The AI-Artist Hype

Look, I get it. Seeing a robot staring through your studio window holding a palette might feel like something straight out of a sci-fi thriller where the humans lose in the end. Before you pack up your brushes and call it a day, let's take a breath and talk about what’s actually happening.

AI isn't a "digital ghost" coming for your soul; it’s more like a really, really fast intern who has looked at every picture ever made but has not yet grasped the emotion and the passion of the artist.

Why You Can Stop Holding Your Breath:

• It’s a Mirror, Not a Maker: AI doesn't "create" from scratch. It needs your thoughts. It’s essentially a massive pattern-recognition machine. It knows that a sunset usually has orange and purple, but it doesn't know the feeling of the sun hitting your face or the nostalgia of a summer evening. You bring the heart; the AI just brings the pixels.

• The "Soul" Factor: Think about your favorite piece of art. You love it because of the artist’s struggle, their specific perspective, or the way they broke the rules. AI only knows the rules. It can mimic a style, but it can’t invent a new movement or tell a story that's uniquely yours.

• From "Competitor" to "Colleague": Back in the 1800s, people thought photography would kill painting. Instead, it freed painters from having to just "record reality" and gave us Impressionism and Abstract art. AI is that same kind of shift. and as we all know,
  Shift Happens.  It can handle the boring stuff—like perspective grids or lighting references—so you can spend more time on the big ideas.

• The Human "Glitch": AI is perfect, and perfection is actually kind of boring. The "human" part of art—the slightly crooked line, the weird color choice made on a whim, the raw emotion—is what people actually connect with.

---

Think of AI as your "Power Tool"

If you were building a house, you wouldn’t be scared of a power saw; you’d be glad you didn’t have to use a hand saw for every single board. AI is the power saw. It helps you get to the finished product faster, but you are still the architect.

THE BIG QUESTION - Should artists create digital art using AI?

Oh Boy!. What a polarizing question!  It's Ethical and Existential so I want to cover this respectfully.

One the PRO side:

It speeds up so many tasks that keep you from creating your art

It helps with artist block, helping to focus thinking.

It teaches, encouraging new artists develop skills and techniques

It challenges artists to consider complete, hybrid or embellished outputs

On the CON side:

Ethics and Intellectual Property 

• AI trains itself on established styles and models, how would an artist understand that "Create a scene where a soldier arrives home to the loving arms of his mother." may pull imagery from Norman Rockwell's painting on the same topic. 

Devaluation of skill, talent, technique

• Using AI can get addicting. Overuse can cause the artist to lose skills over time.

"It all ends up looking the same."

• AI builds on all the movements. AI art may end up all looking the same. It is the artist who must develop the skills to command AI to create something new. 

What is the answer to the question? I don't think you have a choice.

• Ignoring AI may make you irrelevant.
• Learning AI may make you valuable.

Course Outline: Mastering AI and Writing Effective Prompts

Module 1: Understanding Artificial Intelligence

• Overview of AI: Definition, history, and key applications

• Types of AI: Machine learning, natural language processing, computer vision, etc.

• Ethical and responsible use of AI

Module 2: Getting Started with AI Tools

• Overview of popular AI tools (chatbots, image generators, data analysis tools, etc.)

• How to choose the right AI tool for your needs

• Setting up and accessing AI platforms

Module 3: The Basics of Writing Prompts

• What are prompts? Why are they important?

• Anatomy of a good prompt: Clarity, specificity, and context

• Examples of simple vs. complex prompts

Module 4: Advanced Prompt Techniques

• Techniques for refining prompts to get better results

  • Using keywords and parameters effectively

  • Creating step-by-step prompts for multi-layered tasks

• Common pitfalls and how to avoid vague or confusing prompts

Module 5: Using AI Across Different Domains

• Business applications: Writing emails, creating marketing strategies, and automating workflows

• Creativity and content creation: Generating stories, songs, artwork, and more

• Data and analytics: Extracting insights, forecasting trends, and solving complex problems

