Online Learning

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Marc Rosenberg

"There are several. First of all, we tend to equate a 'learning culture' with a 'training culture.' The first is about organizational transformation and a belief that everyone -- from the rank-and-file to the CEO -- has, that learning is an important component of organizational success. The second is focused on the 'activity' of training, which may, or may not be the best way to bring about learning. Also, to equate learning with training is to severely limit your options to instruction and courseware, and to relegate other informational approaches to secondary status. That is not how most people learn.

Another obstacle is assuming management support, when, in fact, it may be minimal or non-existent. Just because an executive says e-learning is a cool thing doesn't mean he or she will be favorably inclined when you present them with a $2 million bill for technology and courseware. Speaking of which, another obstacle is the mistaken belief that technology equals an e-learning strategy. Buying catalogs of online courseware and an LMS may be a good idea, but only if you clearly know what you hope to accomplish with the investment. Most training organizations rush to purchase e-learning programs and tools before thinking about what they'll do with them.

Finally, I think we still try to measure e-learning by the old classroom and training center paradigm. Within a corporation, few people care about course catalog size, tuition received, student days, post test scores or hours of training delivered. Until we can communicate impact and value, even perceived impact and value, we'll never get true buy-in."

• "Learning. Current views support a definition of learning that revolves around a change in the brain, in what we can remember and use, when needed."
  
  
• "Information support and coaching. While learning is directed at enhancing individual capacity, information support and coaching focus on building an external resource into which the individual dips at the moment of need....Perhaps you don't want to rely on your memory or elect to invest in memorizing the information. Or perhaps it's so critical that you don't dare make a false move. When these circumstances are in effect, the topics become candidates for online help systems, technology-based coaching, or a nifty online support tool..."
  
  
• "Knowledge management. When information grows into a full-blown system that reaches out to capture, organize, and stir organizational brainpower, knowledge management (KM) is happening. KM is an attempt to maximize the "smarts" that exist within people and organizations."
  
  
• "Interaction and collaboration. Even though classroom instruction is often remembered for its interactive moment,

  	"Under this big tent of e-learning, the functions are enmeshed, so that users experience few hiccups between taking an online class, consulting an online coaching tool, or referring to a knowledge base."

  technology too can be used to engage, stir, and foment. It can bring people together for many purposes, such as one-to-one development and coaching, online communities of practice, pre- and post-class listservs, and individual engagement with complex simulations and examples."
  
  
• "Guidance and tracking. New technology enables more and better guidance, assessment, tracking, and information. ...Systems can guide individuals towards critical skills. Managers can enjoy a better view of employee skills and knowledge....Executives too can capture a view of organizational skills and needs..."