Searching for "digital learning"

next gen digital learning environment

Updating the Next Generation Digital Learning Environment for Better Student Learning Outcomes

a learning management system (LMS) is never the solution to every problem in education. Edtech is just one part of the whole learning ecosystem and student experience.

Therefore, the next generation digital learning environment (NGDLE), as envisioned by EDUCAUSE in 2015 …  Looking at the NGDLE requirements from an LMS perspective, I view the NGDLE as being about five areas: interoperability; personalization; analytics, advising, and learning assessment; collaboration; accessibility and universal design.

Interoperability

  • Content can easily be exchanged between systems.
  • Users are able to leverage the tools they love, including discipline-specific apps.
  • Learning data is available to trusted systems and people who need it.
  • The learning environment is “future proof” so that it can adapt and extend as the ecosystem evolves.

Personalization

  • The learning environment reflects individual preferences.
  • Departments, divisions, and institutions can be autonomous.
  • Instructors teach the way they want and are not constrained by the software design.
  • There are clear, individual learning paths.
  • Students have choice in activity, expression, and engagement.

Analytics, Advising, and Learning Assessment

  • Learning analytics helps to identify at-risk students, course progress, and adaptive learning pathways.
  • The learning environment enables integrated planning and assessment of student performance.
  • More data is made available, with greater context around the data.
  • The learning environment supports platform and data standards.

Collaboration

  • Individual spaces persist after courses and after graduation.
  • Learners are encouraged as creators and consumers.
  • Courses include public and private spaces.

Accessibility and Universal Design

  • Accessibility is part of the design of the learning experience.
  • The learning environment enables adaptive learning and supports different types of materials.
  • Learning design includes measurement rubrics and quality control.

The core analogy used in the NGDLE paper is that each component of the learning environment is a Lego brick:

  • The days of the LMS as a “walled garden” app that does everything is over.
  • Today many kinds of amazing learning and collaboration tools (Lego bricks) should be accessible to educators.
  • We have standards that let these tools (including an LMS) talk to each other. That is, all bricks share some properties that let them fit together.
  • Students and teachers sign in once to this “ecosystem of bricks.”
  • The bricks share results and data.
  • These bricks fit together; they can be interchanged and swapped at will, with confidence that the learning experience will continue uninterrupted.

Any “next-gen” attempt to completely rework the pedagogical model and introduce a “mash-up of whatever” to fulfil this model would fall victim to the same criticisms levied at the LMS today: there is too little time and training to expect faculty to figure out the nuances of implementation on their own.

The Lego metaphor works only if we’re talking about “old school” Lego design — bricks of two, three, and four-post pieces that neatly fit together. Modern edtech is a lot more like the modern Lego. There are wheels and rocket launchers and belts and all kinds of amazing pieces that work well with each other, but only when they are configured properly. A user cannot simply stick together different pieces and assume they will work harmoniously in creating an environment through which each student can be successful.

As the NGDLE paper states: “Despite the high percentages of LMS adoption, relatively few instructors use its more advanced features — just 41% of faculty surveyed report using the LMS ‘to promote interaction outside the classroom.'”

But this is what the next generation LMS is good at: being a central nervous system — or learning hub — through which a variety of learning activities and tools are used. This is also where the LMS needs to go: bringing together and making sense of all the amazing innovations happening around it. This is much harder to do, perhaps even impossible, if all the pieces involved are just bricks without anything to orchestrate them or to weave them together into a meaningful, personal experience for achieving well-defined learning outcomes.

  • Making a commitment to build easy, flexible, and smart technology
  • Working with colleges and universities to remove barriers to adopting new tools in the ecosystem
  • Standardizing the vetting of accessibility compliance (the Strategic Nonvisual Access Partner Program from the National Federation of the Blind is a great start)
  • Advancing standards for data exchange while protecting individual privacy
  • Building integrated components that work with the institutions using them — learning quickly about what is and is not working well and applying those lessons to the next generation of interoperability standards
  • Letting people use the tools they love [SIC] and providing more ways for nontechnical individuals (including students) to easily integrate new features into learning activities

My note: something just refused to be accepted at SCSU
Technologists are often very focused on the technology, but the reality is that the more deeply and closely we understand the pedagogy and the people in the institutions — students, faculty, instructional support staff, administrators — the better suited we are to actually making the tech work for them.