Module 6: Practicing Prompt Crafting

• Hands-on exercises in writing effective prompts for various AI tools

• Real-world scenarios: From customer service to creative projects

• Peer review and feedback: Comparing and learning from others

Module 7: AI Ethics and Limitations

• Understanding the ethical boundaries of AI-generated content

• Recognizing the limitations of AI tools and managing expectations

• Best practices for responsible AI use

Module 8: Building Mastery and Continuous Improvement

• Advanced tips for becoming a power user

• Keeping up with AI advancements and updates

• Exploring new tools and technologies

Capstone Project

• Designing a comprehensive project where students apply AI tools and write effective prompts to solve a real-world problem (e.g., creating a marketing plan, generating creative content, or optimizing a business workflow).

This course is designed to provide both foundational knowledge and hands-on experience, empowering learners to use AI effectively while mastering the art of prompt writing. Let me know if you'd like to dive deeper into any specific area!

 teachITnow is an experienced learning consultancy. We can help you develop such a course and manage your people's success using its content.  Call Doug @ 561-247-1555

 Transforming Business Operations with AI

Artificial Intelligence (AI) is revolutionizing the way businesses operate, offering unparalleled opportunities to streamline processes, boost efficiency, and enhance decision-making. By leveraging AI, companies can stay competitive, adapt quickly to change, and unlock new levels of productivity. Here are five key areas where AI can make a significant difference:

1. Process Automation: AI-powered tools can automate repetitive tasks such as data entry, scheduling, and customer inquiries. This not only saves time but also reduces errors, allowing employees to focus on more strategic initiatives.

2. Data Analysis and Insights: AI excels at analyzing vast amounts of data to uncover trends, patterns, and actionable insights. Businesses can use this capability for market forecasting, customer behavior analysis, and optimizing strategies.

3. Customer Service: Chatbots and virtual assistants driven by AI provide 24/7 customer support, handling inquiries quickly and efficiently. They improve the customer experience while lowering operational costs.

4. Inventory and Supply Chain Management: AI can predict demand fluctuations, optimize inventory levels, and streamline supply chain processes. This ensures resources are allocated effectively and reduces waste.

5. Personalized Marketing: AI enables hyper-targeted marketing campaigns by analyzing user behavior and preferences. Businesses can deliver relevant, personalized content that drives engagement and increases sales.

By integrating AI into these areas, companies can achieve operational excellence, enhance customer satisfaction, and position themselves as leaders in their industries. Embracing AI isn’t just an upgrade—it’s a necessity for sustained success in today’s fast-paced business landscape. Want to know more? Call Doug at 561-247-1555

Top 10 Tips for Building a Successful Business with Outbound Calling and Lead Generation

1. Define Your Target Audience
     Clearly identify your ideal customer profile. Knowing who you’re targeting helps tailor your messaging and improves the quality of your outbound calls and warm leads.

2. Craft a Compelling Script 
   A well-thought-out script that feels natural and engaging can make or break your outbound calls. Focus on empathy, active listening, and highlighting the unique value your service offers.

3. Leverage Data for Warm Lead Generation 
   Use tools like social media, email engagement metrics, and website analytics to identify warm leads—people who’ve already shown some level of interest in your product or service.

4. Choose the Right CRM
   Invest in a CRM (Customer Relationship Management) system that aligns with your business needs. Look for features like call logging, lead tracking, and automation to stay organized and efficient.

5. Personalize Your Outreach 
   Avoid one-size-fits-all messages. Use your CRM to track details about your leads and tailor your approach to their specific needs and preferences.

6. Stay Compliant with CAN-SPAM Laws 
   Understand and adhere to CAN-SPAM regulations. Provide a clear opt-out option in emails, use truthful subject lines, and avoid deceptive practices in your outreach.

7. Focus on Quality Over Quantity 
   Prioritize meaningful conversations with qualified leads over making as many calls as possible. This improves conversion rates and strengthens relationships with prospects.

