Using Peer-to-Peer Approaches to Extend eLearning’s Reach

In a perfect world, learning professionals would design eLearning modules and courses which would then be made available, with everyone who should take it logging and completing the material. Needless to say, we live in a less-than-perfect world. And even when people do engage the eLearning material, the transfer rate of skills and knowledge is often abysmally low (to the tune of only 20%, according to some studies). When your eLearning efforts are meant to spark a significant level of organizational change, consider using peer-to-peer approaches to extend eLearning’s reach. Continue reading

The Importance of Combining Leading and Teaching

We expect a lot from our organizational leaders these days, from creating a compelling vision that employees can latch onto and accurately assessing the economic landscape to setting organizational culture and performance expectations. If all of that has happened at your organization, don’t think you can sit back and take it easy. Evidence is mounting that another key role leaders need to play is that of teacher, but not in the traditional sense you may be thinking. Continue reading

Level 4 Evaluation for eLearning: Results

The previous article in this series was about Level 3 of the Kirkpatrick Four-Levels Model, tracking the desired changes in behavior. In this final article, it’s time to see how the previous three levels of evaluation feed into Level 4, which is about business results. Continue reading

Level 3 Evaluation for eLearning: Behavior

In this series of articles about eLearning evaluation, I’m drawing upon Kirkpatrick’s Four-Levels Model to lay out the basics of what you should be accomplishing with your own efforts. Previous articles introduced the model (eLearning Evaluation: Kirkpatrick’s Four-Level Model), laid out more than 40 different sample questions across 7 different categories for Level 1 Evaluation (Level 1 Evaluation for eLearning: Reaction and More Questions for Level 1 eLearning Evaluation) to measure the audience reaction to your eLearning module or course, and gave you three best practices for Level 2 Evaluation of Learning (Level 2 Evaluation for eLearning: Learning). Now it’s time to tackle Level 3 Evaluation, which is all about behavior. Continue reading

Level 2 Evaluation for eLearning: Learning

In this series of articles about how to evaluate eLearning efforts, I’m making use of the classic Kirkpatrick Four-Levels Model originally developed for training evaluation because it’s also the perfect framework to use in the eLearning environment. The previous two articles dealt with Level 1 evaluation of the audience reaction to the eLearning course or module. Now it’s time to review the essentials of Level 2 Evaluation, which involves assessing the level of learning that took place. Continue reading

More Questions for Level 1 eLearning Evaluation

When you need to evaluate the effectiveness of your eLearning modules and courses, there’s no better place to start than the tried-and-true Four-Levels Model developed by Douglas Kirkpatrick. In my last article on this, Level 1 Evaluation for eLearning: Reaction, I presented 19 questions in the categories of learning objectives and content. Now it’s time to dive right in with many additional questions in several more categories so you have a pool of questions to choose from when designing your own Level 1 eLearning Evaluation tool. Continue reading

Level 1 Evaluation for eLearning: Reaction

In this mini-series about eLearning evaluation, I’m drilling down into each one of the levels of Kirkpatrick’s Four-Level Model, which is a classic approach that remains both solid and relevant in the digital age. In Level 1 evaluation, you’re tapping into and measuring the reaction of the audience that just finished the eLearning module or course. This article tells you how to do it. Continue reading

eLearning Evaluation: Kirkpatrick’s Four-Level Model

I’ve written about how important assessment is for eLearning (or any training, development, or learning effort for that matter), and this is one area where it pays to get back to basics. There’s more to evaluating eLearning than just reflecting on how it went in a general sense. If you want to really do a serious evaluation of an eLearning module or course, then you need a solid framework, and there is none more solid than the classic Kirkpatrick Four-Level Evaluation Model. This article will summarize the four different levels, and then there will be at least an article devoted to each level (maybe more) so you can drill down into the details of what to do. Continue reading

The Challenge of Measuring Self-Paced Learning’s Return on Investment

As training options expand, many questions remain unanswered about self-paced learning’s return on investment and how to measure it.

First, it’s important to consider the fact that both the workforce and the nature of the workplace need to be taken into account when measuring self-paced learning’s ROI.   Continue reading

Instructional Design for Older Workers

As the ability to retire at 65 becomes a pipe dream for many Americans, there are a growing number of older adults in the workforce. While some younger workers like to joke about their older colleagues’ work habits – for example, printing and filing important emails due to a deep mistrust of cloud storage – instructional design for older workers is not a joking matter. Continue reading