Do you collaborate?

We are assembling a group of companies with existing active Second Life programs interested in collaborative training / collaborative applications of SL.
If you have an interesting project in one of the following areas:

    * company's knowledge base
    * development of e-learning modules
    * personnel reviews and testing
    * new hire orientation program (organization's structure and possible career paths)
    * brainstorming meetings (collaborative thinking and mind mapping)
    * project management
    * and, perhaps, other interesting applications

that will benefit from collaborative work and availability of graphical interactive representations of a concept, procedure, process, or structure you may qualify for
evaluation program of the new Collaborative Knowledge Management tool.
Please, see details at http://tinyurl.com/collaborate-in-SL and contact me via LinkedIn or SL (AHG Hallard)
(if tinyURL does not work, here it is in the full form: http://second-life-training.ahg.com/knowledge_management/Enterprise_Knowledge_Management_and_Collaboration_Solution_evaluation.htm

Here is also a full description of the Collaborative Knowledge Management:  http://second-life-training.ahg.com/knowledge_management/Enterprise_Knowledge_Management_and_Collaboration_Solution.htm The best thing about cKM in my not-so-humble opinion :-) is that it is accessible both from Second Life and the regular web interface)

Corporate Training and Collaboration

I just completed a video trailer for a mine and Gary Woodill's book. We, at AHG, do a lot of simulations and general Second Life projects (including shooting video in Second Life!), but when it comes to editing video I will not pretend to be a pro. Hope, you still enjoy the show! More info on www.TheVirtualWorldsBook.com  

 

 

 

Bench Me, Coach

That old John Fogerty song, Centerfield, never resonated with me. Begging a coach to put me in centerfield as opposed to comfortably (and safely) on the bench or off to the side isn’t anything I can imagine doing—unless it was the only alternative to being fired or not getting a much-needed raise.  Before you warn me not to bring this up in future job interviews, don’t worry.  I generally keep it to myself anyway, and the only reason I’m telling you is to illustrate how hard a case some of us (reliable, competent workers nonetheless) present to corporate coaches.

[Image courtesy of Grantland Cartoons ]

It isn’t that I, and many of my current and past co-workers, don’t like to contribute and be “part of the game.” It’s just that we don’t like to think of ourselves in our professional environment under the thumb of a “coach” of any kind.  We also don’t like the sports or competitive connotation of being “coached” to perform our jobs. It makes the relatively straightforward, sedentary process of dragging oneself every morning to work, and concentrating in a cubicle to complete often-dry assignments, more aggressive and intimidating than it really is. Business competitors aside, I never (or at least usually don’t) think of my cubicle as a boxing ring, tennis court, or stage. I question the aggressive enthusiasm of the term “coach,” and wonder about the mentality of office workers who like it. Instead of likable, productive over-achievers who ask to be placed in “centerfield” to honestly contribute, I’m reminded of the faux achiever who wants to be in “centerfield” and considered a central “part of the game,” and has a lot to say about what needs to be done, but in the end, has no ability to deliver on his ambitions. He may have initially intended to make good, and simply became overwhelmed by the scope of his plans; or this person knew all along it’s good to sound ambitious and beg for centerfield, but not so good having to worry about repeatedly running for and catching the ball.

When you bring a corporate coach into your company, how do you avoid this outside consultant getting monopolized and controlled by these “centerfielders?”  Employees over-enthusiastic to the work of the coach are bound to sign their own, and other innocent bystander work groups, up for unwieldy assignments. Even if they only sign up themselves for realization of unrealistic plans, isn’t there a good chance they’ll drag down others with their all-but-inevitable failure?  Stagnation isn’t a good thing, but if I have to choose between a stagnating, though workable, group of employees, and one that, under the guidance of a coach, sets dynamic, though disruptive, goals, I think I prefer just staying put—especially when there’s no money to spare for mistakes. Of course, if your company is flush with cash, that’s another story. I guess that’s the one caveat to my feelings about coaches with quixotic ideas. Trial and error, and changing your company’s work process into a lab for innovative experiments, is a lot of fun, and possibly very promising, as long as you can afford the error part. How many of you can currently afford setbacks in your work process in the name of professional growth and dynamism?  Other than Heiresses Incorporated, I can’t think of too many companies with that kind of financial freedom for experimentation.