8. Train Your Team Effectively 
   Equip your team with sales techniques, active listening skills, and knowledge of your product or service. Regular training ensures consistency and professionalism in every interaction.

9. Monitor and Analyze Performance 
   Track key metrics like call duration, conversion rates, and lead engagement. Use this data to refine your strategy and improve your overall approach.

10. Build Trust and Relationships 
    Focus on creating lasting connections with your leads and customers. Trust is the cornerstone of successful sales, and authentic relationships pave the way for long-term business growth.

Implement these tips to build a thriving business that not only generates leads but also fosters trust and compliance. Let me know if you’d like to dive deeper into any of these points!

Success in the Art World: Beyond Talent

Talent is the heartbeat of any artist’s journey, but thriving in today’s art world requires much more than creativity. Artists and galleries that aim to stand out need to embrace a multifaceted approach that combines artistic excellence with strategic planning, professional relationships, and operational efficiency.

Building the Right Relationships: Success begins with creating partnerships that elevate your vision. A web developer who understands art can be a game-changer, helping showcase your work in ways that captivate online audiences. Whether through an engaging portfolio website or seamless e-commerce functionality, their expertise connects your artistry with buyers, collectors, and enthusiasts worldwide.

Mastering Materials and Production: Knowing what materials are available, both locally and globally, ensures your work remains innovative and competitive. Whether it’s sourcing the perfect canvas or collaborating with fabricators for sculptures and public art installations, having a clear grip on your material resources allows you to bring ambitious concepts to life.

Streamlining Logistics: Managing the practical aspects of your art business is equally crucial. Galleries and artists must keep a pulse on where their works are located, which insurance policies need renewal or review, and, when applicable, what space leases or maintenance tasks demand attention. Overlooking these details can disrupt your operations and hinder growth.

Sales and Shipping: Art must reach its audience, and that requires efficient sales and shipping processes. From tracking sales trends to handling the logistics of transporting valuable pieces, having systems in place to support this ensures your work makes its way to collectors safely and on time.

Success in the art world is a mosaic, composed of talent and effort, along with collaboration and organization. By embracing a holistic approach that goes beyond the canvas or sculpture, artists and galleries can unlock a thriving future—one where their art, business, and legacy flourish together. Let your talent shine, but don’t forget to strengthen the foundation that supports it.

We can help navigate the waters, Call Doug at 561-247-1555

Boosting Fiber to the Home Construction Success: Why You Need a Process Analyst

In the fast-paced world of fiber to the home (FTTH) construction, achieving excellence requires more than hard work; it demands strategic insight. As a process analyst specializing in the FTTH industry, I bring the expertise you need to transform your operations, ensuring quality, safety, profitability, and top-tier work performance.

Enhance Quality: A fiber network is only as reliable as the precision with which it is built. Through meticulous process evaluation and optimization, I can identify inefficiencies, reduce errors, and implement streamlined workflows. This means fewer reworks and a network infrastructure that stands the test of time.

Prioritize Safety: Construction sites come with inherent risks, and safety must be paramount. By analyzing your current safety procedures,We can pinpoint vulnerabilities and introduce data-driven strategies to minimize hazards. Not only does this protect your workers, but it also reduces costly downtime due to incidents.

Increase Profits: Every minute and every resource counts in FTTH construction. Inefficient processes and material waste eat away at your bottom line. By refining your workflows and resource allocation,we help reduce overheads, control project timelines, and maximize profitability—without sacrificing quality.

Optimize Performance: High-performing teams drive exceptional outcomes. I work with  contractors and stakeholders to identify roadblocks, provide actionable feedback, and promote a culture of continuous improvement. It's a hard sell, no doubt, but training and certifications are a requirement for this part. We can show you how to upskill in the flow of work.

By leveraging our process analysis services, you gain a partner committed to your success. Together, we can elevate the standard of your operations, setting your company apart in an increasingly competitive market.