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Under the Hood of a Next Generation Digital Learning Environment in Progress

The challenge is that although 85 percent of faculty use a campus learning management system (LMS),1 a recent Blackboard report found that, out of 70,000 courses across 927 North American institutions, 53 percent of LMS usage was classified as supplemental(content-heavy, low interaction) and 24 percent as complementary (one-way communication via content/announcements/gradebook).2 Only 11 percent were characterized as social, 10 percent as evaluative (heavy use of assessment), and 2 percent as holistic (balanced use of all previous). Our FYE course required innovating beyond the supplemental course-level LMS to create a more holistic cohort-wide NGDLE in order to fully support the teaching, learning, and student success missions of the program.The key design goals for our NGDLE were to:

  • Create a common platform that could deliver a standard curriculum and achieve parity in all course sections using existing systems and tools and readily available content
  • Capture, store, and analyze any generated learner data to support learning assessment, continuous program improvement, and research
  • Develop reports and actionable analytics for administrators, advisors, instructors, and students

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more on LMS in this blog
http://blog.stcloudstate.edu/ims?s=LMS

more on learning outcomes in this IMS blog
http://blog.stcloudstate.edu/ims?s=learning+outcomes

digital learning faculty support

Report: Faculty Support Lacking for Wide Adoption of Digital Learning

By Dian Schaffhauser 06/19/17

https://campustechnology.com/articles/2017/06/19/faculty-support-lacking-for-wide-adoption-of-digital-learning.aspx

new report produced by Tyton Partners in collaboration with the Babson Survey Research Group. two fall 2016 surveys of a national sample of 3,500 postsecondary respondents.

extent of digital learning implementation in support of strategic priorities

These gaps and others “suggest a disconnect, the report stated, “between the impacts that many administrators perceive and the reality of how digital learning is changing the market.” Open-ended responses suggested that expectations for the impact of digital learning were “set too high” or weren’t being “measured or communicated well.” Another common refrain: There’s inadequate institutional support.

While most administrators told researchers that “faculty are crucial to the success of digital learning initiatives — serving as both a bolster and a barrier to implementation success,” the resources for supporting faculty to implement digital learning are insufficient. Just a quarter of respondents said faculty professional development was implemented “effectively and at scale.” Thirty-five percent said implementation was in progress. And a third (33 percent) reported that faculty professional development was “incomplete, inconsistent, informal and/or optional.”

The report offered recommendations for improving and expanding digital learning adoption. Among the guidance:

  • Get realistic. While the data suggested that digital learning could improve scheduling flexibility and access, among other benefits, schools need to identify which goals are most important and “clearly articulate how and to what extent its digital learning programs are expected to help.”
  • Measure impact and broadcast it. Forget about small pilots; go for a scale that will demonstrate impact and then share the findings internally and with other institutions.
  • Use buying power to influence the market. Connect faculty with vendors for “education, product discovery and feedback.” Insist on accessibility within products, strong integration features and user friendliness.
  • Prepare faculty for success. Make sure there are sufficient resources and incentives to help faculty “buy into the strategy” and follow through on implementation.

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more on digital learning in this IMS blog
http://blog.stcloudstate.edu/ims?s=digital+learning

digital learning

The Disruption of Digital Learning: Ten Things We Have Learned

Published on Featured in: Leadership & Management    https://www.linkedin.com/pulse/disruption-digital-learning-ten-things-we-have-learned-josh-bersin

meetings with Chief Learning Officers, talent management leaders, and vendors of next generation learning tools.

The corporate L&D industry is over $140 billion in size, and it crosses over into the $300 billion marketplace for college degrees, professional development, and secondary education around the world.

Digital Learning does not mean learning on your phone, it means “bringing learning to where employees are.” In other words, this new era is not only a shift in tools, it’s a shift toward employee-centric design. Shifting from “instructional design” to “experience design” and using design thinking are key here.

evolution of L&D The Evolution of Corporate Training

1) The traditional LMS is no longer the center of corporate learning, and it’s starting to go away.