Corporate coaches worry me because if they happen to generate a mess instead of the hoped for mess of cash, it’s you and your employees who have to clean it up. The coach by that time will have received payment for her work, and just may be drinking her third Pina Colada on the beach in Puerto Rico while you’re chugging expressos at midnight in a frantic push to finish all the “deliverables” this brilliant coach encouraged you to sign up for.     

Instead of bringing in a corporate coach from the outside to push your workers and company to greatness, consider peer coaching. Being asked to set objectives and benchmarks for improvement by those your employees work with everyday and are accountable to (especially when their failure causes these colleagues extra work) increases the chances they’ll set realistic, relevant goals.  If you’re not doing it already, add a peer coaching workshop or two to your 360-feedback regimen. Many of you already are asking employees to comment on the performance of co-workers, so why not take it to the next level, and ask them to help these co-workers make improvements in response to the critiques they’ve just delivered to them?  They’ll need a quick tutorial beforehand on the art of constructive criticism, but once that precaution is dispensed with, I don’t see many downsides to having the people who know them best coach your employees and vice versa.  If the peer coach gives thoughtless advice, he or she, as part of the coachee’s work group, will have to live with the results.

Believe me, centerfield is overrated. There’s glory to the centerfield position, but one of those balls you fail to catch could hit you in the head, and then think how worse off you’ll be?

Has your company implemented peer coaching yet?  Do you agree it’s much better than bringing in a corporate coach from outside the company?  What tips can you offer other companies on effective employee and company-wide coaching?

Effective training in 3D learning worlds – doing more with less.

If you are thinking of how you and your team will survive current downturn, you are not alone.  Over the last couple of months this became a theme of many conversations I heard and for a good reason.  Training is not going to be immune to this round of belt tightening.  Regardless of the level of your optimism, budget slashing seem to be the inevitable next item on the agenda, or perhaps it already affected you and your organization.  This is exactly the reason why AHG created a new training tool that allows you to cut budget without jeopardizing your work and future growth.  Trying to preserve budgets in current environment is a loosing battle. The better strategy is to concentrate on a solution that saves significant resources while improving training results – KPI’s, time to ready and durability.  Immersive Communication Training System (ICTS) can create uniquely-effective training solutions in 3D learning worlds, such as Second Life.  But this is only half of the story.  The second half is that you do need to hire or involve inside or outside programmers and training designers do not need to have technical background.  You create training simulations using intuitive Graphic User Interface.  If you are capable of using computer mouse to move color rectangles on a screen, clicking them to interconnect rectangles with arrows, then you can create a training simulation as simple as short sales call, or as complex as equipment handling lesson.

Prior to the age of personal computers, professionals would hand-write their notes and then have them typed by typists.  Similar situation still exists in training where instructional professionals design training and have programmers implement it using computer technologies.  It certainly looks like a silver lining of this downturn might be in the 3D learning environments (i.e. Second Life), and technologies, such as ICTS, to get rid of intermediaries.  Doing this might just be the key to preserve and position your team for better future in the times of slashed budgets.

You will find more information on http://www.ahg.com (click on the Immersive Communication Training System button, or click on the direct URL:

http://second-life-training.ahg.com/training_simulations/second_life_immersive_communication_training.htm

)

Second Life Corporate Training Roundtable Audio Record

Late June, Linden Lab celebrated the fifth anniversary of
Second Life.  The whole week, starting  June 30 was devoted
exclusively to business uses of Second Life.  AHG, Inc. was
asked to run a round-table discussion "Starting Corporate
Training Program in Second Life: Best Practices, Security
Concerns and Future Developments".

An hour and fifteen minutes - long roundtable discussion
was full of insightful information from people who have
implemented Second Life projects on an enterprise level
and now have unique prospective on both advantages and
deficiencies of Second Life and virtual worlds in general.

Panelists included Chief IT Architect of Michelin and
Business Director of Linden Lab,  Senior Analysts from
ThinkBalm and O'Reilly, Accenture Internet Channel Lead
and Business Director of Royal Philips Electronics, computer
and behavioral scientists.  We discussed security issues,
corporate use and growth patterns,  world-wide recruiting
project,  ways Second Life helps in enterprise mission,
and other issues of importance.

