My top ten tools (2020)

Not sure on the last time I voted in the annual https://www.toptools4learning.com/ vote but I suspect my list this year has probably changed a bit from previous ones:

  • Google Search – Starting point for virtually any kind of learning. Increasingly the only search and retrieval tool used.
  • Podcast Addict – My personal podcast app of choice. Simple UI, good management of episodes, easy to download, delete, etc. Podcasts are one my main media sources now for entertainment, work related topics and more.
  • YouTube – Along with podcasts, a major media source, both for entertainment and formal/informal learning.
  • WordPress – Longer form personal reflection and record keeping.
  • Twitter – Shorter form reflections and serendipitous discovery.
  • Microsoft Teams – Used a lot in the past couple of years (although less currently), has quickly become essential for remote working and learning.
  • Moodle – Used in a couple of different contexts this year as a hub for learning where an LMS model still makes sense.
  • Articulate Rise – Have been using this again after a bit of a break. Can be frustrating but then you compare it to some old “eLearning” and you realise things have moved on (a bit).
  • LinkedIn – Connections, communication and serendipitous discovery.
  • Zoom – Probably the tool of 2020 in terms of increased use, replacing the omnipresence of Webex (plus Adobe Connect and some others) and making synchronous sessions easy for many.
Honourable mentions to:
  • Old Reader: I still find RSS hugely useful and this remains my go-to choice.

Not all innovation is created equal

A few things lately have got me thinking, once again, about what innovation means, particularly in the area of online learning.

The Covid crisis has brought a lot of this to the fore, for example the list below are just two things which have been day-to-day activities for me (and many others) for over a decade (or more) but are genuinely new for others:

  • Training companies and education institutions moving their operations to online (be it virtual classroom, webinar, async, LMS/VLE, etc.)
  • Primary collaboration between colleagues taking place online, rather than face-to-face, via VOIP, Teams, ESNs, etc.

These changes will be seen as transformational for some organisations, and not for others. This will have the knock-on effects that digital transformation has, for a while, promised – unfortunately including job losses. Leading to a spate of memes on that theme:

Just one example playing on the theme/meme.

The recent MoodleMoot global conference helped highlight this to me – here we had a tool (Moodle) that critics (myself included in the past) would describe as struggling to move past its c.2003 functionality and user interface. However, many presenters were focused on their personal success of switching to online (I personally really find the “pivot” phrase odd/annoying) or offering tips for ‘newbies’ in this area. This brings to mind the often used quote:

The future is already here — it’s just not very evenly distributed.

William Gibson

The challenge here is not just that digital transformation will naturally mean different things to different people also that a “webinar” will mean different things depending on the organising body, presenter, purpose, etc.

This confuses the picture, as picked up recently by Jane Hart in a tweet poll over what “e-learning” may (or may not) mean today:

Personally, I would say eLearning has become synonymous with “click next” slide-style content. The result being that “online” learning became the norm and then “digital” to capture changes for learning via mobile, VR, etc. However, whilst the differences remain, and old conversations (e.g. what is e-learning? is the VLE dead? etc.) continue, it is increasingly difficult to see where real innovation in the learning sector is given many orgs are now having “transformational pivots”.

Why I ticked the “share with network” button on my new LinkedIn job

2020 has been pretty tough so far on many people – I have been very lucky. Therefore, I was hesitant about alerting my LinkedIn colleagues on my new role – would it be bragging in the current economic and political climate?

I decided that actually sharing some good news, something I have been working on for around two years (and in some ways for fifteen throughout my career), was a nice thing to do to break the bad news cycle.

So, sorry, if it was seen as a humblebrag or other faux pas but I hope it made a few people happy as we prepare for global recessions and a ‘new normal’. Obviously we have differing degrees of LinkedIn contacts in terms of level of relationship but here’s hoping more of my contacts found this interesting/useful that didn’t. And here’s hoping the majority can share good news stories over the rest of the year.

8 years on, reflecting on my MSc dissertation: what we mean by instructional design

As part of my job hunt (new role starts soon!) I have been going back through various old notes, resources, etc. This is, in part, as the role will see me making use of knowledge and skills that I have not used for a couple of years or more so I have been giving myself a bit of a refresher.

One thing I came across was my MSc dissertation’s initial literature review, methodology and themed findings. In hindsight an interesting bit of this was the attempt to define instructional design as a baseline to what my dissertation was focusing on (copied below). The emphasis (that I have added to the original text in the final paragraph) is to show an interesting conclusion I made – a few years before the mainstream conversational shift to LXP platforms and the multiplication of “learning experience designers”.

Towards a definition of instructional design

ID is a term that can be seen as having various meanings, having been associated with “process…discipline…science…[as well as practical] reality” and sometimes synonymous with “instructional system[s]…technology…[and/or] development” (Berger and Kam, 1996). This complexity has contributed towards there arguably having been a “poor research basis…[for] a lot of instructional design practice” (Elen and Clarebout, 2001, p.4). Indeed the ADDIE model, often seen as the “typical” ID process (Anagnostopoulo, 2002), has been criticised for its lack of evidence-base, especially when used outside of higher education (Ruark, 2008). ADDIE’s pervasiveness extends beyond practice to use as the template for ID literature, including in the chapters of Armstrong ed. (2004). Thus, ADDIE can be seen as the “conventional core” from which other models are built (Tan, 2010). However, whilst ADDIE is often central to ID practice it should not be seen as synonymous with ID as a discipline, instead simply as one of the systematic tools and processes in the designers’ toolbox.