LMS platforms were designed around the traditional content model, using a 17 year old standard called SCORM. SCORM is a technology developed in the 1980s, originally intended to help companies like track training records from their CD-ROM based training programs.

the paradigm that we built was focused on the idea of a “course catalog,” an artifact that makes sense for formal education, but no longer feels relevant for much of our learning today.

not saying the $4 billion LMS market is dead, but the center or action has moved (ie. their cheese has been moved). Today’s LMS is much more of a compliance management system, serving as a platform for record-keeping, and this function can now be replaced by new technologies.

We have come from a world of CD ROMs to online courseware (early 2000s) to an explosion of video and instructional content (YouTube and MOOCs in the last five years), to a new world of always-on, machine-curated content of all shapes and sizes. The LMS, which was largely architected in the early 2000s, simply has not kept up effectively.

2) The emergence of the X-API makes everything we do part of learning.

In the days of SCORM (the technology developed by Boeing in the 1980s to track CD Roms) we could only really track what you did in a traditional or e-learning course. Today all these other activities are trackable using the X-API (also called Tin Can or the Experience API). So just like Google and Facebook can track your activities on websites and your browser can track your clicks on your PC or phone, the X-API lets products like the learning record store keep track of all your digital activities at work.

Evolution of Learning Technology Standards

3) As content grows in volume, it is falling into two categories: micro-learning and macro-learning.

MicroLearning vs. MacroLearning
Understanding Macro vs. Micro Learning

4) Work Has Changed, Driving The Need for Continuous Learning

Why is all the micro learning content so important? Quite simply because the way we work has radically changed. We spend an inordinate amount of time looking for information at work, and we are constantly bombarded by distractions, messages, and emails.

The Overwhelmed Employee
Too Much Time Searching

sEmployees spend 1% of their time learning

5) Spaced Learning Has Arrived

If we consider the new world of content (micro and macro), how do we build an architecture that teaches people what to use when? Can we make it easier and avoid all this searching?

“spaced learning.”

Neurological research has proved that we don’t learn well through “binge education” like a course. We learn by being exposed to new skills and ideas over time, with spacing and questioning in between. Studies have shown that students who cram for final exams lose much of their memory within a few weeks, yet students who learn slowly with continuous reinforcement can capture skills and knowledge for decades.

Ebbinghaus forgetting curve

Spaced Learning: Repetition, Spacing, Questioning

6) A New Learning Architecture Has Emerged: With New Vendors To Consider

One of the keys to digital learning is building a new learning architecture. This means using the LMS as a “player” but not the “center,” and looking at a range of new tools and systems to bring content together.
The New Learning Landscape

On the upper left is a relatively new breed of vendors, including companies like Degreed, EdCast, Pathgather, Jam, Fuse, and others, that serve as “learning experience” platforms. They aggregate, curate, and add intelligence to content, without specifically storing content or authoring in any way. In a sense they develop a “learning experience,” and they are all modeled after magazine-like interfaces that enables users to browse, read, consume, and rate content.

The second category the “program experience platforms” or “learning delivery systems.” These companies, which include vendors like NovoEd, EdX, Intrepid, Everwise, and many others (including many LMS vendors), help you build a traditional learning “program” in an open and easy way. They offer pathways, chapters, social features, and features for assessment, scoring, and instructor interaction. While many of these features belong in an LMS, these systems are built in a modern cloud architecture, and they are effective for programs like sales training, executive development, onboarding, and more. In many ways you can consider them “open MOOC platforms” that let you build your own MOOCs.

The third category at the top I call “micro-learning platforms” or “adaptive learning platforms.” These are systems that operate more like intelligent, learning-centric content management systems that help you take lots of content, arrange it into micro-learning pathways and programs, and serve it up to learners at just the right time. Qstream, for example, has focused initially on sales training – and clients tell me it is useful at using spaced learning to help sales people stay up to speed (they are also entering the market for management development). Axonify is a fast-growing vendor that serves many markets, including safety training and compliance training, where people are reminded of important practices on a regular basis, and learning is assessed and tracked. Vendors in this category, again, offer LMS-like functionality, but in a way that tends to be far more useful and modern than traditional LMS systems. And I expect many others to enter this space.