The audio record of the event  is now available for
download. If you are interested, you can request audio at
the following page:

http://www.ahg.com/Second_Life/roundtable_reg.htm

Second Life: best practices.

It is characteristic of a paradigm shift that significant differences and disagreements on implementation strategies exist during early adoption stage.  As a result, I was not surprised finding myself in the middle of such disagreement past Friday, April 25^th.  That day I was privileged to be on the Corporate training in Second Life panel of the vBusiness Expo (http://money.cnn.com/news/newsfeeds/articles/marketwire/0389917.htm). [An important note: Congratulations to Clever Zebra (http://cleverzebra.com) for great organization – rarely have I seen an event run so smoothly in any life – real or otherwise.] The discussion highlighted two opposing approaches in using Second Life in corporate environment.  Champions of the first approach first and foremost see Second Life as a social tool best suited to facilitate communication within the enterprise. Indeed, few people would argue that Second Life is a great communication platform.  What I would argue, however, that social networking is the most obvious, but not the strongest side of virtual worlds in general and Second Life in particular.  Indeed, you can find other tools that allow your team to remotely communicate, often using wider possibilities, such as use of whiteboard, VOIP, streaming video, etc.  In many cases your team will even feel more comfortable using remote conferencing tools, so if conferencing is the only reason you consider Second Life, you will be better off googling “remote conferencing software”.  My search produced 2,750,000 results for this term.  Not surprisingly, though, search on double-term “remote conferencing software”+”Second Life” produced no (as in “zero”, “null”) results, in its own way proving that Second Life is not a remote conferencing software. 

You might be surprised to hear that from such as committed supporter of Second Life corporate use, but I agree – if anything, conferencing is only tangential, at best, use of Second Life in the enterprise.  Second Life is unmatched in corporate training where it allows you to create experiential, immersive environment.  Even more importantly, it has tools to create training simulations in distinctly different areas, such as teamwork and leadership, communications, project management, technical training and others (see Second Life training simulations). Remote conference does not benefit much if every team member is represented by a three-dimensional avatar.  However, ability to run your three-dimensional avatar through a sales simulation in an environment closely resembling the real thing, or ability to assemble/disassemble piece of machinery in 3D before doing it in real life, or training tag-out/lock-out or other OSHA requirements, or training managers in giving meaningful annual reviews, or dealing with difficult people – these and other areas where companies spend a bulk of training budget and time – all benefit from the inherently strong experiential and 3D qualities of  Second Life.

Up until recently wider acceptance of Second life in corporate training was blocked by necessity to conduct training in a synchronous mode with instructor leading training at all times.  Indeed, in e-learning we expect trainees to be able to learn and practice on their own and instructor serve as a figure of authority and a safety net.  With the introduction of specialized e-learning smart robots (see Second Life robotic avatars) Second Life training can be switched to asynchronous mode.  Smart robots look and act as if they represent real people, but in fact are operated by computer software.  Every time a trainee logs in to complete assigned task the system logs the process for future assessment by trainee and instructor.  Detailed reports on specific tasks and progress reports are available.  Since robotic avatar software and training-related data are located on a corporate network outside Second Life data security is drastically improved.  This raises the whole issue of data protection and security in Second Life – too far from the topic of this post, but I hope I will have a chance to return to it next time I get to this blog.

Inspiration from Real Life: Engaging Your Audience

If you happen to walk down the snack aisle of your local grocery store, you might notice a strange addition to Dorito's offerings--a black bag with big white letters: X-13D. A strange name for a snack chip, eh? As it turns out, it's not actually a name yet. It's the X-13D flavor experiment--"YouMarketing," the consumers' turn to name and market a product. As the Web site informs you, it works like this:

Get it. Taste it. Name it.

But that's just the beginning. Once on the site, you must first register, providing Doritos with important data about who they're engaging and opening the door for getting more "information" from them.  But you don't mind the registration too much because you just know that your brilliant snack name is going to make you one of 100 chosen Flavor Masters. If you can adjust the controls of the Clue Generator properly, you'll get more information about the new flavor. And you can even record the dialogue for some pre-recorded video commercials. It's fun and engaging. As a co-creator, you're invested in the product.

