Subscribe: Learning TRENDS


50 - Always On Learning Signal via Cable Modems; Skills for On-Line Trainers: Linking; Tips for No-Show Students

1. Always On Learning Signal via Cable Modems. Over the past several months, we have had a cable modem at the Masie household. This wasn't an easy sell at first, as our office is loaded with bandwidth, in all shapes and forms. But, in the name of "research" and my fascination with gadgets, we sprung for the $49 a month cable modem hookup. At speeds between 400 kps and 2 mps, this thing really zings (most of the time). But, what has been most interesting is the impact of having an "Always On" internet connection in the house.

Last week, my wife and I came back from a jazz festival where we heard a musician and could not agree on how old he was. Several minutes after coming in the door of our house, we were looking at his bio (he was ten years older than either one of us guessed), listened to clips from other albums, and were considering ordering the CD. Every day we find ourselves wandering over for that well talked about "just-in-time-learning-session". It is incredible how the "Always On" connection changes your use. We find ourselves learning on demand every day. As cable modems become more available and cheaper, and as ADSL matures as a high bandwidth delivery system, we will start to view the IP signal of the internet as an "Always On" learning utility in our homes. Imagine its impact on every aspect of home learning, from workbased, to home schooling, to homework support, to e-commerce and hobby related learning. Hmmmm.

2. Show & Tell Displays and Problem/Solution Sessions. We are very excited to announce a unique way for you to become involved in learning with your fellow training and technology colleagues. At TechLearn '98 (Orlando in November), we will introduce the "Show & Tell Displays" and bring back our popular, "Problem/Solution Sessions". These are neat ways to share an approach to learning, training, knowledge management or technology. The Show & Tell Displays will provide participants with almost 100 approaches to solving organizational challenges. The Problem/Solution Sessions will provide 50 brainstorming and problem sharing opportunities. We invite the readers of TechLearn Trends to volunteer for these activities. You will not only share your experiences with the folks at TechLearn, but we will also post these ideas and approaches on our web site for the industry to share. Just go to: and get the details.

3. Skills for On-Line Trainers: Linking. How do trainers increase the sense of resources that they share with the learners? How do they use linking, to everything from web sites to key resources, as a core of their approach to training. That is one of the most critical questions dealt with in our popular Skills for On-Line Trainers Seminar. Here are some tips from the class:

* Develop a group of web pages, located on the intranet, aimed at different types of learners. For example, I may get some folks that want examples from other companies, not just ours. I would have a few pages, already posted, that could be the basis of a link for each of these learners. Over time, trainers will have dozens of links that can be strategically deployed.
* Develop an on-going intranet for each class, live or on-line. We use this in our seminars. One of my staff builds real-time pages, based on questions and answers from the group.
* Create Knowledge Maps of key people in the organization. Draw routes to colleagues that have resources and are willing to share them with learners.

(Skills for On-Line Trainers will be offered next in Washington, DC in August - )

4. Tips for No-Show Students. We often focus on "punishing" the no-show student. In fact, it is rarely their fault. We found that 74% of no-shows were triggered by the manager or supervisor of the learner. I believe that we need to focus on how do we reach the no-show with alternative learning strategies. When someone cancels from a class, let's send them a wide range of resources that might be more available. They may have a smaller question than the agenda of the class or they may be on a mission critical task that keeps them from the classroom. Rather than looking at how do we levy no-show fines, let's concentrate on how we can provide them, and their manager, with alternative learning strategies. Whenever I have done this, I always end up seeing the learner in the future at another event.

49 - Special Report from Washington, DC - Federal Learning Initiative Briefing

1. LearnBots: Searching for Learning - In a recent focus group with corporate learners, the concept of a LearnBot was raised. The group brainstormed their needs in the learning arena and quickly "invented" the idea of a wizard that would automate a number of the dimensions of their quest for knowledge. Here is what they wanted:

* A friendly icon on their desktop, with intelligence and access to a deep set of data on their needs as learners, which would go out and get them the learning they needed. We dubbed this learning agent a LearnBot.
* LearnBot would look for learning in a variety of places. It would search formal on-line courses, go to intranet and external sites and be deeply linked into the knowledge management process of the organization.
* LearnBot would also add a learning perspective to traditional search engines, revealing which sites found during a search were offering content maximized or ideal for learning.
* LearnBot would take care of the registration and reminding process, so a worker could maintain involvement in a wide range of courses and on-line universities.
* LearnBot would learn from the reactions and critiques of other learners, within the organization and externally. It would find out if other folks found a specific piece of learning helpful.
* LearnBot would have a note taking capability, to allow small segments of learning to be gleamed for on-going access and linger value.

LearnBot does not exist today, but this group of learners really wanted it. Why? They felt that on-line learning would not be a series of structured courses, but rather a level of access to knowledge on demand. They wanted to be able to frame their searches for knowledge based on their desires for learning (eg: Find me a small video briefing on economic development in Ireland for a non-economics major!). And, they wanted to spend the majority of their time learning vs. administrative and accessing tasks. Are you listening developers? These were well-funded organizations ready to buy. Build us some LearnBots!

2. The Hidden Exit Costs of Learning Technology Choices. With the daily announcements of new products from the learning technology industry, there is a growing concern about the hidden costs of exit. Organizations considering major investments in authoring systems, delivery systems, on-line universities, media servers, video conferencing technology or other learning technologies need to plan for the almost inevitable need to switch platforms or systems. Some of this is natural and will be made painless by vendor supplied upgrades. The growing work on technology standards in our field will help in other instances. But, as sure as the stock market rises and falls, there will be continued flurry of mergers, acquisitions, bankruptcies, strategic shifts and plain failures that will force organizations to bear the cost of leaving a technology.

One interesting exercise to consider is to calculate the Cost of Exit (COE). What will it cost the organization, if the supplier of this technology ceases to exist or if the technology platform is made obsolete? How much effort and resources would it take to re-purpose the content or shift to a new hardware platform? While precise numbers are almost impossible to calculate, it is value to do the exercise. Ask your vendor what their strategy is to lower your exposure on COE. Push for compliance with standards, as a hedge against high COE costs. We don't mean to raise COE as a reason to delay a product selection, but add it to your awareness as your plan your learning technology choices.

3. Federal Learning Initiatives Push Forward. The Department of Defense, Department of Labor and the White House sponsored a gathering of government and industry leaders recently in DC. I was honored to be asked to facilitate this meeting, keynoted by Dr. Henry Kelly from the White House Office of Science and Technology Policy. There were over 50 agencies represented and most of the major learning technology players. The issues of standards, emerging models of learning and collaborative strategies were the core of the meeting. It was exciting to see the levels of cooperation that are occurring between agencies as they face the same challenges as corporations in preparing for new learning delivery systems. Follow the work of these groups at

4. TechLearn '98 On-Line Seminar to Start in 3 Weeks. The more than 820 registrations in our TechLearn '98 Conference to be held this November, will start an on-line component via the internet in just three weeks. TechLearn is much more than a conference. The four days in Orlando are the core of the experience, but there will be a pre- and post- conference on-line seminar provided for all registrants in the program. The first course will focus on the Decisions for Learning! This will be delivered and facilitated over the internet and will start in the middle of July. If you have not already registered for TechLearn '98, go to and sign up today. Details for the on-line seminar will be sent to registrants on July 15th.