Perhaps the most exciting part of tools today is the growth of AI and machine-learning systems, as well as the huge potential for virtual reality.

A Digital Learning Architecture

7) Traditional Coaching, Training, and Culture of Learning Has Not Gone Away

The importance of culture and management

8) A New Business Model for Learning

he days of spending millions of dollars on learning platforms is starting to come to an end. We do have to make strategic decisions about what vendors to select, but given the rapid and immature state of the market, I would warn against spending too much money on any one vendor at a time. The market has yet to shake out, and many of these vendors could go out of business, be acquired, or simply become irrelevant in 3-5 years.

9) The Impact of Microsoft, Google, Facebook, and Slack Is Coming

The newest versions of Microsoft Teams, Google Hangouts and Google Drive, Workplace by Facebook, Slack, and other enterprise IT products now give employees the opportunity to share content, view videos, and find context-relevant documents in the flow of their daily work.

We can imagine that Microsoft’s acquisition of LinkedIn will result in some integration of Lynda.com content in the flow of work. (Imagine if you are trying to build a spreadsheet and a relevant Lynda course opens up). This is an example of “delivering learning to where people are.”

New work environments will be learning environments

10) A new set of skills and capabilities in L&D

It’s no longer enough to consider yourself a “trainer” or “instructional designer” by career. While instructional design continues to play a role, we now need L&D to focus on “experience design,” “design thinking,” the development of “employee journey maps,” and much more experimental, data-driven, solutions in the flow of work.

lmost all the companies are now teaching themselves design thinking, they are using MVP (minimal viable product) approaches to new solutions, and they are focusing on understanding and addressing the “employee experience,” rather than just injecting new training programs into the company.
New Capabilities Needed

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more on elearning in this IMS blog
http://blog.stcloudstate.edu/ims?s=elearning

The Journal of Emerging Learning Design special issue: The Digital Humanities

Call for Papers
The Journal of Emerging Learning Design special issue: The Digital Humanities

Submissions due date

On/before November 14, 2016.

Editors
Jerry Alan Fails (Boise State University) and AJ Kelton (Montclair State University)

Introduction
The Journal of Emerging Learning Design is pleased to announce the Call for Papers for its first Special Issue: The Digital Humanities.

With roots reaching back as far as 1940, the term Digital Humanities came into wide usage in late 2012 and has slowly risen in popularity since then. A Google Scholar search for “digital humanities” yields just under 30 results during the year 2000 and over 4,700 during 2015.  The increase in the number of published articles in 15 years is second only to the diversity of the research that is included.

About the ELDj

The Journal of Emerging Learning Design (ELDj) is an open access, peer-reviewed, online journal that provides a platform for academics and practitioners to explore emerging learning design theories, concepts, and issues and their implications at national and international levels.

An outgrowth of the annual Emerging Learning Design Conference, which makes its home at Montclair State University (MSU), the ELDj invites scholarly communication in the emerging learning design field and will present best practices in design and implementation by offering articles that present, propose, or review engaging and dynamic approaches to pedagogy and how technology can better enhance it.

More details can be found at http://eldj.montclair.edu/about/

About the Special Issue

The ELDj has purposefully kept the focus of the theme for this special issue broad.  The intent is to continue to break down traditional academic silos and allow for an open dialogue and sharing with respect to what is considered the Digital Humanities.  ELDj is intentionally taking a broad consideration for what is included in the digital humanities with the clear understanding that this issue, and the articles within, will contribute to this growing field and provide a groundwork for further reflection and research.

Timeline

Deadline for Submission: November 14, 2016

Notification of Acceptance: March 1st, 2017

Final Revised Submission: April 21, 2017

Publication: June 2, 2017

Publication and Presentation

The issue will be published prior to, and featured at, the 7th Annual Emerging Learning Design Conference (ELDc17) on June 2nd, 2017.

