture and
workplace. Of course, they have to "practice", since we don't want real
warfare going on unless necessary. Yet, the role of simulation was even
more pervasive. In every branch of the military, I saw a high use of and
thirst for additional simulation models and technologies. As the internet
becomes available throughout the services, the desire for Distributed
Simulation and laptop based simulations were key. I had a chance to use 4
different simulation setups during the tour and saw the power of
sim-learning on a personal level. In fact, I returned to The MASIE Center
and am planning a monthly 2 hour simulation, where we will stop normal work
and practice an extreme situation, to see how we as an organization might
respond. Look for a larger footprint of simulation at TechLearn 2000, based
on my experiences.
* Role of e-Mail in Culture: One of the really profound changes that we saw
was the role of e-mail to link deployed forces with their families back at
the base. On ship, they had over 1,000,000 emails go through their server
in a 5 month deployment. The Captain reported that he had a 300% drop in
the number of sailors that had to return home due to family crisis. There
is a sense of on-going contact with the larger world, while on deployment.
It also took some intense culture changes as well, with shifts in the family
power structure now that the sailor could stay in touch during those
periods. Watch for the role of internet based video in the next 24 months
expand the process dramatically.
* Ship Based Learning: We saw both e-learning and also new models of
distance learning on the tour. One interesting element was a submarine
officer who has a goal of every member of his crew getting at least a 2 year
degree, via an on-line program, before he rotates out in 2 years. He has
made college study a top goal of his ship. We saw an Army group that takes
actual community college instructors with them on deployment. The
instructors are available to teach classes on strange shifts, including the
2 AM to 6 AM watch.
* e-Learning Standards: There was a wide spread interest and effort to
adopt service wide standards as the Department of Defense heads towards
e-Learning. The Advanced Distributed Learning Project (www.adlnet.org) was
on the "radar screens" of senior officers throughout the military. I had a
chance to talk with Secretary Cohen and the Joint Chiefs of Staff about the
role that standards such as SCORM and the overall ADL efforts have to play
not only in the military but also in the wider world of corporate learning
efforts. Secretary Cohen was well briefed on the efforts and saw it as a
key example of how DOD and the private sector can create innovation
together. He told me that it was a piece of their effort to add e-business
approaches to respond more rapidly to the changing world we live in. "We
don't know the character of our future assignments, enemies or allies. We
don't know the technologies we might be using or the rules of engagement.
Therefore, we have to create rapid ways of providing rapid, on-going
learning to our troops around the world.", said Secretary Cohen to a
question I posed to him during our meeting.
Watch for the full report on Trends in a few weeks.
3. Digital Collaboration Conference: Last Call - There are only a few days
left to register for our joint conference with ASTD - Digital Collaboration.
May 22 to 24 in Dallas. Go to http://www.masie.com/digital for details.
SAVE THE DATES: (www.masie.com)
TechLearn 2000 November 12 to 15th Orlando, Florida
e-Learning 2000 EUROPE: July 10 and 11th Dublin, IRELAND
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