5. Skills for On-Line Trainers: Diagnosis of Confusion. How do you read the eyes of your learners when you can't see their faces? That is one of the most critical questions dealt with in our popular Skills for On-Line Trainers Seminar. Here are some tips from the class:

* Use value continuums to help learners define and declare their confusion levels. Ask learners to rank their levels of confusion from 1 to 5, rather than asking if they are confused in a binary, yes or no.
* Ask for understanding first before confusion. When chatting with a learner, ask them which elements of the concept they understand, then follow with their arenas of confusion.
* Leverage peer learning groups. A peer developed "Mind Map" can be used to help small groups of learners chart their knowledge comfort, changing those topics that are still fuzzy to another color.

48 - Special Report from The Hague, Netherlands - Technology & Learning '98

1. Harvard Manage Mentor: On-Line Management Resource A number of large corporations are looking towards Harvard Business School Publishing to jump start their provision of on-line resources in the management skills arena. Harvard Manage Mentor is an on-line resource, delivered over corporate intranets that include management tips, tools and checklists, including relevant articles from Harvard Business Review. Their business model is to lease access to this collection, focusing on topics like coaching, hiring, time management and setting goals, to the organization on a site license basis for a minimal fee for user. There is also a capacity to add corporate resources. You can check out an on-line demo of this service at

2. School of the Future Visited. While in Netherlands this week, we had the opportunity to visit the site of a new institution in Hertogenbosch. The Dutch government has commissioned the creation of a School of the Future, to create prototypes for how the next generation will learn and study. Focusing on the age range of late teens and early twenties, the School of The Future will feature the latest in learning technologies and collaborative processes to extend the power of education. They are in the final stages of construction on a building site that would make all of us training professionals jealous. It will contain a blend of learning lab setups, technology hosting facilities for distributed events and models for coaching and simulation.

The director of the School of the Future, Ian Ginn, detailed their desire to be a spoke in a worldwide hub of research and development for learning and technology. We made an on-the-spot arrangement to bring Ian and the School to the TechLearn '98 Conference in November via video. We'll tour their new facility which will have just opened in November and look at the state of learning technology in Europe. You can check out their emerging web site at and see a picture of the building as it nears completion.

3. IT Training Industry Booming in Europe. I was honored to be the keynote speaker at the Technology and Learning '98 Event in the Hague. The learning marketplace is booming. The same key issues face learning organizations worldwide: doing more with less; extending the reach of classrooms and figuring the PLUS and MINUS of on-line learning. On the second day of the Conference, there was a special symposium for IT Training Companies in the Netherlands. Over 100 entrepreneurs attended a frank dialogue about the future of computer training. The skills gap is live and well in their country and their organization, VOI, is focused on coordinating the country's training marketplace to address the future issues. Thanks to SPC Training for hosting me in their country and helping to bring together these marketplace meetings.

4. WTMT: "Worthless to Me Tomorrow" Added to Expanded List: In our last TechLearn Trends, JITNOT (Just in the Nick of Time) made its debut. Dawn Adams from Asymetrix has written in with three additional phrases that would suggest the crazy times we all work in: CUIY: Could've Used It Yesterday; ADMI: Almost Didn't Make It; WTMT: Worthless To Me Tomorrow

5. Sybase Launches Next Generation Learning System: Sybase has launched a new learning architecture and delivery model for training. I had a chance to preview it in Holland and was impressed with the structure and ease of use that is embedded into this new technology. Rapid development is also a core element in their model. The model assumes a pre and post-class on-line component and a technology facilitated in-class component. Check out a demo at Sybase's web site and follow the path to Next Generation Learning at

6. Host a Regional Meeting for TechLearn LIVE! Broadcast in September! The second TechLearn LIVE Satellite Broadcast will be hosted at more than 300 sites around the world on September 10th. Consider hosting a 3 hour meeting at your site. If you have access to a satellite disk (KU, C Band or Digital) or a video conferencing setup, you can be the local site for a gathering of training, learning and technology colleagues. Last April 1st, over 17,000 folks attended one of these sessions. We anticipate over 25,000 participants this Fall. @e are asking local contacts to host an additional one hour roundtable on learning and technology issues and concerns. Organizations may also sign up to receive this on an in-house basis as well. There are NO costs or fees charged. To sign up, just go to We will post a list of sites in the middle
of July.

47 - JITNOT: Just In The Nick of Time Training!; Print a Personalized Newsletter from the Intranet/Internet; The Training Room of the Future!; Rotating Notetakers in Classrooms

1. JITNOT: Just In The Nick of Time Training! You have probably heard the phrase, JIT, which stands for Just in Time. Yesterday, while presenting at the Lockheed Martin Training Conference, I heard a great new twist on this phrase. Candice Phelan, Manager of Corporate Training and Development at Lockheed Martin has coined the phrase: JITNOT - Just in the NICK OF TIME. It describes the rapid development pressure that training departments are under in meeting the needs of business units. I smiled at this one!

2. Print a Personalized Newsletter from the Intranet/Internet. We are still a long, long way from the paperless office. In fact, targeted printing is a great way to extend on-line knowledge transfer. HP has released a new utility that can be used to create daily or weekly personalized print newsletters for each learner. HP Web PrintSmart takes selective HTML content and creates readable formats. We think a utility like this can be easily used in the learning community. Check it out at

3. The Training Room of the Future! We were recently hosted at Steelcase, a major designer of office furniture systems. Their training room would be the envy of every training manager, with awesome flexibility in the seating, A/V and ambiance. Our assignment was to help brainstorm what the training room of the future will require to leverage changes in learning technology and training models. They are building a new training center and are interested in hearing from other corporations that are building "out of the box" training facilities. If you have built an interesting training center and would be willing to share your experiences, send me an email at This is a great topic for a dialogue, so we are adding a brainstorming session at TechLearn '98, where all participants will get a chance to design the learning facilities of the future.

4. Rotating Notetakers in Classrooms. Here is a simple idea to create learning reference content for members of your next class. Make the taking of notes a collaborative, rotating process. Each learner is given a one hour period to take very detailed notes, for the rest of the class. This can be done in long-hand or with a rotating laptop. The content can be edited by the trainer and the results can be printed out, posted as a website or sent as an email. The detail and perspectives that come from an intense hour of note taking in a longer class will create a wonderful set of resources for the learners.