I was inspired. I couldn't help but wondering how I might use this same idea to engage learners. Perhaps Doritos had provided me with an interesting and useful model for "YouLearning" or "Educational Co-Creation."  Here's how I imagine it could work:

That's just one idea among many possibilities. How does this inspire you?

Claudia Escribano is a Senior Instructional Designer for Vangent, Inc. a talent management firm that helps organizations create a high-performing workforce through customized blended, instructor-led, and e-learning solutions.

PowerPoint Musings

Recently, there has been some discussion in the blogosphere about the proper use of PowerPoint. I actually blogged about this topic on this blog in my Bullets Be Gone posting.

To address that issue in more depth, I have created a small lesson (less than 10 minutes) on some ways to modify traditional PowerPoint slides to make them more effective. You can check out the presentation titled Avoiding Death by PowerPoint. 

Then I came across a really funny, to me, presentation called Chicken Chicken. You can see that presentation by clicking below

The bottom line is that PowerPoint and tools like it are simply that...tools. The ability to actually have someone learn comes from the skills of the facilitator. You can't blame the tool...instead use the tool for what it is good for and don't use it when it is inappropriate.

For a more complete discussion of PowerPoint and to see what others have been saying about it, you can go to The Learning Circuits Blog Big Question which is PowerPoint What is appropriate? When and Why?

Karl Kapp is the Assistant Director of Bloomsburg University’s Institute for Interactive Technologies and a professor of instructional technology. See his own blog, Kapp Notes for information on the convergence of learning and technology. He is the author of the book Gadgets, Games and Gizmos for Learning.   

Adjusting Communication Methods to Meet Employees' Training Needs

By Amy Peeler

Audio, visual and kinesthetic communication each play a unique role in an individual’s ability to communicate effectively. Just as organizations develop training programs to meet their employees' varied needs, so too should trainers recognize the method they use to reach employees must vary, and in the best situations--combine.

Neuro linguistic programming (NLP), the science behind different learning styles, holds that we have different processes for analyzing things we see, touch, hear (visual, kinesthetic, auditory) and each person responds differently to each process. For instance, if you are an auditory dominant person (and only 10 to 15 percent of us are) or a visually dominant person (of which more than 60 percent of us are), we may not connect at the same level. You may talk in terms like, “I hear what you say.” But, if I’m a visual person, I would probably phrase that as, “I see your point.”

Welcome to Education Island

Sorry, didn't have a chance to post anything last month. But that's for the good reason – we just opened Education Island.  As always, regardless of all plans and schedules, most important questions had to be answered, problems solved and options added immediately before the opening.  Luckily, this is all behind us and Education Islandhas become a known Second Life destination for educators. We tried to make it interactive and fun – after all these are the qualities that make Second Life an attractive educational and training tool. 

One of the examples of interactive tools is our Team Tester.  Psychologists have known for a long time – and we, lay folks, have known this forever -- that a team of individuals can be more and can be less than a sum of its parts.  Results of a team effort depend much more on how well people work together, rather than on how great they are as individuals.  There is an experiment that allows you to test a team – give a group of people a simple task they need to complete in cooperation with each other and you will find if it’s a group of people or a team.

In Team Tester #1 we created a puzzle consisting of 9 cubes. The task is for several people to solve the puzzle without direct communication with each other.  We have been offering Second Life tours for educators and Team Tester seem to be very popular.  Interestingly, the difference in time it takes several randomly assembled people to solve the puzzle together varies between a couple of minutes to … forever (that’s when people just cannot work together).  Even more interesting that it happens to educators who know what the test is all about and one would think they would be able to better organize team effort.

There is also another variant of Team tester and an open auditorium with a few movies showing Second Life educational capabilities. Of course, you are welcome to sign up for a free Second Life tour. We currently run at least two per week and I would love to see you there.

                                 ###

Alex Heiphetz received Ph.D. in geophysics from the University of Pittsburgh. After working for a

consulting firm he started an independent company in 1997. Delta L Printing specializes in business services to training companies and educational institutions: training management software, publishing, audio and video production. Dr. Heiphetz can be reached via e-mail at alex.heiphetz@deltalprinting.com or through the company web site www.deltalprinting.com.