Call today - Doug Marlowe, President   teachITnow, Inc. 561-247-1555

The Continuing Crisis in the Field Workforce

It's no secret that the trades are in crisis and our educational systems seem unable to address the issue. How did we get here?

• A shrinking labor pool
• Negative stereotypes
• Immigration policies that scare away skilled workers
• Significant lack of awareness of the benefits
• Financing for a technical education

Even with all these challenges, the existing labor pool is experiencing a skills gap.

• Tasks in the trades are more complex.
• New methods and materials require continuous education.
• There is a greater focus on safety.
• There is a greater need for quality control.
• New field applications and devices require training in their proper use.

Barriers to developing a new trades-centric workforce:

• Cost and time: Apprenticeship programs, which are the primary way to train workers for trade jobs, can be expensive and time-consuming for both employers and apprentices.
• Lack of support: Many trade employers do not have the resources to provide adequate training to their apprentices. Additionally, there is a lack of government and industry support for apprenticeship programs.
• Equity and diversity: The trades have a long history of underrepresentation of women and minorities. This is due to a number of factors, including discrimination, lack of access to training, and cultural barriers.

What should be done?

• Raise the alarm! Make this crisis a national focus. Write stories pointing out the risks to life and the economy. 
• Make trade jobs more accessible through well-funded apprenticeship programs
• Make the investment in training worthwhile. Offer tax incentives, stipends, improved access to bidding, streamline licensing and certification.
• Provide financial assistance to apprentices and employers.
• Create a national taskforce that addresses and reduces prejudice and bigotry in the trades. 
• Work with the media to highlight positive forces in diverse populations.
• Provide incentives for lenders to invest in tradespeople.
• Strengthen the SBAs focus on trades.
• Work with the media to highlight the essential nature of tradespeople and without them our society ceases to function.

Lastly, the 2022 Infrastructure  Act provided 800MM in funds for Advancing Equitable Workforce Development. Here are the details https://www.whitehouse.gov/wp-content/uploads/2022/11/Advancing-Equitable-Workforce-Development-for-Infrastructure-Jobs_110122.pdf 

eLearning - To LMS or Not to LMS

BACKGROUND

Have you ever wondered why we are so dependent on Learning Management Systems? 

The LMS is not new, but its effectiveness has diminished over the years.

While the present definition for a Learning Management System calls it "automated," way back in the 1700s solutions were paper-based tools such as books and assignments. 

I the early 1900s correspondence courses became popular using the mail and mentors. Each student had an advisor who would evaluate the submitted assignments and determine if the student was meeting the criteria for advancement. 

Study and preparation required the student to read, analyze, and solve the case studies and assignments provided. Additional reading outside the course was often encouraged, as was extra credit for thinking outside the box.

With the advent of the "Cold War," the United States military began an accelerated and focused training program using computers. Also, the need to quickly share defense research led to DARPA, the beginning of the Internet built connecting the leading research institutions and the Defense Department.

With the collapse of the Soviet Union in 1989, the transfer of this technology to the public sector began. The first popular graphical browser,  NCSA Mosaic, was made available in 1993, followed by the Apple Macintosh and Microsoft Windows. 

Imagine, all this is only 30 years old!

With the advent of secure cloud-based platforms, the economics of  computer-based training was all it took for a whole new industry to be built.

But remember, before the web and computer-based learning, students were encouraged to study, analyze, process, question, attempt, and were offered personal feedback. 

Personal instruction and feedback are the most labor intensive aspect of traditional classroom and correspondence learning; they were the first set of methods to be automated.

And, the only working model for a computer-based Learning Management System in the beginning of for Higher Ed. and K-12 was technology transferred from the military.

IS AN LMS RIGHT FOR YOU? Coming soon.

 Looking for an ID job? TOP TEN TIPS

The instructional design industry has changed rapidly over the last three years and anyone with an advanced degree who is trying to break into our field is probably finding it more and more difficult.

So, what is a talented and educated learning professional to do?