5. AOL Buys ICQ, Collaborative Market Gets Hot! AOl purchased the product line of ICQ, from Mirabilis. They paid hundreds of millions of dollars for this new product which has 0 profits to date. Why? ICQ is used to create instant chat and web presence sensing between remote users. Millions of users have already downloaded this utility. Watch for the marketplace of collaborative technology to soar in the next 24 months. Info about ICQ is at

6. Four Groups to Co-Host TechLearn '98: We are proud to announce that four groups will be co-hosting TechLearn '98. Each of these groups will have a co-sited conference at the event in Orlando in November. ISA (Instructional Systems Association), CEdMA (The Computer Education Management Association), On-Line Learning Council and The TechLearn Collaborative (50 Organizations Collaborating Together). In addition, a wide range of companies are scheduling trainers conferences at TechLearn '98. To register for TechLearn '98, just go to

46 - Special Report from ITTC Conference, Newport, RI

1. Turning Conference Rooms Into Technology Learning Centers. There are only a few classrooms in any company, but there are hundreds of conference rooms. Imagine a technology that would affordably turn these rooms into hubs for on-line and distance learning and collaboration. I recently visited Intel headquarters in Oregon with our chief technologist, Matt, to get a briefing on their new product line aimed at conference rooms. The latest Intel Team Station System for conference rooms has a range of interesting features, including the ability to use 3 different transports (ISDN, Dedicated Lines and IP), function with a blend of internet/intranet collaboration as well as videoconferencing and also be used as a presentation tool for single room events.

The ability of organizations and training vendors to use this genre of technology to provide scheduled and impromptu distributed learning sessions is exciting. The price point of this system, which allows speeds of 384 kps and high bandwidth IP video, is in the $9,000 to $14,000 range. We were impressed with the ability of meeting participants to "send" presentation documents to the conference room and to use the IP connectivity for pre-meeting and runtime meetings, reserving the higher speed video for prestige events. Check our their site at

2. Next Wave of Computer and IT Training Topics. I just delivered the opening presentation at the ITTC Conference in Rhode Island. This is the 21st year of this user run conference for the computer and IT trainers in the Northeast. It is intriguing to notice several changes, including the shift of a large, majority segment of instructor led training to outsourced business partners. Many colleagues that used to work for banks, insurance companies and other organizations in the New England area are now doing similar jobs for private training centers and other learning service providers. Here were the topics that I focused on as the next wave of computer training we will see in the next 12 months:

* Document Management with Intranet Connectivity. The upcoming release of next versions of office suites from Microsoft and Lotus both focus on user capability for the creation, publishing and management of information on corporate intranets. For example, Office 9, Microsoft's upcoming release, gives users enormous web document publishing and sharing capabilities. Training will be needed in both procedures and processes for leveraging this exciting capability.

* E-Commerce Demands Training. Every business unit will be in the e-commerce business. Not just the retail version of on-line selling. Think of the wide range of business unit transactions that can be moved to browser based access. This will require a wide scale skill building effort to create, manage and quality control internal e-commerce.

* Departmental Enterprise Databases and Development: There will be a great demand for business units to have access to IT skills to manage the departmental side of enterprise wide databases. This will drive the demand for more application developers with core business skills.

These topics will be the focus of the *** Computer Training @ TechLearn '98 *** focus are at our November Conference. IT and computer trainers will be able to refocus for the next waves of training opportunity and demand.

3. Accounting and Consulting Giants Get Serious About Training Business. What we used to refer to as the Big Six is focusing deeply on the training business. For example, yesterday Deloitte Touche announced that Dave Ehlen, the former CEO of Wilson Learning Worldwide would head their Training Services Group Integrated Cost Reduction Strategies. Pricewaterhouse Coopers has unveiled its on-line training and knowledge management tool, along with a services focus to help clients implement enterprise wide learning. More major announcements are planned for the next several months from every major consulting and accounting group.

4. TechLearn Focus Topics Announced The detailed curriculum development for TechLearn '98 kicked into high gear this week with the announcement of a wide range of Focus Topics. Each of these Focus Topics will be led by a corporate or governmental learning manager and will feature discussions, panels, simulations and problem/solution sessions. Here are a sample of Focus Topics:

* Skills Gap @ TechLearn '98: Focused on meeting the rapidly growing gap between available and required skills in the workplace.
* Government @ TechLearn '98: Focused on the learning needs of Federal, state and local government, military and intelligence community training managers and developers.
* On-Line Learning @ TechLearn '98: Focused on the difficult decisions of when, how, and when not to use on-line learning as part of a corporate training methodology.
* Knowledge Management @ TechLearn '98: Focused on the intersection of Knowledge Management and Training in the organization.
* ROI/Assessment @ TechLearn '98: Focused on a series of simulations and discussions of effective and proven assessment and ROI strategies.
* International Training @ TechLearn '98: We are pleased to announce that Khaled Al-Zamel from Saudi Arabia will lead a global dialogue on how training differs as we move around the globe.
* Learning Careers @ TechLearn '98: Focused on the development of a career plan for learning and training professionals as we move into the digital age.
* Training Marketplace @ TechLearn '98: Focused on the changing world of buying and selling learning and training products and services. Special price and budgeting simulations and studies.
* Benchmarking @ TechLearn '98: A detailed process to compare your organization's implementation of varied learning approaches as compared with over a thousand other companies and agencies.
* Failures and Disasters @ TechLearn '98: Yes, we are going to go public with a variety of failed projects and corporate efforts. Learning professionals must learn from our common mistakes!
* Orientation Prototype @ TechLearn '98: We will be designing over 100 new models of how to conduct employee orientations using emerging technologies.
* Classrooms and Technology @ TechLearn 98: The classroom is here to stay! How can technology supercharge and extend the classroom learning and training experience.
* Philosophy & Methodology @ TechLearn '98: Organizations and learning professionals are developing and adapting philosophies and methodologies to leverage technology in the organization. Here is a chance to reflect and expand your approaches.

To reserve your space at TechLearn '98 and to be eligible for the free
on-line class for all participants that starts on July 15th, go to


45 - The Quiet Bandwidth Revolution & Learning; Training Warning: Highlight Hotel Charges for Connectivity; Let's "SIM" It

1. The Quiet Bandwidth Revolution & Learning. Bandwidth is becoming less of an issue! Over the past year, the issue of bandwidth has quietly become less of a hurdle for the delivery of on-line learning. At work, bandwidth is steadily increasing. Organizations are stepping up to the bandwidth challenge by adding more access to the Internet, using proxy servers and smartly managing intranet based content collections. Mobile and home based workers are also experiencing greater bandwidth through the rise of services like Sprint's new Integrated On-Demand Network and cable modem technology. Even 56K service over dial up connections is more available with cleaner lines and fewer busy signals.

