Starting a Learning Process Online

Offline presentation of tools and discussion (photo Gerdi Keeler)

Offline presentation of tools and discussion (photo Gerdi Keeler)

On 31 January last, Gerdi Keeler and I conducted a workshop for NVO2 on how you can start a learning process online already before the first face-to-face event. In order to enable our participants to experience this concept, rather than just hearing about it, we created a closed online environment in which we shared smaller and bigger assignments with the participants. All assignments were related to the use of an online tool. Assignments were also all related to sharing experiences and information.

Using assignments before a learning process or training starts is of course nothing very revolutionary. In the sign up form, future participants are often asked about their motivation, about what it is they want to learn exactly and about their experience with the subject matter. Trainers or teachers also quite regularly ask participants to read something beforehand. All this information could be used to make participants aware of their own personal motivation to take part, to tailor the training to the real needs, to avoid spending time on something everyone already knows and to render the time spent together more effective by sharing some of the theory beforehand.

Also not new is the fact that such assignments tend to yield limited results, and that you mostly find out about how little results were achieved during the face-to-face event.

However, with the existing wealth of online tools you as trainer or teacher have much more possibility to get acquainted with your prospective participants than before. If you do not want to bother them, you can simply look up their LinkedIn profile to see what their experience is, and what skills they think they have. You can check out their Twitter account to see what makes them tick, and if they have a blog you can find out even more about their interests, activities and skills.

If you would like to engage with your participants before the training you can make use of many different online tools. You can ask them to share pictures, videos, cartoons, etc. or to comment on a blog post if you want to go in the direction of Flipping your Classroom.

These assignments can of course be sent out and collected via e-mail. But why take the risk of miscommunication? We all know a thing or two about “Reply all” in moments when it shouldn’t have been used and vice versa, as well as those times that you think you are sending something to one person and it turns out your address book selected another person with the same name. And why not use the chance to create a network of the participants? In other words, it is worth your while to create an online environment where you  and participants can post assignments, results, questions and replies.

Yammer network

Yammer network

In any case, we decided to create a closed network on Yammer for our communications with the participants.  We felt that this tool would provide the best possibility for discussion and sharing, and would probably not be too difficult to use for most people. Just in case, we shared a short guide on using Yammer via e-mail as well as in the Yammer network itself, so that participants could look up certain functionalities as they went along.

Most of the assignments we shared  involved visual tools, like Bitstrips, Wordle, Tagxedo, ReciteThis and the like. In all, some 12 tools were shared, excluding Yammer. Some tools were used by all participants, some by none and most by the majority of participants. Bitstrips, Wordle, Tagxedo and ReciteThis were the most popular tools: they were the most used and participants were the most enthusiastic about them.

What did you gain from the online start? In Spiderscribe

What did you gain from the online start? In Spiderscribe

Participants were very enthusiastic about the online start. They liked getting acquainted online. They found this way of starting “inspirational“, and had learned a lot from the tools and tips shared and from the exchange online. The tools presented were useful and clarifications provided were helpful. They had gotten a lot of ideas for their own work. This had motivated them hugely.

Reflections on the online start underlined the importance of selecting the right tool for the online environment. For some participants Yammer had been easy to use, and as the few questions they had were answered swiftly, they did not experience problems much. For others, however, it felt as if they had to learn two things: to use Yammer and to learn about the online tools offered through Yammer. It seems that they did not consider Yammer itself as one of the tools to be learned for an online start – just as your regular participant would see less use in investing time to learn working with Yammer compared to investing time in the course topic.

Another issue that was mentioned was that of expectations management. Participants had the feeling that they had to do everything that was offered, and that there was not enough time for this. In the end, no one managed to try out everything, although a few participants managed to try most of the tools. This issue could be seen either as a communication issue or as a responsibility issue: should trainers communicate precisely what needs to be done and how much time needs to be invested? Or should participants take responsibility for and ownership of what they want to learn, and also for those things that they decided are not top priority right now?

Here, I think, are some issues at stake that you might not encounter as much in case of offline assignments or even e-mailed assignments. While all assignments were individual-based, sharing them in an online environment where you also collect the products for all to see, could result in peer pressure, even if unintended. Participants see what others have done, they read the stories, questions and answers. In Yammer they can also easily check the statistics (although I do not believe they did in this case). They can also see when something was done – for instance, it would have been pretty much obvious if there had been a “last minute” worker included in the group. This is not the case if you send out assignments via e-mail and collect all replies individually. In that situation, people can be blissfully unaware of who has done what and whether that was within a suggested time frame or not. They also cannot see the quality of other people’s work. Of course, they can also not be inspired by each other, nor help each other out or learn from one another. Which is why we chose to create a network.