1. Ask yourself, is this a passion or a job? If a passion, keep going down the list.

2. Are you versatile? Can you fit in or lead in the various areas involved?

3. Are you supremely confident that you can command the tools of the trade?

4. Can you motivate the knowledge owners (SMEs for example) to share?

5. Do you have enough confidence to command the organization?

6. Are you motivated to learn and apply organizational psychology?

7. Can you receive criticism without taking it personally?

8, Can you justify your hourly efforts against expectations?

9. Do you develop a Plan B to account for change?

10. Live gratefully, share it with your peers, support staff, managers, and clients.

Here are the top five changes i am seeing in the industry.

1. Moving from LMS platforms to job aids to be used in the flow of work.
2. Using a Learning Records Store like Rustici to gain insight into the job aids and learning experiences that people use
3. Using Ai to fine tune learning tools so they better align with business goals in real time.
4. Entrenched learning professionals are hindering the evolution of learning tools and experiences.
5. Instructional Design curricula in Higher-Ed is behind the times which is so strange because some of the most pioneering work in learning experience is being done there i.e. Blackboard, D2L, Rustici and by Macmillan Learning. with Achieve.

SUMMARY

If you want to land that job, you need to represent yourself as a versatile contributor who can be a team player or a leader as conditions demand. I think you should also mention how the needs of every industry are changing and that you, above the rest of the candidates, have the insight to help realign L&D to meet changing business needs. 

You want to work for a company that is struggling with out of date lessons trapped in an LMS platform. And the measure of success for them is not how quickly you can launch a linear Power-Point SCORM package but how quickly what you launch can change the financial outcomes of the company.

AND, know their Key Performance Indicators (KPIs), for that is what L&D should be focused on improving. At an interview, ask, "Before we discuss what I can do for you, what are your company measures of success, your KPIs?"

Probe and then qualify. "Oh, employee retention? Let's talk about how I can help you  improve that KPI."

Get in their head and make them see that you truly understand them and can help their cause within the company.

Good Luck!

Since 1976, Doug Marlowe continues to consult to various clients in a variety of industries in how to adapt to change because Shift Happens no matter how hard we fight it.  Contact Doug at 561-303-3301 or at doug.marlowe@teachITnow.net

Let's get serious!

Hi folks. You might know me as the guy who consults and posts jobs for VerTek LLC, but I am also the guy who has his own company, teachITnow, Inc. that developed training tools for you through my work at NCTI, SCTE, TCI, Anixter, Charter, Comcast, and Cox.  

I'm an old cable dawg. I cut my teeth in 1983 figuring out how to run a T1 over a Midsplit B-Plant in Rockford, IL. Lots of people mentored me, and I got bit by the cable bug back then. It crawled into my DNA. I was on the board of my local SCTE chapter for 17 years. 

Now, at 68 years old, I have something to say. Some of you think I'm an effing idiot, and you might be right. But seriously, I am PISSED. I am pissed that the contractors don't get appreciated for being the ESSENTIAL WORKERS they really are; dedicated, hot and sweaty, freezing cold, doing dangerous work for people to watch TV, talk on the phone, and play Fortnight. 

And, I am pissed that there are too many unethical and dishonest contractors out there who give the good ones a bad reputation.

I know why I am pissed but I want to hear it from you. 

Remember I am asking for myself and not VerTek, or SCTE, or Charter, etc. I will not share your comments such that they could identify you. Here's a survey form that is TOTALLY ANONYMOUS (no names or emails or phone numbers collected).

It's OK to be suspicious, and I expect some of you will get nasty. I'm an adult, I can take it. 

So, please fill out this form HONESTLY. I'm the only one who will see it. 

State of The Cable Contractor Form - Totally anonymous and secure

Thanks, 

Doug Marlowe, President

teachITnow, Inc.

www.teachITnow.net

How to advertise for talent in 2021

 How to advertise for talent in 2021

Ah, hello there. This chasing talent is exhausting. What frosts my mug is when I hear from a client that they had a crew all ready to start and "THEY NEVER SHOWED UP!"