Combine this with ever increasing competencies in the compression arena and new formats for predictive or planned downloads, and the issue of bandwidth isn't as much of a hurdle as it was a year ago. We still don't have full motion video quality available and there are some dark spots on the bandwidth map, but let's appreciate how far and fast we are moving in this area.

2. Training Warning: Highlight Hotel Charges for Connectivity. Training departments need to warm their travelling employees about the risks of being "scammed" by hotels charging outrageous rates for local calls by laptop users logging in to corporate networks or the internet. While in San Francisco, I recently stayed at the Holiday Inn on California Street. I dialed up a local access number for 96 minutes of network access. Upon checkout, there was a $111 charge on my bill. The hotel charges for local access, which costs them 9/10 of a cent per minute, more than $1.00 a minute. There is a small type warning on a card in the room about local charges being billed at current rates plus a surcharge, but this is outrageous! Training departments should add this as an item for their orientation for mobile workers. From now on, all MASIE Center employees will ask for the specific charges for the local access number when checking in. And, we won't be staying at that hotel for a long time. Buyers beware!

3. Let's "SIM" It .. Predictive Simulation for Learning. Soon, we will add the phrase "let me SIM it" to our jargon. Imagine having the ability to simulate a decision, task or approach PRIOR to implementation. For example, a manager is about to have a difficult conversation with an employee. What if they could "SIM" it, either by calling a SIM desk at the HR department or running a simulation program on their desktop. Imagine a worker having access to hundreds of simulations that would allow them to see the varied predictive consequences of different actions. Spreadsheets, with pivot tables, to allow for easy mixtures of numerical "what if's" would be one form of a "SIM". Procedural or behavioral simulations would allow employees to practice an action prior to taking a risk. Pilots could take a couple of quick "SIM" sessions for landing at an unfamiliar airport on a cockpit computer, to build their knowledge and confidence base. Simulations can also provide a wonderful portal for learning. We are predicting that the predicative simulation market will be a major arena for development in the next 24 to 36 months.

4. ASTD Report: Asking Key Technology & Learning Questions. The ASTD Conference in San Francisco has just finished. Over 7,000 training professionals from around the world gathered for an intense week of seminars, workshops, expo walking and coffee pot dialogue. Here are some observations gleamed from conversations with colleagues:

* They are almost overwhelmed by the number of new technology offerings being targeted at the training community. More than 80% of the booths in the expo were offering technology solutions or products. A key question on the minds of managers I spoke with was: How do we make a LEARNING decision about using technology.
* The international marketplace for learning and training is HOT! Thousands of the participants were from overseas. Training is alive and well in the international community and core learning programs and technologies are being invented for export from places like Israel, India and Ireland.
* Computer training is being integrated into mainstream training. A good number of the computer trainers that we have known for years are now housed within their core corporate training departments. As a large majority of the teaching of computer courses is outsourced, the coordination of IT training is being driven into mainstream organizations.
* "How do we blend approaches?" While there is a great interest in the use of on-line learning and other learning technology, a big question on the minds of attendees was how to blend diverse methods into a unified learning offering. The conversation was not about authoring processes as much as it was about creating new models including both classroom and technology mediated learning.
* Evaluation and ROI were hot topics. Training departments are being asked to develop clear metrics for the evaluation of the impact of learning investments. Knowledge Management projects are increasing the pressure for these numbers. It was one of the hottest, best attended set of sessions at the event.

5. TechLearn '98 To Being Early with On-Line Learning Class. In a desire to "walk the talk" of multi-method learning, TechLearn '98, our annual conference, will begin several months earlier, in the form of an on-line class. "Key Decisions for the Future of Learning" is an on-line, interactive learning experience, that will be taught by Elliott Masie, starting the week of July 13th. It will contain dozens of hours of content, including benchmarking surveys and multi-media streamed seminars. The course is free to registered participants in TechLearn '98, which will be held in November in Orlando. A second class on "New Roles for Training Professionals" will also be provided to TechLearn registrants, starting in October. For information and registration: (Note: attendance is limited, over 700 participants are already signed up.)

SURVEY ON GENDER VOICE PREFERENCE: We have had over 1,400 responses to our latest survey. The results will be posted in the next few days. If you have not added your views to this survey, please go to:

44 - Palm Sized Learning on Horizon; From Housing Projects to Campuses of Learning!; Pre-Book Learning and Training Time

1. Palm Sized Learning on Horizon. Just as the cellular phone expanded our vision of telephones, palm sized computing devices are about to bend our conceptions of on-line learning. Hundreds of developers are walking around the Microsoft Fusion Conference here in New Orleans with the new Palm PC from Casio. After getting a discount from the manufacture, these developers and training providers sat down at the lunch tables and went right from exploration to building business plans. Many like me were already using the Palm Pilot from 3Com. This genre of devices will provide a whole new model for how and where we can deliver learning activities and content.

For example, imagine a learner receiving the notes from a class, along with supplemental learning materials and even simulations ... beamed to their palm devices via IR or wireless. Imagine providing a performance support tool on a daily basis to workers, based on their schedules, for new content and tasks. Imagine handing this device to each new employee as the core for their orientation activities, including pre-scheduled learning conversations with knowledge experts in the organization. Imagine using the new audio and even video capabilities of these devices to present short, deeply portable classes.

We have just started Project HAND, within our TechLearn Collaborative, to develop a simple proof of concept for what learning via this technology might look like. I'd suggest you do your own experiments, grab one of these devices and start inventing. On a personal side, this might even resolve the conflict between my wife and I about the role of Digital Pictures. She wants a way to have an easy to look at picture that she can use as she talks to friends and family. Hear that 3 Com and Casio...there is a market for the Palm Photo Album.

2. From Housing Projects to Campuses of Learning! The Department of Housing and Urban Development has developed an exciting new initiative named "Campus of Learners". The goal of the new initiative is to transform selected public housing developments in cities across the nation to campuses where every resident is pursuing educational opportunities. This initiative recognizes the importance of an education-oriented "contract" between residents and each campus, whereby residents agree to enroll in an education program as a condition of living on campus. Focus the residents on learning contracts and add technology to access learning...the result: opportunity. Information about this program is available at: We will be providing a video report on this project at TechLearn '98.