The works of Charles M. Reigeluth remain key texts for instructional designers, such as Cammy Bean, in defining what their profession relates to, including the demarcation of curriculum design and ID (Bean, 2010). Reigeluth’s definitions, of ‘curriculum’ as “what to teach” as opposed to ‘instruction’ that is “concerned primarily with how to teach”, are important in establishing what the discipline of ID focuses upon (Reigeluth, 1983, p.6). This focus on teaching has been seen as one reason why ‘ID’, is a term that, has not appealed universally outside of the United States where it “was conceived during the period when the behaviorist paradigm was dominant in American psychology” (Molenda, 1994, p.3) and is closely associated with the “objectivist tradition” (Duffy and Jonassen, 1992, p.2). More recent shifts from behaviourist models in education to constructivist models can be seen as having encouraged the use of ‘learning design’, and other terminology, although some ID theorists would see constructivism as simply part of the “wide variety of instructional-design theories” that influence instructional designers in their work (Molenda, Reigeluth, and Nelson, 2001, p.5). Indeed Reigeluth identified many of the criticisms of traditional ID definitions and advocated changes in educational practice, which have since become mainstream. The changes called for included a need for a “‘learning-focused’ paradigm” in which “instruction must be defined more broadly as anything that is done to facilitate purposeful learning” (Reigeluth, 1999, pp.19-20). Thus we can take instructional design as being the discipline of developing valid learning experiences following systematic theories and models in the way that has been “accepted in business and industry” and is increasingly acknowledged in education (Gustafson and Branch, 2002, p.23).

Panic in the disco(urse)

The Higher Education (HE) world and the associated academic discourse would appear to be in a state of panic right now – at least in the British and American HE sectors.

We have open rebellion at Durham against online learning and COVID-19 gutting finances whilst (going by job boards, LinkedIn, etc) an apparent rush to hire instructional designers and learning technologists is underway.

I’ve commented previously that the race to online learning due to COVID feels like a hollow ‘victory’ for those of us who have been advocating for this for a long time as the news remains grim.  Rationalisation and innovation seems to be finally happening in HE but at the risk of institutions that, for all their faults, are often major employers and bring inward investment to our towns and cities.  For someone who went to (physical) university in Hull and Sheffield I have plenty of personal experience of seeing how university campuses have a part to play in urban regeneration and our post-industrial landscapes!

It is at least 15 years ago now that online learning has been in place and ready to transform the HE sector – I don’t think I have my slides any more but I was (in part jovially) booed on stage at the University of Leeds in 2012 during an Articulate event.  Whilst it is scary to say it that is 8 years ago we have not really seen any major change to the UK HE sector from the privatisation, and push to online, that I was booed about.  Now, finally, COVID seems to be asking some of the big questions expected back then – for example, should there be shared resources versus reinventing the wheel at different universities:

This alludes to the problem of unis adding little value from one another in core curriculum across many subjects.  This is familiar to L&D teams when we think about pumping out ever more content on, say, leadership – rather than curating or adding value through, for example, original research.  It also alludes to the failure (in my eyes) of the HE library profession in they have been pushed down a collection management route – with reading lists often the limit of their eLearning ambitions.

That universities are struggling, even a decade+ after many introduced blended learning, is partly surprising.  Durham, for example, have had some excellent learning technologists in that time and I am glad to say I have bounced ideas of a number of them at their Blackboard eLearning conferences (albeit that I haven’t been for a number of years!).  This is in part anti-online snobbery but also in-part based on truth – for example, actually doing physical activity may be needed for some degrees and be difficult to replicate online – science experiments, underwater archaeology or electrical engineering to name a few examples.

That so many schools have moved online easily also shows the weakness of HE – for many staff “teaching” is a chore beyond the core driver (namely research) thus to be forced to put effort into teaching becomes a further challenge.  This is in part why learning technologists have emerged in the UK – to manage the time consuming setup and admin of online learning for the lecturers.  Schools for younger, <18, age groupss, in the last few weeks, have succeed thanks to the primary driver of teachers (or at least good ones) being the students interests and they have made use of their control over their class/subject to do things quickly ‘their way’.  This again alludes to waste, compared to shared resources (or full OER) but also should allow teachers to continue to support their students – which might be more difficult if using centralised resources.  Schools and universities share a focus on knowledge development for assessment (lets be honest) so have no real difference in ‘goal’ but seem to be experiencing things differently through the crisis due to their cultures.  Is this in part due to schools tending toward 100% contracts, with cultures where many teachers work outside of their scheduled hours?  Meanwhile HE has become too messy with labour costs and thus are looking to pass on to ‘cheaper’ learning techs and other teams, see, for example the very debatable argument in the Tweet below and through partnering with private online providers:

Fascinating times and lets hope that not too many jobs are lost in the end but money is better spent and blended learning used in more programmes and in better ways.