Based on when a submission is accepted, authors may be offered the opportunity to present their research at the 7th Annual Emerging Learning Design Conference in June, 2017.  Presentations must be given in an appropriate presentation format for the conference: panel (full conference audience), workshop (120 minutes), concurrent (45 minutes), or Sparks! (5 minutes to full conference audience).

Submission Details

Manuscripts should be the appropriate length for the material being presented.

  • Full paper manuscripts can vary from 2500-4500 words in addition to an abstract of 250 words and a works cited section of appropriate length.
  • Briefs or Trends papers have a limit of 1000 words.

A description of each type of submission and guidelines can be found at http://eldj.montclair.edu/submission-guidelines/  ELDj uses a double-blind, peer-review process. Submissions should not have been published previously or be under consideration for publication elsewhere.   Authors should review the above linked guidelines for important and relevant information.

Submissions should be sent to eldj@mail.montclair.edu: questions and information requests may be sent to the Editors at the same address.

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more on digital humanities and publications for digital humanities in this IMS blog

http://blog.stcloudstate.edu/ims?s=digital+humanities

Digital Evidence of and for Learning

Midwest Regional Conference at Notre Dame

http://www.aaeebl.org/?page=notre_dame_2016

The Conference at Notre Dame May 12-13 is intriguing as you can see from some of the session titles below.  It’s time to register and book lodging.

How do we know they are learning? Digital Evidence of and for Learning

Peruse the titles below to get an idea of the dynamism of this eportfolio conference:

  • Balancing Summative, Formative, and Transformative ePortfolio Functions within Participatory Learning and Assessment
  • Competency Based Badging and ePortfolios for the Youth and Adult Workforce in Philadelphia
  • Show your SPuRS: Bridging Academics and Co-Curricular Professional Readiness
  • Buckeye Badges: A Pilot Project at Ohio State University
  • Developing an Integrative Toolkit for Engagement at Michigan (iTeam)
  • Ethics, ePortfolios, and Badges: Envisaging Privacy and Digital Persistence in Student-Level Learning Evidence
  • Balancing Summative, Formative, and Transformative ePortfolio Functions within Participatory Learning and Assessment

Plus 15 other sessions.

The keynote address will be given by Daniel T. Hickey on  Open Digital Badges + ePortfolios: Searching for and Supporting Synergy.  an internationally-known speaker and leader on the changes in higher education around digital technologies. 
Here is a description of another session:

By sharing challenges, practices, and examples of maker portfolios, we highlight the importance of makerspaces and community development in the design of portfolios that capture rich learning.

These are the institutions represented in the program:

  1. Grand Valley State University
  2. Rose-Hulman Institute of Technology
  3. Indiana University
  4. Notre Dame
  5. University of Michigan
  6. IUPUI
  7. Ohio State University
  8. Kendall College; Laureate Universities
  9. Boston University
  10. Western Michigan University
  11. Drexel University
  12. University of Charleston

The full program will be posted by late Thursday of this week.  This is a must-attend event to know about the latest developments in the eportfolio field.

Registration rates (note that AAEEBL members receive a $100 discount on registration; a student rate is available as well):

Registration Fees:

Non-Member Registration
$250 before April 25
$290 after April 25

Member Registration
$150 before Aprial 25
$190 after April 25

Student Registration
$75 before Aprial 25
$115 after April 25

Includes 2 breakfasts, one lunch and one reception. One and a half days of sessions.

Register nowBook lodging.  Notre Dame is just outside of Chicago in Northern Indiana.  Midway Airport is probably the closest major airport to the Notre Dame campus.  Conference facilities at Notre Dame are excellent — lodging and conference space are adjacent.