3. Tapscott: The Generation Lap! Don Tapscott, the author of the Digital Economy and Growing up Digital, was a presenter at the Fusion event. He introduced a great concept...that we have created a "generation lap". For the first time, according to Tapscott, youngsters are actually an authority on a topic that is critical to the older generation. From families to organizations, some of the greatest authority in the new technologies exists in the youngest people. Tapscott says that this "lapping" of the generation is a critical factor to observe in the years ahead. He talks about an effort underway in Finland to use 5,000 students as tutors for their teachers in technology skill development. I was intrigued by this concept, so we are inviting Tapscott to include a panel of high school and junior high school students (your future employees) in his keynote at November's TechLearn Conference. You can check out his very cool web site at

4. Pre-Book Learning and Training Time. It is getting harder and harder for employees to make time for training. In our deeply interrupt driven organizations, there is never a "good" time to attend a class, especially when it requires leaving work for a day or more. The rate of last minute class cancellations and registrations is soaring, creating whole new levels of stress on the scheduling function of organizations. We have started to advocate the concept of adding greater status and formality to the one or two training periods during the year for an employee.

A employee might actually have a "learning week" hard coded into their schedule for the year, even before the content was selected. This week would be seen as a deeply non-negotiable event, up there with vacations that get booked months before. While there will still be a percentage of last minute juggles and cancels, it would be clearer support for the need to respect the importance of periodic knowledge maintenance. Question: Would you be comfortable if your airline decided that it was better to fly the plane for revenue rather than taking the scheduled maintenance. Hmmm!

43 - E-Commerce Demands Training Readiness; Libraries: Learning Professionals Support for Access; 5 Tips for Dull Classes

1. E-Commerce Demands Training Readiness. The growth of E-Commerce, business conducted over the Internet, is growing dramatically and creating several areas of demand for additional training. As small and large businesses experiment with conducting their business directly with customers over the "Web", a whole new set of skills are required within the organization. These include:

* Changing the selling and customer support process. Less emphasis is placed on information transfer and more on clarification and adoption. Even the role and structure of compensation plans may change as more of the customer contact is conducted through extranets.
* Technical skills to build and support e-commerce. While this looks like an IT function at first glance, the meat of an effective e-commerce strategy must be driven by the people who live and breath commerce: the business, sales and marketing units. The day to day structuring of e-commerce requires major cross-departmental coordination and training.
* Management readiness. A good number of executives really don't get e-commerce. While they love the idea of revenue coming into the company with little effort, most are not of the digital age. There is a direct need for management briefing and training (including being e-consumers themselves) to insure smart strategic decisions.

Training departments should get ready for the potentials of e-commerce. At The MASIE Center, we were shocked to see almost 81% of all of our registrations for TechLearn '98 and our seminars shift to web based registration. We have had to shift many of our own processes and build our staff's competency in these new arenas. Are you folks ready?

2. A Learning Media Selection Tool. We recently received a note from a colleague in the Air Force about a tool that they are using to help make media selection tools and run ROI calculations. You might want to check it out. It is called ADVISOR from BNH software. The url is:

3. Libraries: Learning Professionals Support for Access The MASIE Center has joined a number of learning and training companies around the country that are supporting public access to the internet through the libraries. It is critical that we work to prevent a HAVE and HAVE NOT situation of kids with access to information technology. The libraries are one of the perfect places to build high speed and abundant access. Librarians have the ability to coach and train youngsters in the use of internet resources and it is a perfect extension of the mission of the library. Last week, The MASIE Center made a $30,000 donation to the Saratoga Springs Public Library to provide three years of high speed access for the citizens of our town. We encourage our readers to look into ways that corporate support for library internet access can be expanded.

4. 5 Tips for Dull Classes We often get questions from classroom and on-line trainers about strategies for teaching really dull material. Let's face it...sometimes the information in a class is not exciting and one has to "slug" through it. Here are a few of our tips for teaching dull classes:

* Chunk the content! Smaller chunks of dull material are easier to swallow. I will often break a dull class into 20 minute modules rather than 1 hour sections.
* Increase the interaction. David and Roger Johnson, from University of Minnesota, have found that dullness can be overcome by interaction. I would rather talk my way through some dull stuff rather than be a passive listener. Shift the mode to small group learning.
* Break the sequence! It is critical that learners know where it will end up. I used to teach a dull data base course from start to finish. Then, I switched and started with the end of the class...the reports. Suddenly the dull material had a purpose.
* Watch your own attitude! Learners don't know it will be dull. But, if the trainer starts with a sigh and announces that this is "dull but necessary", it creates a bad mindset.
* Go Visual! The duller the material, the more visual I want to be as a trainer.

We would welcome other tips from TechLearn Trends readers. Send them to

5. MASIE Video Taping at ASTD Conference. If you are planning on attending the ASTD Conference next week in San Francisco, please join us for a special session. Elliott Masie will be videotaping an interactive talk called: "Teaching and Learning in the Age of Technology: New Perspectives for Training Professionals". This will be taped on Wednesday, June 3rd, at 5:30 PM in the Moscone Center, Room: Gateway 103. The taping will last approximately 75 minutes.

41 - Special Report from Miramichi, New Brunswick, Canada

1. Net-Knowledge Skills. Some of our definitions of knowledge acquisition may change as we enter the Digital Age. How does one cope with the amazing increase in the total quantity of available information? How do we filter the valuable from the trivial. And, how do we coach our employees in the process of learning in this new environment.

We have been toying with the concept of Net-Knowledge Skills. Imagine a set of skills that a person learns (in school or at work) that helps them with the processing of knowledge. A updated view of Learning How to Learn. I could imagine that some of these skills might include:

* The ability to ask for a high level view of information and being able to quickly extract a valuation of the content, rather than a retention of the content. I hear about a new drug for a rare disease. I get the top 2 facts and also know how important it is to me or my family. And, I know where the bookmark for the information is.

* The ability to search for information. If I had to teach only one internet skills, it would not be the downloading of files. I'd focus on the process of building successive searches for information.

* The ability to take referenced notes rather than digested notes. Note taking is changing in the age of word processing and the internet. What will be the new models of note taking? What is the next generation yellow

We will be expanding this list in the weeks ahead. I'd be interested in getting your additions to this list. What are the knowledge acquisition and retention skills of the future? Send me an email to

2. An Entire Region Dedicated to Technology & Learning. I was blown away by what I saw in Miramichi, Canada. After taking 4 planes to get to this rural region of Canada on the Atlantic, my mind was blown by the technology and learning focus that has been built by a visionary government, community college and corporate supporters. The Province of New Brunswick has made IT their major thrust for development. It is seen in the region wide network that has been built to connect every home, school and business. Trailer park houses have full bandwidth ATM connections of at least 10 mps for $20 a month. This technology is then made the focus of a unique educational program at the Miramichi Campus of the New Brunswick Community College.

