PDF Enhancing Learning Through Technology In Lifelong Learning: Fresh Ideas: Innovative Strategies

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We should be able to regard our potentials as resources that we can build on — especially in the areas we are effective. Exploiting these unique potentials of the personality we can acquire a stable self-esteem. Self-confidence is — on the other hand — a good basis for express novel associations and ideas, thus being creative. Group creativity One of the best ways to generate ideas is to ask a team to use known creativity techniques to derive solutions that make the best out of the human creative potential. Groups of different sizes and various professional profiles have a better chance of solving a problem than individuals do.

This makes it especially important to take care of the group composition.


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The more diverse it is, the more it triggers divergent thinking. The creative environment A focus on place considers the best circumstances in which creativity flourishes, including degrees of autonomy, access to resources and the nature of gatekeepers. A creative environment is one where people feel at ease expressing their ideas and where positive backing is given in the development of those ideas.

How to enhance creativity? Creativity techniques Creativity techniques are methods that encourage creative actions, whether in the arts or sciences. They focus on a variety of aspects of creativity, including techniques for idea generation and divergent thinking, methods of re-framing problems, changes in the affective environment and so on. They can be used as part of problem solving, artistic expression, or therapy. Some techniques require groups of two or more people while other techniques can be accomplished alone. These methods include word games, written exercises and different types of improvisation, or algorithms for approaching problems.

Edward de Bono invented the Six Thinking Hats method. The six hats represent six modes of thinking and are directions to think rather than labels for thinking. The structure and presentation make it easy to navigate and a pleasure to read. There is a very useful overview of relevant learning theory and discussion of key issues relating to developments in technology. The heart of the book provides concise and accessible introductions to twenty-five learning technologies with ideas about integrating them into learning and teaching.

It offers accessible but non-patronising information, definitions and terminology related to specific applications and tools. These are packaged in short page sections that are easy to read and include practical tips and online links to the applications. Reflection points are built in throughout and each section includes an example of how the tool has been used by a classroom practitioner.

The authors address their readers as creative practitioners who are, as a matter of course, looking for better, more exciting ways to learn and teach. The positive tone and clear writing de-mystifies the whole idea of using digital tools for learning and makes such explorations sound fun, easy and inevitable. There is surely something here for everyone, no matter what the level of their existing expertise.

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See All Customer Reviews. Shop Books. Add to Wishlist. USD Sign in to Purchase Instantly. Overview This book provides an essential resource for both new and experienced teachers, trainers and lecturers looking to harness the benefits of technology in their approaches to teaching, learning and assessment. This responsibility is similar to that of marketing.

Marketing must understand customer and client needs, while marketing products and services that meet those needs. Adopting a marketing-based approach to understand the needs of learners by using analytics and demand-generation strategies allows the training organization to target competency-based content directly to those who need it.

This is not about marketing the availability of courseware for the purpose of increasing the consumption of content. Identifying ways to improve the learning experience while minimizing the impact on employee downtime have been challenges across the industry. Adaptive learning is about personalizing the learning experience. By using adaptive learning techniques, we can reduce the time it takes learners to become proficient, eliminating the need to cover content they already understand.

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This improves the effectiveness of our programs because the learner only focuses on what is absolutely needed. Traditional approaches to content design involved developing courseware in a one-size-fits-all approach and then expecting the learner to consume the content. The future success of adaptive learning is not only in the design of the technology, but in the design of content.

Content must be shortened and modified into learning objects, so it can be consumed based only on what the learner needs. Research related to the science of learning has taught us that one of the most effective techniques for increasing retention and application is to reinforce content over an extended period. Extending the learning experience pre- and post-training requires multiple touches throughout the learning experience.

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Technology is changing the way content is accessed and consumed, and changing how training leaders look to design learning experiences. In a study, 79 percent of training leaders told us that offering alternatives for training modalities is vital to their success. From mobile apps and e-learning, to job aids and simulations, employees need multiple touches and ways to consume information and drive behavior change.

Essentially, these multiple touches transform training from an event into an extended learning experience. As the outsourcing market for large scale, comprehensive BPO deals are declining, we are seeing more growth in project, mission or initiative-based training engagements. When the initiative is completed, the supplier engagement ends. Burst engagements are project based, and the terms of the contract are more directed at the deliverables related to completing the initiative.


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Burst engagements provide an innovative option to the training leader and substantially reduces the risks of traditional process outsourcing engagements. As the workplace continues to evolve with the emergence of new generations and technologies, there has been a gradual shift toward developing a more inclusive learning culture.

One where companies value the internal development of future leaders, and where institutional knowledge is passed on to up and coming talent. One of the most effective ways to transfer proprietary knowledge is through mentoring and coaching.