Another issue is that of the possibility to use certain online tools on the job. Some organisations do not allow the use of certain tools on work computers, and some people do not feel free to do such assignments from their work desks. This then leads to a need to do these assignments after work hours, from a home device. And that is something that some people simply do not like to do. That may not just be the case for employed participants, also freelancers can find it difficult to find time for self-development and can fail to see that certain tools will help them as professional as well. I do not think that this issue of work versus private sphere was too important for this group, but it was mentioned as an issue that could be important or even crucial to other groups of participants.

A last issue I would like to mention is that starting a learning process online offers the opportunity of a diversity that can be overwhelming and that is accelerated by the group process. As said above, during our ten days of online work with the group we shared 12 tools. Some of them were similar to each other and others not, some of them we asked participants to use, others we just asked them to look at. Some assignments could be ticked off in 5 minutes or less, other could take up more time.

Variety of tools shared, collected on Pinterest

Variety of tools shared, collected on Pinterest

Our idea was to share a variety of things that could appeal to different people, and to make sure that nobody would get bored by not seeing something interesting for a few days. This is also what we had experienced in an online course in which we were the participants ourselves: that people tend to “cherry pick”, depending on time available and the connection they see between what is offered and their personal and professional development goals. However, this is not how it worked for all members of our group. They got overloaded by the tools, the assignments, the products and reactions of others and seemingly unrelated discussions. My conclusion is that an online start requires a great level of discipline and balancing from the participants: they should dedicate time to it on a regular basis in order not to get lost, they should be very clear on what it is they want to learn and why, and they should make sure the online group process does not get in the way of their own plans and needs. On the other hand, as facilitator you will have to nurture these skills in the group members. I do not believe that labelling one assignment as obligatory and another not will help, nor that setting a requirement in terms of time investment will solve this. But I do believe that a facilitator should help participants set their own goals and that a facilitator should help create understanding for the different goals within the group.

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Tools for Learning

Jane Hart, C4LPT

Jane Hart, C4LPT

One of the websites that inspired me in 2011 is Top-100 Tools for Learning as developed by Jane Hart, founder of the Centre for Learning & Performance Technologies C4LPT. In the last 5 years this list was compiled annually, based on learning professionals’ experiences and input.

The list triggers my curiosity by providing just a short description in the list (Nr 1 – Twitter:  micro-sharing site), and by providing comments from those that recommended the tool if you click on it. From there you can directly link to the tool’s web address. This year, there is a neat summary available via Slideshare (embedded below), in addition to the list in text form.

What makes the list interesting and useful is not just the fact that it is a great resource, but that it makes you consider the tools on it in a different light. For instance, Twitter has been number 1 since 2009. Before I was directed towards the Top-100 in a workshop on Social Media for Learning and Change, I would not have viewed Twitter as a potential learning tool. Like many others, I thought Twitter was just to share how many coffees you’d been drinking that day, where you were and what you might be doing next. Since then, I have discovered I was wrong there and found that indeed there is a lot to be learned through Twitter.

That’s what makes the list a small adventure for me – there is always a small or big discovery to be had. If you are interested in learning and in online tools to facilitate learning, it is a must-check website!

In 2011 I have explored several learning and training tools that were new to me; some of them I found through the Top-100 and some through other channels. I have dedicated a few posts to my experiences with tools that I found to be (potentially) useful for NGOs I work with, like Delicious, Wordle, Yammer and a few TED Talks that I found inspirational. I plan to continue exploring new tools in 2012 and will share exciting finds through my blog of course.

But as I am sure I will not manage all 100 tools (let alone the 50 tools that did not make the list) I would invite you to experience the richness of the list for yourselves as well. I am looking forward to hearing about your adventures!

Resources

Top 100 Tools for Learning 2011

View more presentations from Jane Hart

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Yammer

If you need to collaborate in a closed group with members that are not sharing an office, you might like to try out Yammer. I started experimenting with Yammer recently in the frame of a curriculum on Social Media for Learning & Change in Organisations. In the short time I have been using it I have found it a very useful and easy-to-use tool.

In Yammer you can set up a network within which you can discuss, share information and develop documents.

Selected topic and posts - option to Follow

Selected topic and posts – option to Follow

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