So what are we doing wrong?

1. They advertised the glory and not the guts

2. Benefits! Guess what, they are  not that important these days except health care. 

So what's a recruiter to do?

Sell the glory and the GUTS. If its challenging, hard work, manually stressful, and requires a keen eye and great problem solving, SAY IT. You have to be honest about the risks and rewards.

Call them out on their ethics. 

My daddy whupped my behind if I ever lied to him. Taught me that my word was my contract. At the end of the day, all you have is your reputation. If you're the type to promise and not deliver, move on. If you can't be honest with us WE DO NOT WANT YOU.

Let them know that divas need not apply.

This work requires TEAMWORK. We won't tolerate divas. You work together or not at all. And, our work sites are a NO WHINING ZONE. If you're not part of the solution, you are part of the problem. Grow up, you're an adult now.

Rates are low in some places, we all know it. So, tell them.

You might find better rates elsewhere. We can't help that. Every job has risks. We want you to succeed, so talk to us before you reject a bird in the hand. Some locations are paying mobilization.

Tell them you are fun to work with

Hard work needs a team that appreciates you. We have fun, too. We encourage it. But, as in life, SAFETY FIRST!

You are failing your construction teams. Fix it!

Getting Back to Basics - TEAMWORK

"The lack of teamwork in the construction contracting 

industry is so bad that lives are at stake." 

So you've got a big construction job. You need to find the right people to do the job. A project manager, a crew supervisor, a quality control inspector, a coordinator, and of course, the construction crew.

You go about building your team but you forgot something, teamwork. Right now all you have is a bunch of individuals, with separate ideas about how to do this job. In the rush, you neglected to baseline your expectations for them, their hours, their processes, their communications tools, and their chain of command.

Now, you hire or sign on the ground crew. If you're adding them as W2 employees, you have a responsibility to onboard them, to guarantee that their values and ethics match yours; hard work, open communications, do it right the first time, etc.

If they are 1099s, it gets harder, by now they typically have a set way they THINK the job ought to be done by them. Nothing you say will make them change. Adults are hesitant to adapt. It causes them anxiety, they are afraid of looking stupid.

How do you mold this group of individuals into a team?

If you don't, it spells disaster for you, for them, and for your customer.

Some tips:

1. Start with you. It's your company. Are you setting the example? Do you even know who you are and what you stand for? Put it down on paper and let your people know what you expect of them and what success means to them, to you and to the clients.

2. Write it down, Put it Up! Get the word out. Do it in stories, describing a challenge that was met with your values and overcome to the benefit of all. be inspirational!

3. Find people better than you. Bring on people who will make you better, will challenge you, and cause you to rethink old ways of doing things.

4. Ask and listen, then act...quickly. Nothing does more to coalesce people into a team than their perception that together, they have the power to make change happen. Be the catalyst to empower your people.

5. Praise in public and discipline in private. Nothing does more to destroy a team than a toxic boss. Remove any employee who berates or harasses their employees in public. They are the rotten apples.

6. SCRUM, a rugby term for a quick meeting of the minds, deep in the game, to plan the next play; who goes left, right, falls back, and who carries, passes, or kicks. SCRUMs are essential before, during, and after a construction job. They clarify and motivate, praise, and solve problems. SCRUMs accelerate success.

7. Self and independent Quality Control. Establish or hire a team only answerable to the PMO (did I mention that you need a PMO, No? More on that in another post).The QC team is an audit tool that identifies if the work has been done according to the specifications of the job before work starts, during construction, and afterwards. Some companies add a bonus to the team who stays till the end if QC audits pass or were resolved to the satisfaction of the client (and are still within budget)

8. Lastly, invest in training. Build on your success. Find the best people to mentor others who need help. Avoid churn and work with the ones you'd otherwise let go to make them better. Believe in your people and they will believe in you.

