Read Online at:
http://www.e-learningguru.com/articles/ezine/guru3_2.htm

Thanks to all of you who passed along my last Great Big E-Learning Predictions for 2004 Issue to your friends. Had more web traffic and e-mail responses in response to this issue than to any other.

One of my predictions for 2004 had to do with off-shore development. Interesting to note that the cover article of the Feb issue of Wired magazine is "Kiss Your Cubicle Goodbye" in which they note that "tech jobs are fleeing to India faster than ever."

Seven Tactics to Drive Learner Motivation

I often teach that learner motivation is the most important predictor of e-learning success, and that the ARCS model (i.e., attention, relevance, confidence, satisfaction) is a great tool for designers. I once asked Michael Allen why he didn't include ARCS in his great book, Michael Allen's Guide to e-Learning. Turns out, he has something better. And now he describes his thoughts on learner motivation in his latest newsletter... ("Wax on, wax off")

Michael details seven ways to build motivation:

1) Build on anticipated outcomes
2) Put the learner at risk
3) Provide the right content for EACH learner
4) Use an appealing context
5) Require multistep tasks
6) Provide intrinsic feedback
7) Delay judgement

Read the full article at: http://ezine.alleni.com/stories/story2_1.html

Evaluating Workflow Learning Results

In the 1890's the first motion pictures consisted of simple recordings of magic shows, plays and vaudeville acts -- because entertainment = stage was the accepted model.

As we move from the model of e-learning as workshop, to e-learning as part of workflow we must also update our notions of design, management and evaluation.

My friend Ed Arnold begins to tackle the evaluation issue:

...the Kirkpatrick model may soon find itself outdated. This is because the model is course-centric: participants first take a course and afterward a measurement is taken on the impact of that discrete event.

However, technology is transforming learning away from discrete events and into a continuous, on-the-job process. How do you measure the impact of diverse learning technologies like just-in-time learning modules, collaboration, communities and knowledge management? Even cost per seat becomes fuzzy when done in the more complex setting. Here are some factors that I believe should appear in a training assessment model...

Read Ed's fulll article at: How Can Business Measure the Impact of Training?

Hands On: Hints and Tips for Recording Voiceovers and Working with Audio Talent

Multimedia and e-learning producers routinely work with professional voice talent to narrate their tutorials. I just discovered that one of the narrators my firm uses, Ian Alexander, has put together a list of hints and tips. (Ugh, and to think back to all those times I did line readings to people!)

• Read your copy out loud, or better, have someone read it to you
• Write exactly what you want to hear (e.g., fifteen dollars and ninety-nine cents, not $15.99)
• Direct, don't read
• Rule of thumb: 155 words = 60 seconds

To read Ian's VO tips or to use his voice visit:
http://www.ianalexander.com/hints.html

Know anybody interested in learner motivation or evaluation? Will you send them this e-mail?

Here's to living and learning and no more line reading,
-- Kevin

Kevin Kruse is the e-learning columnist for CLO, Chief Learning Officer magazine, author of Technology-based Training (Jossey-Bass), and President of AXIOM Professional Health Learning. He can be reached at kkruse@e-learningguru.com.