They have built a program to create the next generation of employees and companies in the learning technology field. In two years, a student builds instructional design skills, animation skills, on-line learning concepts and is targeted towards the creation of new models of learning delivery. I was the keynote speaker at their annual conference and saw a dozen student "companies" that were developed by second year students. Each had a new product idea and business plan. But, these plans don't stop there. There is a business incubator process in place to provide funding and office space for these new companies the next year. And, to guide them to market. This region is dead serious about learning technology products as their next generation of export products. Impressive! We will feature the faculty and students of Miramichi College at TechLearn '98. Their web site is

3. Women in Training Symposium at TechLearn '98 We have had a number of requests from women in the training and learning industry to create a series of sessions looking at the unique challenges and opportunities in our field. We are pleased to announce that there will be a special "Women in Training & Learning Symposium" at TechLearn '98 (November 15 to 18, 1998 in Orlando, FL). The topics will include:

* Career Paths After Training... Is Training a Glass Ceiling
* Women Executives in Service Roles
* Success Stories and Hurdles
* Technology Professionals....Impact of Training Assignments in Your Career
* Learning Technology....Creating Options in the Workplace

If you would like to help with the design of these sessions, please send an email to Information about the entire conference is at

40 - Money Back Guarantee on Driver's Education Via Technology; Content Capturing....The Alternative to Content Authoring; Knowledge Management Readiness Test

1. Money Back Guarantee on Driver's Education Via Technology. Learning via technology is taking a great step forward in a new product aimed at teenagers and new drivers. Sierra's new Driver Education '98 provides great simulations, content customized by geography and even a money back guarantee if you fail to pass the driver's exam. We have been using a previous version of this product in our Road to On-Line Learning Lab, as an example of effective instruction. Sierra has bumped the new version way up the sophistication chain. They have even bundled in a steering wheel in the $100 version of the product, to allow hands-on driving experience. We were very impressed with the ability for a teenager to select the "driving after alcohol" option and see how the car response decreases with intoxication. Thumbs up to Sierra. If you want to check out their web site it is

2. Content Capturing....The Alternative to Content Authoring. Business units will be demanding more and more content for learning! There just will not be enough time, resources or skilled designers to use an authoring model for all of the content. Knowledge Management will create enormous demand for rapid creation and dissemination of information that can be used to improve skills and performance. The MASIE Center believes that we are about to enter the era of Content Capture.

Content capture is focused on "extracting" small chunks of knowledge from subject matter experts, using video, audio or even text. In the Capture world, we will be focusing on the "Cycle Times" needed to launch a learning program, with as few hurdles to rapid deployment. We still need to make sure that the content is accurate, logical and of value for the learning objective, but the assumption is that there may not be an AUTHOR in the process. The role of the author may become more of an editor, reviewer or template builder.

Watch for new products and services aimed at content capture in the months ahead.

3. Knowledge Management Readiness Test. Knowledge management is all about the ability of organizations to leverage the intellectual assets quickly and accurately. Here are a few questions from a Knowledge Management Survey being developed by The MASIE Center. Check to see how your organization would rate on these questions:

How would your organization go about finding these knowledge assets. How long would it take? How difficult would it be? What would be your success rate? At what cost of time and money?

- A salesperson is visiting a major prospect. Who in our company has ever done business with the prospect in their current or former job? Did anyone ever work there?
- Last year five key managers left the company. What knowledge did they take with them that we have not replaced?
- Karen is heading over to Singapore for a business meeting. Who are the best people to coach her on doing business in that country.
- What were the most expensive government regulations for us to comply with last year?
- How long would it take us to retrain everyone in our organization on using a new travel expense form? What would be the cost of that training?
- How much did we spend on all types of learning last year, by department?

These questions are not meant to depress you! Rather, they are some of the key questions that should be on your mind as our organizations integrate Knowledge Management models into our business and training approaches. TechLearn '98 will feature key sessions and task forces to prepare training departments for the role of Knowledge Management.

Upcoming MASIE Center Events: ( Seminars:
- Skills for On-Line Trainers
- The Road to On-Line Learning LAB & Seminar

39 - Special Report from Paris France and London, England

1. Bubbles of Self-Absorption - A Cultural Challenge. In a recent Trends, we chatted about the need to create Bubbles of Concentration, to help learners focus in an interruption driven environment. However, there is a flip side to the user-technology relationship: Bubbles of Self-Absorption.

The best example of this is the behavior of a mobile cell phone owner in a public place, like an airport lounge or train car. I took the Eurostar Train yesterday, connecting Paris and London in just 3 hours. A man in my car placed and received a series of calls. He spoke in a loud voice, intruding on the experience of the other folks around him. It went on for the entire trip. It was amazing how technology placed him into an alpha zone, making him so self-absorbed that he didn't even have a clue. I finally said something to him. He went into denial and finally said that it was his "right" to use the technology.

We see lots of examples of how technology can change our pattern of behavior, often with ill effects on the human relationships that we are in at the moment. I am guilt of telling my wife that I will only be on the laptop for another few minutes, only to work for another 90.

One great piece of news in the London Times this morning was that British Air was setting up a no-cell phone area in the business lounge.

The moral of the story? It is not an easy issue. But, we need to deal with the impact and use of technology by our employees. How can we spend millions on customer service training if we don't look at how our customs for using technology may actually be dysfunctional. To paraphrase a political slogan... cell phones aren't rude, the owners of them can be...unconsciously.

2. Telephone Companies Enter Retail Market for On-Line Learning. The next big players in the on-line learning marketplace are the telephone companies. Check out the new site from Bell South's World Class Campus. Dozens of courses, starting with computer and IT training, using streamed multimedia, for as little as $9.95 for a week of usage. Bell South has 17 million customers. Large scale marketing efforts, with popular pricing like this, signals the next phase of on-line learning development. The technology and services are provide to Bell South by IBM and Street Technologies. Check it out at This is only the first of many efforts by phone companies into this marketplace.

3. Reader Suggestions for Ideal Trainers. We have received over 150 emails from folks that wanted to add to our list of the "ideal trainer". Here are a few:

* A trainer who is not afraid to say "I don't know (the answer), but I'll get back to you or let's see if we can figure it out". Jan De Buriatte, Higher Colleges of Technology, Abu Dhabi, U.A.E.

* A trainer who knows how to best leverage the technology available today to train better and faster, with a higher rate of retention and a greater return on investment. Kirk Hine, International Learning Systems, Inc.

* A trainer who respects the value of a timely break. Julie Shepard, Arthur Andersen

* A trainer who is wise enough to know that the best part of the job is the part where she learns from the students, and lets them know it. Cheryl Mann, Sidley & Austin

More to follow. If you want to add to our growing list, send an email to:

(During this trip to Europe we are taking a look at how technology and learning are being supported by large scale government support and private industry consortium efforts. We'll send some follow-ups in the weeks ahead).