Doug Marlowe has built successful teams over his career of 45 years. He has seen what works and what does not. Today's competitive environment, the accelerating loss of experienced baby-boomer professionals, the lack of job-ready employees to take over, inadequate compensation for contractors to build, repair, and maintain the critical infrastructure of today's communications systems is pointing to a crisis. Doug has some strategies to plug the dike and to refill the reservoir of competent talent.

Reach Doug at 561-303-3301 or Doug.Marlowe@teachITnow.net 

Some Good and Recent Conversations about Learning

Some Good and Recent Conversations about Learning

There are some wonderful people out there in the learning world. I've had the honor of connecting with many of them on LinkedIn.

I'll be updating this post with their names and what we talked about. But, for now, this one caught my eye today.

SEPT 254, 2019
Billy Wilson, The KUKU Chart.

https://www.linkedin.com/embed/feed/update/urn:li:share:6582964564105789440

If Common Sense is So Common...

If Common Sense is So Common...

eLearning is in hospice and on life support, yet we keep in alive. Is there hope?

My mom uses to say, "If common sense is so common, why don't more people have it?"

She was a very smart lady. And that question has guided me my career to discover what was keeping people from using their life experiences to guide their actions. 

But what is Common Sense?

The term was made famous by Thomas Paine just before the American Revolution in his his pamphlet, "Common Sense," entreating the colonial population to consider independence from Great Britain. I think his last paragraph of note sums up our present situation as shepherds of the knowledge domain, 

"These proceedings may at first appear strange and difficult; but, like all other 
steps which we have already passed over, will in a little time become familiar and 
agreeable; and, until an independence is declared, the Continent will feel itself like 
a man who continues putting off some unpleasant business from day to day, yet 
knows it must be done, hates to set about it, wishes it over, and is continually 

haunted with the thoughts of its necessity."

The modern interpretation of the term is "good sense and sound judgment in practical matters." As difficult as it is sometimes to admit we were wrong, and to take another approach, and stop "putting off some unpleasant business," our dependence on eLearning to impart knowledge, foster mastery, and support success is doomed to failure.

Strong words, I know.

Why is eLearning doomed to fail those who invest shareholder money into developing a workforce that can compete against the rest in their industry? Why is eLearning failing to fire the imaginations and passions of students to deal with life's struggles as eloquently as Paine?

In my opinion, forged after 50 years of experience in the knowledge business, we've made common sense the enemy. We're putting off the unpleasant task of challenge and struggle after the learning event to reinforce what knowledge was acquired and to build the skills and confidence of the learner.

It's this missing component, and others, that make eLearning ineffective in fostering common sense. Janus's article* also completes the models and theories related to learning and eLearning in general.

I believe that those who lead the world of "Learning" have forgotten the Forgetfulness Curve.  More on that soon.

Resources:

Paine, Thomas, Common Sense, Pamphlet, January 10, 1776

Fain, Paul, Takedown of Online Education, January 16, 2019,  https://www.insidehighered.com/digital-learning/article/2019/01/16/online-learning-fails-deliver-finds-report-aimed-discouraging  

*Janus, Steffen Soulejman, Capturing Solutions for Learning and Scaling Up: Documenting Operational Experiences for Organizational Learning and Knowledge Sharing, July 17, 2017, https://www.scribd.com/doc/354392168/Capturing-Solutions-for-Learning-and-Scaling-Up-Documenting-Operational-Experiences-for-Organizational-Learning-and-Knowledge-Sharing

Are You Making Vanilla Pudding?

Is your online educational adventure plain or spectacular?

In the kitchen, there is a difference between a cook and a chef. A cook makes food ready to eat, a chef prepares a meal to delight the senses, tickles the palate, and soothes the soul.

One typically returns to a restaurant because of a memorable meal, or the staff remembers your name; whichever the reason, something clicked.

As instructional designers, are we cooks or chefs? Are we destined to a life of coerced confinement inside of linear lessons? Is the only way out to "Please click next to continue?"

More and more, I see less and less learning. Less self-discovery and more rote memorization. Less critical thinking and more compliance to standard procedures.