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More on badges in this IMS blog:

http://blog.stcloudstate.edu/ims/?s=badges&submit=Search

More on eportfolio in this IMS blog:

http://blog.stcloudstate.edu/ims/?s=eportfolio&submit=Search

Digital Games + Learning

Guide to Digital Games + Learning

http://www.kqed.org/assets/pdf/news/MindShift-GuidetoDigitalGamesandLearning.pdf

http://blogs.kqed.org/mindshift/2014/11/the-mindshift-guide-to-digital-games-and-learning

ey ideas in game-based learning, pedagogy, implementation, and assessment. This guide makes sense of the available research and provides suggestions for practical use.

http://www.instituteofplay.org/

 

digital microcredentials

Designing and Developing Digital Credentials

Part 1: September 13, 2017 | 1:00–2:30 p.m. ET
Part 2: September 19, 2017 | 1:00–2:30 p.m. ET
Part 3: September 28, 2017 | 1:00–2:30 p.m. ET

https://events.educause.edu/eli/courses/2017/digging-into-badges-designing-and-developing-digital-credentials

Digital badges are receiving a growing amount of attention and are beginning to disrupt the norms of what it means to earn credit or be credentialed. Badges allow the sharing of evidence of skills and knowledge acquired through a wide range of life activity, at a granular level, and at a pace that keeps up with individuals who are always learning—even outside the classroom. As such, those not traditionally in the degree-granting realm—such as associations, online communities, and even employers—are now issuing “credit” for achievement they can uniquely recognize. At the same time, higher education institutions are rethinking the type and size of activities worthy of official recognition. From massive open online courses (MOOCs), service learning, faculty development, and campus events to new ways of structuring academic programs and courses or acknowledging granular or discrete skills and competencies these programs explore, there’s much for colleges and universities to consider in the wide open frontier called badging.

Learning Objectives

During this ELI course, participants will:

  • Explore core concepts that define digital badges, as well as the benefits and use in learning-related contexts
  • Understand the underlying technical aspects of digital badges and how they relate to each other and the broader landscape for each learner and issuing organization
  • Critically review and analyze examples of the adoption of digital credentials both inside and outside higher education
  • Identify and isolate specific programs, courses, or other campus or online activities that would be meaningfully supported and acknowledged with digital badges or credentials
  • Consider the benefit of each minted badge or system to the earner, issuer, and observer
  • Develop a badge constellation or taxonomy for their own project
  • Consider forms of assessment suitable for evaluating badge earning
  • Learn about design considerations around the visual aspects of badges
  • Create a badge-issuing plan
  • Issue badges

NOTE: Participants will be asked to complete assignments in between the course segments that support the learning objectives stated above and will receive feedback and constructive critique from course facilitators on how to improve and shape their work.

Jonathan Finkelstein, CEO, Credly

Jonathan Finkelstein is founder and CEO of Credly, creator of the Open Credit framework, and founder of the open source BadgeOS project. Together these platforms have enabled thousands of organizations to recognize, reward, and market skills and achievement. Previously, he was founder of LearningTimes and co-founder of HorizonLive (acquired by Blackboard), helping mission-driven organizations serve millions of learners through online programs and platforms. Finkelstein is author of Learning in Real Time (Wiley), contributing author to The Digital Museum, co-author of a report for the U.S. Department of Education on the potential for digital badges, and a frequent speaker on digital credentials, open badges, and the future of learning and workforce development. Recent speaking engagements have included programs at The White House, U.S. Chamber of Commerce, Smithsonian, EDUCAUSE, IMS Global, Lumina Foundation, ASAE, and the Federal Reserve. Finkelstein is involved in several open standards initiatives, such as the IMS Global Learning Consortium, Badge Alliance, American Council on Education (ACE) Stackable Credentials Framework Advisory Group, and the Credential Registry. He graduated with honors from Harvard.

Susan Manning, University of Wisconsin-Stout

In addition to helping Credly clients design credential systems in formal and informal settings, Susan Manning comes from the teaching world. Presently she teaches for the University of Wisconsin at Stout, including courses in instructional design, universal design for learning, and the use of games for learning. Manning was recognized by the Sloan Consortium with the prestigious 2013 Excellence in Online Teaching Award. She has worked with a range of academic institutions to develop competency-based programs that integrate digital badges. Several of her publications specifically speak to digital badge systems; other work is centered on technology tools and online education.

EDUC-441 Mobile Learning Instructional Design


(3 cr.)
Repeatable for Credit: No
Mobile learning research, trends, instructional design strategies for curriculum integration and professional development.