Upcoming MASIE Center Events: (
- Skills for On-Line Trainers
- The Road to On-Line Learning LAB & Seminar
- Fresh Look at Computer Training

And... TechLearn '98, November 15 to 18, 1998 - Orlando, Florida - Our Annual Conference

38 - Special Report from Appleton, Wisconsin - Higher Education Consortium Meeting

1. Learner's Wish Lists for the Perfect Trainer. I have been compiling a collection of wish lists that people have for their perfect trainer. Here are a few of the top items:

* A trainer who knows how to tell a great story without drifting from the learning objectives of the course.
* A trainer who remembers how difficult it is to be sitting in a classroom, while they walk around.
* A trainer who dramatically reduces my need to take notes.
* A trainer who asks us a question that keeps me thinking for the next week.
* A trainer who puts all of the resources on a web page.
* A trainer who actually did the tasks they are teaching.
* A trainer who smiles and shows their love of teaching.
* A trainer who is available during the breaks for contact and questions.
* A trainer who is a learner.

Add to the list! Send me a note to

2. Two Types of Pilot Programs: On our recent TechLearn Collaborative call, our 40 corporate members discussed types of pilot programs for emerging learning technologies. Here is a key distinction in two types of pilots:

* The Learn It Pilot: The purpose of this pilot is to create a learning experience for their training professionals. The pilot's objectives are to test new technology and learning approaches. This pilot does not have an outcome target of learning accomplishments, but rather is focused on the learning of the group that is exploring this learning technology.

* The Prove It Pilot: The purpose of this pilot is to make a business and performance case for the effectiveness of the proposed learning approach. This pilot is focused on learner outcomes. Prove It pilots are deeply observed and should attempt to key as many of the variables constants (e.g.. content and audience) while testing the key new variable (learning technology).

It is critical that the organization agrees on which of these models is being implemented when conducting pilot programs!

3. Video-Conferencing at the Desktop for Learning! We have been testing a wide range of $100 to $120 cameras, that we are using in The MASIE Center lab at bandwidths from 28.8 to T1. The opportunities to enhance and expand our definitions of learning through continuous video-conferencing and collaboration are awesome. Grab your camera and get ready for an explosion of video conferencing at the desktop and in the classroom, using the LAN, WAN, Intranet and Internet.

In the next six months this field will gain dramatic brainshare as new technology and consumer acceptance focuses on low cost desktop videoconferencing. Learning will be one of the hot applications (after on-line retailing and X Rated content). Watch for major announcements later this summer on Desktop Videoconferencing Learning products and services. We are adding a Vidcon Learning component to TechLearn '98 ( At Vidcon Learning we will provide 60 desktop video units in our Exploratorium. These will provide a non-commercial opportunity to try teaching and learning over video conferencing. Stay tuned for details!

4. Free On-Line Learning Trials. We have another offer for TechLearn Trends Readers for a free trial to get personal experience with learning over the internet. Bill Rosenthal, Ziff Davis Education writes: "Training professionals can get a free, hands-on experience with on-line learning models by going to: " This site contains a wide range of IT training courses that will give you another look at the power of technology delivered learning. As trainers we have to experience this technology ourselves to gain perspective.

5. Colin Powell, Robert Reich and Don Tapscott to Keynote TechLearn '98. TechLearn '98 is pleased to announce a few of our keynote speakers. General Colin L. Powell, USA (Retired) will give the 1998 TechLearn Address on the critical tasks of developing our workforce for a new world. He will share his own experiences as a trainer in the Army and the challenge of training young people to work. General Powell is one of the most admired leaders in the world, identified as a strong role model of ethics and honesty.

Robert Reich, former Secretary of the Treasury, will provide the Skills Gap Keynote, focusing on the challenge of matching workers to jobs in the information age. Don Tapscott, author of the Digital Economy, will provide a view of the impact of technology on the roles of managers, trainers and knowledge brokers.

Over 575 managers and trainers have already registered for TechLearn '98. Go to for information and on-line registrations.

(I have been attending a meeting of higher education training and technology professionals in Appleton, Wisconsin. It is exciting to explore the role that technology will have in the changing nature of higher education. There are lots of powerful connections that we need to make between the corporate and education fields as we both tackle technology as a learning tool in the digital age.)

Upcoming MASIE Center Events: (
- Skills for On-Line Trainers
- The Road to On-Line Learning LAB & Seminar

37 - Special Report From Disney's Animal Kingdom Opening, Orlando, Florida

1. Three Trends That Are Around The Corner for Training & Learning. The MASIE Center has finished it's quarterly view of the three trends that are about to impact in the training, learning and technology fields:

a) Home Based On-Line Learning: Many of the technological advances have been boosted by home computing patters. For example, home PC use of CD's paved the way for their wide spread adoption at work. On-Line Learning will get a similar boost with the impending explosion of home base, personal interest learning and training programs. Retailers are gearing up to deliver classes that will go to the heart of your hobby interests, associations are targeting on-line learning as a new delivery channel, churches and temples are excited about building digital connections to their congregations and even health care groups are aiming at post-treatment courses to lower patient rebound levels.

b) Training Departments as Newsrooms: Let's imagine what the training department will look like in the near future. If we can move the bulk of the administrative side of training to the intranet and we see a continued use of outsourcing of instruction to external providers, what is the role of the internal training group. In addition to the management of the process and conducting needs analysis, we see a newsroom in their futures. Knowledge Management will bring a demand for instant publishing on a deeply narrowcast and personalized basis. We are working with a few training departments to build a newsroom model, where they will assemble and publish electronically delivered magazines and newsletters to the workforce, combining breaking news, professional development information and links to key on-line learning resources. "Stop the Presses" may be one of the chants we hear in the near future.

c) Skills Portfolios: The percentage of training and education that we receive AFTER completing our secondary and higher education is growing. In the future, we will have a need to provide workers with the ability to document and validate their training and skills. This is a challenge as organizations get gun-shy of lawsuits and cut back on what they can or will provide as details on a former employee's experience. Skills Portfolios may be kept by a professional association, a labor union or a third party body. We see a model for digitally validating experience, much the way we can digitally sign an email message. Organizations will be discussing skills portfolios and validation in the next 12 months.

2. Corporate PC's Below $600? Lots of conversation this week at COMDEX about low cost computers. Will prices drop below $600? Yes! MidWest Micro Corp. took the idea of the sub-$1,000 PC to a whole new level yesterday as the company announced a line of computers that will be tagged at less than $600. The Fletcher, Ohio-based firm said the NJ-200X Workstation PC is targeted at business users, is network-ready and is the first PC in its price range that is based on a 200-MHz Intel Corp. Pentium MMX processor. It costs $599.

3. Animal Kingdom Opening Report & TechLearn '98 Special! I had the delightful honor of seeing the new Disney Park, Animal Kingdom on it's opening day yesterday. This is a $800 million dollar tribute to design and also training. The experience is both a fun and educational journey. Everything that we know about how to capture the learning imagination is embedded into the design of this new "land". Great attention has been paid to the comfort and health of the animals, contrary to the press reports. In discussions with several trainers (our animal counterparts), it was clear that there is an organizational and personal commitment to making this an awesome experience for the full range of creatures. Technology also plays a fascinating role in the structuring of the animal and human interaction.

