eLearning Development Policy

Hi Ian,

I have recently been working on this to tackle issues you mention above. It has also helped me develop my own understanding and get a grasp on our approach to eLearning. So I can further embed our philosophy into everything I create.

https://www.britishcanoeingawarding.org.uk/our-educational-philosophy/

Cheers

Ricky

Hi Ricky.  Thanks for this.  Just been having a look and it appears to be exactly what we need.  Do you mind if I use it as a template for our own policy?

And I don't mean that I'm going to use it as is, but draft our own version up, with your's as a guide!  Just wanted to clarify that!

Thanks

Ian

Hi of course use it for ideas :-)

It's openly available anyway, 

Our philosophy is something we hold dear, along with the three criteria, so if you were to use those, I would ask you reference back to us,

I would be intrigued to see what you come up with :-)

Cheers

Ricky

I've found that to distinguish between problems that can be solved via training and those that cannot, it's helpful to have a model you can use in the early stages of the project, as you are gathering information from the client. For this purpose, I like Carl Binder's "Six Boxes" model.

For a quick overview, see: http://www.sixboxes.com/Six-Boxes-Model.html

For a history of the development of this model, see: http://www.sixboxes.com/_customelements/uploadedResources/SixBoxes.pdf

The model identifies six major factors that influence people's behavior, and you can see that "Skills & Knowledge" (Box 4) is only one of the six factors. Hence, only problems which are caused by a lack of skills and knowledge are candidates for being solved via training, and not every problem falls into the "Skills & Knowledge" box.

Even when skills and knowledge are a component of the solution, it's often necessary to address factors in boxes 1-3 to avoid sabotaging training's effectiveness. For example, if learners are going to be trained to use a particular software or hardware tool, but the tool is not issued to them, then it doesn't matter how effective the training is: they won't be able to act on the training due to lack of the tool (Box 2).

Using the Six Boxes helps take you out of the role of "order taker" who is just expected to grind out whatever crazy e-learning course a client asks for, and instead puts you more in the role of performance consultant who creates training only when analysis indicates it is the right solution. That makes the model an important and useful tool.

Cheers!

    -Ray