EDUC-452 Universal Design for Learning


(2 cr.)
Repeatable for Credit: No
Instructional design strategies that support a wide range of learner differences; create barrier-free learning by applying universal design concepts.

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more on badges in education in this IMS blog
http://blog.stcloudstate.edu/ims?s=badges

learning and work future

From the LinkedIn “Technology Using Professors”

“scalable learning”, the ability to rapidly adapt to new information and quickly deploy new skills to act upon it.

https://www.linkedin.com/groups/934617/934617-6308656108315648004

Future of Work: Learning To Manage Uncertainty

Published on

https://www.linkedin.com/pulse/learning-uncertainty-imperative-heather-mcgowan

longevity + change rates

4th industrial revolution

We need to recognize that as we leave the third and enter the fourth industrial revolution our systems of learning — that is, codifying knowledge into a curriculum, then transferring that pre-determined knowledge to accepting students so that they can become productive workers – can’t support a rapidly changing world where new knowledge is continuously created and new skills are required to capture opportunity. Deloitte’s John Hagel argues, and we agree, that workers and organizations must now strive for “scalable learning”, the ability to rapidly adapt to new information and quickly deploy new skills to act upon it.

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more on learning and instructions in this IMS blog

http://blog.stcloudstate.edu/ims/2017/03/28/digital-learning/
http://blog.stcloudstate.edu/ims/2014/01/05/what-is-the-difference-between-education-and-training/

http://blog.stcloudstate.edu/ims?s=instruction

NMC digital literacy

NMC Releases Second Horizon Project Strategic Brief on Digital Literacy

NMC Releases Second Horizon Project Strategic Brief on Digital Literacy

The New Media Consortium (NMC) has released Digital Literacy in Higher Education, Part II: An NMC Horizon Project Strategic Brief, a follow-up to its 2016 strategic brief on digital literacy.

PDF available here.
2017-nmc-strategic-brief-digital-literacy-in-higher-education-II-ycykt3

But what does it really mean to be digitally literate, and which standards do we use?” said Dr. Eden Dahlstrom, NMC Executive Director. “This report sheds light on the meaning and impact of digital literacy using cross-cultural and multi-disciplinary approaches, highlighting frameworks and exemplars in practice.

NMC’s report has identified a need for institutions and thought leaders to consider the ways in which content creation is unequally expressed throughout the world. In an examination of digital literacy within European, Middle Eastern, and African nations (EMEA), research has surfaced unequal access to information technology based on inequalities of economics, gender, race, and political divides.

2020 2015
1. Complex Problem Solving 1. Complex Problem Solving
2. Critical Thinking 2. Coordinating with Others
3. Creativity 3. People  Management
4. People  Management 4. Critical Thinking
5. Coordinating with Others 5. Negotiation
6. Emotional  Intelligence 6. Quality Control
7. Judgment and Decision Making 7. Service  Orientation
8. Service  Orientation 8. Judgment and Decision Making
9. Negotiation 9. Active Listening
10. Cognitive  Flexibility 10. Creativity

Digital tools themselves are merely enablers, pushing the envelope of  what learners can create. No longer is it acceptable for students to be passive consumers of content; they can contribute to the local and global knowledge ecosystem, learning through the act of producing and discussing rich media, applications, and objects. In the words of many institutional mission statements, students do not have to wait until they graduate to change the world.

Using readily available  digital  content  creation tools (e.g., video production and editing, web and graphic tools), students are evolving into digital storytellers,

digital literacy now encompasses the important skills of being able to coordinate with others to create something truly original that neither mind would fathom independently.

The ability to discern credible from inaccurate resources is foundational to digital literacy. my note: #Fakenews

A lack of broad consensus on the meaning of digital literacy still hinders its uptake, although a growing  body  of research is helping higher education professionals better navigate the continuous adjustments to the field brought about by emerging pedagogies and technologies.

Information literacy is a nearly universal component within these digital literacy frameworks. Critically finding, assessing, and using digital content within the vast and sometimes chaotic internet appears as a vital skill in almost every account, including those published beyond libraries. In contrast, media literacy is less widely included in digital literacy publications,  possibly  due  to  a  focus  on  scholarly, rather than popular, materials. Digital literacies ultimately combine information and media literacy.

