Connect Activity Insights

In the design process it became apparent that a connect activity can be something as simple as a few rhetorical questions for the learner to "connect" the knowledge to a real world application. While designing I had to specifically identify the simple objective and recognized that my connect activities were a part of a larger Module of learning. There were several "Do" activities to educate the participants on the topic, once that is complete, then I could have them complete the connect activity assignment. I used the format of a brainstorming session as a summary activity, to allow the participants to practice the knowledge they had learned about various learning styles and apply it immediately to adjusting branch training delivery styles. I created a YouTube video to describe the instructions and posted it for others to view as an activity idea and see how many people would go to look. I am really interested in the possibility of a personal "brand" and how technology could support that fact. If I continue to perform educational research, gain contacts via Twitter and collaborate information, and generate instructional videos about training, in time, there will be Web presence that can be identified.

Attached is the second video I have made http://www.youtube.com/watch?v=4jnexpxzWfk&feature=channel. As I watch my own work I really try to not overwhelm the learner by having too much graphics and audio at the same time. However, I realize that I am a little "dry" and in my efforts and may need to bring some more "flash" to the videos. Practice makes perfect.

Have you ever thought of using the web to become an expert on a topic, or to build a network of "like" minds? If so, how did the process evolve? Where is it now?

Brooke

New Learning Activities - Connect

This week our charge is to create a connect activity. Connect activities bring real-world applications to the learning. In my job, we require many connect activities because we have a short time to train an employee, and the expectation is when they head back to the store, they will be ready to go. My desire is to create templates of connect activities that could be used by corporate trainers in various fields by inserting specific criteria or using an on the job training form that is required by many employers. I have searched for similar, free examples or templates, and have not found the resources that I imagine. For example, the connect activity I envision includes the new employee, on the job trainer for that employee (usually another employee with more experience), and a manager at a minimum for a group. In the classroom, you could perform the activity with a minimum of three employees in each group. If you had a larger group size, the classroom trainer could add another role such as a customer, or a higher level manager to each group. The 3 - 5 roles could be scripted so that discovery questions are asked and a specific role play is required. Allowing the group to build a skit based on questions allows them to interact and work together. When the role plays are being developed, the classroom trainer could visit with each group and then provide them with a "red" card which is a challenge that could be presented for that day. In any industry, an employee who is training a new hire may have the best plans for that day. When they arrive at work, they could be short staffed, they could have an overwhelming amount of customer issues, or other challenges. When these problems arise, the employee who is training may not be able to train, but they just "take over" and the trainee is stuck just watching, not doing because they are in a crunch. This may happen day after day, and when the trainee arrives at the end of their training time, what have they actually learned or been able to perform. The challenges are that for the employee performing the training, the manager, and even a higher level manager, be able to support the challenges faced during an on the job training session. In the classroom setting, these "red" cards allow for each member in the class to understand that they may need to redesign their training plan for the day, or allow the employee to work through the challenges that are presented for that day.

What do you think? Could this type of training activity, be applied to various industries? How do you handle on the job training?