And, below the horizon, unbeknownst to many of us, there is a parallel universe of crowd training, social media learning pods, ephemeral learning experiences; it's here today and gone in an instant.

There's a time and place for Vanilla Pudding. It's easy to make. It's low cost. It's easy on the wallet. However, it is not memorable. It does not expand one's experiences. It does not challenge us to imagine.

It's no secret that eLearning designed for adults has not lived up to its promise of a replacement for instructor-led classroom style education. The apologists made their excuses. The web evolved. New technologies made eLearning faster, more media filled but where is the soul of creativity? Are we doomed to a future of drag and drop and multiple choice?

I reminisce about the days when I really had to think about designing a curriculum. When I could work with a client to perform a useful needs analysis and identify the behaviors in their people that were hurting them, hurting productivity, and risking the future of the organization.

I see less and less of this introspection. Managers seem afraid to admit the truth; they are afraid, period.

Fear seems to be driving a lot of the compliance training - fear of litigation, fear of failure, and fear of looking like a fool.

But, the people who truly want to learn so they can be better people and better professionals, these are the innovators who are short-circuiting the traditional LMS pathways.

At the threshold of something new (I know you can sense it, too), I challenge you to discover new modalities that are relevant to today's learners. The web has changed everything! We educators need to change along with it.

Are we doomed?

The essential mechanism by which we have been learning for millennia is being rewired for us. We're being taught to distrust traditional teaching methods (i.e. Socratic) and embrace just-in-time knowledge transfer. Applications running on tablets and smart phones are quickly replacing mentors, teachers, professors, and even supervisors.

The saving grace among all this chaos is that learning is less a singular event and is slowly becoming a social experience. In social learning, each of us becomes both the teacher and the student.

New tools and applications allow us to use video, animation, annotations, and even create fun interactions to illustrate what we need to share.

Solving the Field Training Problem

If you are a technical manager, responsible for the performance of a field force of installers, system techs, and maintenance techs, you know the problem. Every hour your people are out of the field for training is lost productivity. You have to juggle schedules, pay overtime, or lose work because of it. 

But, you need your people to be capable, confident, and knowledgeable. You need them to acquire, hone, and master the skills of the job. They must have training and education and there has to be a way to measure if what they learned is having a positive impact on your team's performance.

Or else this happens:

Traditional methods of removing personnel from the field are not relevant anymore. Your people are learning on their own. 

They are:: 

• sending informal Q&A via texts and phone calls to other techs
• accessing Google and YouTube
• accessing manuals on vendor sites
• accessing their own-created knowledge bases

Read this link. It's about kids and parents but is relevant to our situation

Do you care about certifications anymore? Are you rewarding your people when they acquire a certification? We're hearing that tech managers don't believe these awards anymore. Passing a test doesn't always turn into stellar performance. In the field, there's a lot more to success than a piece of paper. But, certifications are important to both the tech and the employer. Just make sure you have a way to verify that the new-found knowledge can be put to good use.

Certification: What does it mean to you?

So, what is a tech manager to do? 

1. We suggest that you reinvent the learning delivery platform. Scrap the LMS or at least use it less and less. Make all your learning self-paced and easily accessible. Reduce your learning down to 30-second and 60-second chunks and "suggest" playlists of chunks.
2. Encourage your people in the field to send videos (moderated, of course) that will help other techs get the job done right. 
3. Create an easy to access repository of all, and I mean all, data sheets, specs, and user manuals on everything a tech might find in the field, including tools, equipment, and materials.
4. Create a culture of mentoring and challenge. I won't go into detail here. for that, you need to call me. Let's just say that this single element can mean the difference between success and failure.
5. Change the role of your training department. Make their job a daily challenge of supporting the people in the field, the headend, the office and the call centers. Stop creating and reinventing training and start optimizing what you already have.

So, whether you like it or not, traditional eLearning is dead. Your people are learning on-the-job and the younger ones are making the more seasoned (older) techs look outdated. Give them all the tools they need to succeed! We can show you how.