We are proud to announce that TechLearn '98 (November 15 to 18th in Orlando), will offer special discount tickets to Animal Kingdom for participants and their families. In addition to being able to visit Animal Kingdom on the Saturday or Sunday prior to TechLearn, we will also have a presentation from one of the team members involved in the design of this enterprise. And, a few special elements from Animal Kingdom may pop up at the Conference. Over 500 of your colleagues have already registered for TechLearn '98. Reserve your spaces today by going to

36 - Special Report from Workplace Learning Conference, Wisconsin

1. Labor Unions Focus on Learning & Training in Workplace. I am writing this column from the Workplace Conference in Milwaukee, Wisconsin. There are over 1,000 international labor union leaders, along with representatives from business, educational institutions and government agencies. As I looked out at the crowd during my keynote address, I was impressed with the intensity of commitment shown by labor leaders to the skills and training component of work. Key research has been conducted on the nature of the changing workplace and the needs for a changing workforce. The labor leaders that I met with are looking at how technology can be leveraged as a force for lifelong and workplace learning. Continuous learning will allow workers in low-paying jobs to develop a pathway to higher-paying jobs. On-line learning is being developed as a benefit for both workers and their families, jointly administered by labor/management alliances.

We heard reports on Learning and the Economy from Canada, England, Mexico and the United States. The linkage between learning resources and economic development is a clear and clarion call from government and labor unions to build training infrastructures that will serve the next several decades. The United Kingdom is moving rapidly towards a national grid of technology resources that will jumpstart the availability of technology delivered learning.

The coalitions that are being developed for workplace learning...the siting of learning alongside work, focusing on both basic skills and technical skills, is a powerful development in our field. For details on the outcomes of the symposium, check their web site:

2. Tips for Trainers: In-Class Web Page for Running Items. Every trainer has used the running list technique. Write down follow-up items on a piece of poster paper. It is a great way to store open issues in a course and make sure that the trainer can address these later in the class. Add technology and it gets very cool and effective. I've been using a technique that involves the development of a web site as the class progresses. Using Microsoft Front Page, I add links, resources and items to the web page throughout the class. This is posted live on a server, so that learners can access it during class or on the breaks. It is then a perfect follow-up device to use for post-class learning. Training departments or vendors can add marketing of future events to the list. Check out the in-class web that we just used in our On-Line Learning Lab and Seminar:

3. Time to Try It! Experiment With Free Hybrid Training Model. There are lots of trainers that I meet whom have never taken an on-line learning module. And even a smaller percentage have never tried a hybrid offering, blending on-line content with access to a live instructor resource. We are pleased to point TechLearn Trends readers to the offer by

This course, which lasts for 2 weeks from when the person enrolls, is titled "Internet Concepts" and enables the person to take advantage of all the benefits of a regular Scholars course. These benefits include access through online chats, email and newsgroups to Learning Advisors who are online 24hrs a day, 7 days a week plus daily personalized email containing course related questions, supplemental information etc. Students also gain access to the Scholars' Community; several thousand students who are pursuing similar goals. The actual courseware can be downloaded from the Scholars web site. Enrollment is continuous so you can start anytime.

This is a free offer, which can be found at


35 - Spending on Internet Faster Than IT Spending; President Announces Support for IT Training for Dislocated Workers

1. Build Your Benchmarking Survey! This is an invitation to the readers of TechLearn Trends to contribute one or more questions to the 1998 TechLearn Benchmarking Survey. In early Fall, we will survey 1,000 organizations throughout the world on their current and planned activities in the technology and learning/training arena. This survey will be published at TechLearn '98 and will form the basis of a deep set of discussions about the critical factors (pro and con) in the implementation and evolution of new training models.

Each question will have a "host" who will help us draft the query, help test the answer options and then who will assist in the analysis of the results. We already have 14 questions from MASIE Center Members and are seeking approximately 50 to 80 additional questions. This will take about 5 to 10 hours of your time over the next several months. And, if you can attend TechLearn '98, we will have a special role for you in helping to facilitate a dialogue on these key questions and challenges.

An example, Wal-Mart submitted a question about the types of technologies that are being used to distribute learning to multiple sites. They would like to see current and planned uses of internet, intranet, satellite, CD Rom and other media for distribution of learning. Add your question to this.

Please send an email with you question, name, organization and contact information (including a non-PO Box for shipping materials) to As there will be a large overlap, we will ask folks or organizations to cooperate on these questions. This survey will be published, without charge, to the field in December 1998, following dialogues and validation at TechLearn '98. The survey will be coordinated by a committee from The MASIE Center's TechLearn Collaborative and the On-Line Learning Council.

2. Spending on Internet Faster Than IT Spending: Businesses are turning to Internet technologies to cut costs and raise productivity so often today that corporate spending on 'net-based technologies is outstripping spending on information technology in general, an International Data Corp. (IDC) analyst said the week at the company's annual Directions seminar, held in Tokyo.

"Internet spending is not synonymous with IT spending," said John Gantz, IDC's senior vice president of personal systems, peripherals, collaborative computing and services.

Gantz said that IT spending through 2002 in the services industry is expected to grow at an average compound annual rate of 20%. That industry is spending more than the retail segment, which has an expected annual growth rate of about 15%. Meanwhile, IT spending growth in the utilities, communications/media, banking and discrete manufacturing industries will grow on average of about 10% annually, and the insurance industry will see a 5% growth rate, Gantz said.

This trend is being seen in the use of intranet based front ends for computing. One group has developed a web based center that reflects every major change in the life of an employee. A single form will update dozens of required forms in paper format. The internet and intranet investment is pushing innovations such as these.

The MASIE Center believes that this is a strong sign of the growing support base for network delivered aspects of On-Line Learning and Training.

3. President Announces Support for IT Training for Dislocated Workers : Grants totaling $1.6 million are being provided to projects in four states to continue for another year highly successful programs to train dislocated workers for high paying jobs in information technology. The grants were announced this week by President Bill Clinton and Secretary of Labor Alexis M. Herman.

"We must be able to re-tool our workers to succeed in the technology-intensive jobs of the 21st century," the President said. "These grants, and others like them, will help our workers into high-wage, secure jobs, and keep America competitive in the global economy. "

"We must invest in workers' skills, so they have the tools to adapt to new technologies, and make change work for them, not against them," Secretary Herman added. "All Americans must have opportunities for lifelong learning, so that they can be equipped with the skills to find and hold good jobs with rising incomes and good benefits throughout their lives. "

These demonstration projects for High Wage Job Opportunities for Dislocated Workers are in Dallas, Texas; Clovis, Calif.; Waltham, Mass.; and Southfield, Mich. Each project will receive $400,000.