United States digital literacy frameworks tend to  focus  on  educational  policy details and personal empowerment,  the  latter  encouraging  learners  to  become  more  effective students, better creators, smarter information consumers, and more influential members of their community.

National policies are vitally important in European digital literacy work, unsurprising for a continent well populated with nation-states and struggling to redefine itself… this recommendation for Balkan digital strategy: “Media and information education (with an emphasis on critical thinking and switching from consumption to action) should start at early ages, but address all ages.”

African digital literacy is more business-oriented. Frameworks often speak to job skills and digital entrepreneurship. New skills and professions are emphasized, symbolized by the call for “new collar” positions.

Middle Eastern nations offer yet another variation, with a strong focus on media literacy. As with other regions, this can be a response to countries with strong state influence or control over local media. It can  also  represent  a  drive  to  produce  more  locally-sourced  content,  as  opposed  to  consuming

Digital literacy is a complex phenomenon in 2017, when considered internationally. Nations  and regions are creating ways to help their populations grapple with the digital revolution that are shaped by their local situations. In doing so, they cut across the genealogy of digital literacies, touching on its historical components: information literacy, digital skills, and media literacy.

2017-nmc-strategic-brief-digital-literacy-in-higher-education-II-ycykt3

 

 

 

 

 

 

 

How Does Digital Literacy Change Pedagogy?

Students are not all digital natives, and do not necessarily have the same level of capabilities. Some need to be taught to use online tools (such as how to navigate a LMS) for learning. However, once digital literacy skills for staff and students are explicitly recognized as important for learning and teaching, critical drivers for pedagogical change are in place.

Pedagogy that uses an inquiry based/problem solving approach is a great framework to enhance the use and practice of digital skills/capabilities in the classroom.

The current gap between students’ information literacy skills and their need  to  internalize  digital literacy competencies creates an opportunity for academic librarians to support students  in  the pursuit of civic online reasoning at the core of NMC’s multimodal model of three digital literacies. Academic librarians need a new strategy that evolves information literacy to an expanded role educating digitally literate students. Let’s build a new model in which academic librarians are  entrepreneurial collaborators with faculty,55  supporting  their  classroom  efforts  to  help  students become responsible sharers and commentators of news on social media.

“Digital literacy is not just about ensuring that students can use the latest technologies, but also developing skills to select the right tools for a particular context to deepen their learning outcomes and engage in creative problem-solving”

There is a disconnect between how students experience and interact with technology in their personal lives and how they use technology in their roles as  students.  Yes, students are digitally savvy, and yes,  universities  have  a  role  in  questioning  (insightfully  of  course) their sometimes brash digital savviness. We have a situation where students are expecting more, but (as I see it) cannot provide a clear demand, while faculty are unable to walk in  the  shoes  of  the students.

 

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more on digital literacy in this IMS blog
http://blog.stcloudstate.edu/ims?s=digital+literacy

social media elearning

Mnkandla, Ernest, and Ansie Minnaar. 2017. “The Use of Social Media in E-Learning: A Metasynthesis.” The International Review of Research in Open and Distributed Learning 18 (5). http://www.irrodl.org/index.php/irrodl/article/view/3014.
This research represents a conceptual framework designed to explain the adoption of social media into e-learning by using online collaborative learning (OCL) in higher education. Social media in e-learning signals the end of distance education in higher education.
The proposed framework could be useful to instructional designers and academics who are interested in using modern learning theories and want to adopt social media in e-learning in higher education as a deep learning strategy.
The major paradigms underlying the theoretical frameworks that were investigated were included in social learning theory, social interactivity theory, constructionism and social constructivism, and online collaborative learning theory (Harasim, 2012). Collaboration and social constructivism were the main theoretical frameworks guiding the use of social media in e-learning in higher education that point towards a more integrative (collaborative) and co-constructivism peer supportive approach to learning in the digital age.
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more on social media in IMS blog
http://blog.stcloudstate.edu/ims?s=social+media+education

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