Learn/Perform Mixtape

By: Laura Pasquini
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  • Summary

  • The Learn/Perform Mixtape is a podcast of my study notes as I prepare for the Certified Professional in Learning and Performance (CPLP). More at: https://techknowtools.com/learnperform-mixtape/
    (c) TechKNOWTools, LLC; This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
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Career Success Economics
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Episodes
  • 2.13. Legal and Ethical Issues: Copyright and Fair Use in Learning Design

    2.13. Legal and Ethical Issues: Copyright and Fair Use in Learning Design
    Jan 24 2020
    2.13. Legal and Ethical Issues: Copyright and Fair Use in Learning DesignLearning Objective for Section 2.13.: Explain the importance of legal and ethical issues related to instructional designUsing any copyrighted work for learning and training purposes required permission from the copyright owner, i.e. the publisher of the work or the employer of the work’s author, or the author/creator of the work. As stated and shared in the AOE #3 episode on the topic 3.10. Copyright and Fair Use Laws.Here is the recap of what US laws state about the use of materials for a class, training, or learning: Copyright Law: protects the expression of ideas but not the ideas themselves in some tangible form e.g. book, magazine, video, film, etc. Although the exact words in a book may be copyrighted the ideas in the book are not. READ: Copyright, eLearning, and Creativity via eLearning IndustryFair Use: is a legal doctrine that promotes freedom of expression by permitting the unlicensed use of copyright-protected works in certain circumstances. Section 107 of the US Copyright Act provides the statutory framework for determining whether something is a fair use and identifies certain types of uses—such as criticism, comment, news reporting, teaching, scholarship, and research—as examples of activities that may qualify as fair use.” When considering if objects or materials are under fair use, you should examine the four requirements:The purpose is for nonprofit, noncommercial educational use (typical cases)The nature of the copyrighted work is consistent with the proposed useThe amount of the original work involved some small uses can be considered an infringement, that is, a small portion involves the core idea in the copyrighted worksThe effect of using the copyrighted work is not likely to deprive the copyright holder of sales or market interest Title 17, US Code of Federal Regulations, Section 201 There are also “Works Made for Hire” where the employer or the other person for who was hired for the work was authoring training instruments for an employer or organization as training materials to be designated their copyright. RESOURCE: US Code: Title 17. Copyright via Cornell Law SchoolRESOURCE: Writing Copyright Statements for eLearningLegal and Ethical Issues Related to Copyright and Fair UseThings that cannot be protected by copyright include: ideas, processes, procedures, methods of operation, concepts, principles, or discoveries; however, a tangible description, explanation or illustration of these may be copyrighted.In the United States, registering the work with the US Copyright Office provides legal protection and redress in state and federal courts; a copyright holder has the exclusive right to:Reproduce the copyrighted workPrepare derivative works (adaption) based on the copyrighted workDistribute copies of the copyrighted work to the public by sale or other transfer of ownership, or by rental, lease, or lendingPerform the copyrighted work publicly, in the case of motion pictures or other audiovisual works; andDisplay the copyrighted work publicly, in the case of audio or visual work.Exclusive rights are qualified by the fair use privilege, which allows others to use copyrighted material in a reasonable manner without the copyright owner’s consent. Although legal guidelines exist, fair use is difficult legal concept to understand.Bottom line: obtain written consent from the copyright holder to use the materials that are copyrighted, even for an educational program OR find training materials that allow for fair use or attribution for your learning/training materials. When in doubt ASK SOMEONE!Open Up: Creative Comments and Open Education Resources Open Up: OER for Higher Teaching, Learning, and Support Services includes The National Forum Open Licensing Toolkit [PDF]To Share Your Work, You Gotta Put a @CreativeCommons License On It!
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    11 mins
  • 2.12. Individual & Organizational Influences on Learning and Change

    2.12. Individual & Organizational Influences on Learning and Change
    Jan 24 2020

    2.12. Individual & Organizational Influences on Learning and Change

    Learning Objective for Section 2.12.: Identify individual and social factors that influence an adult’s motivation to learn and change.


    Change might be a business decision; however transitions at work often have emotional and political effects on any organization and their employees. Motivating factors is one of the most critical elements to consider while implementing change related to learning. If designing learning is part of a change initiative, organizational transition, or method for managing change in a company, talent development practitioners should be aware of how any change could create challenges to learning solutions, i.e. resistance, turnover, and failure to institutionalize the change.


    READ: 3 Instructional Design Strategies for SMART Change

    It is critical to involve the change agents during during the learning planning stage to minimize potential issues and consider issues that might occur at all levels. Empowering employees to make choices can help them accept change and ensure this transition is smooth. Some incentives might come from management rewards for acceptance or additional support to help move others along in the transition.


    Influences on Learning: How Instructional Design Can Impact Change

    Motivation is one of the main influences on people’s willingness to learn. When change comes, sometimes a learning initiative to understand this transition is needed. Two ways to influence this willingness to learn is to:

    1. Energize learners’ motivation to learn
    2. Use whatever motivation they already have

    Training success happens when the new skills and knowledge are applied on the job.To encourage a change in behavior or performance, learners need to realize the learning outcomes.This could be through other learner testimonials, sharing the implications of not gaining this skill, what's in it for me (WIIFM), and identify the knowledge gap might do for their career trajectory. You might also be able to introduce employees to informal learning and technologies (e.g. wikis, blogs, communities of practice, etc.). Other ways to motivate learners by:

    • Building anticipation of outcomes through authentic contexts
    • Making the context appealing (e.g. sound, music, novelty, suspense, humor, etc.)
    • Providing a challenge and adjusting the challenge levels to match different learners’ levels of readiness
    • Providing intrinsic feedback

    More information about support organization and individual influences on learning, more will be discussed in AOE #10 Change Management, Section 10.11. Motivation Theory.

    Are you a learning designer or talent development professional who has developed training/learning solutions for change? How'd it go?
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    7 mins
  • 2.11. Learning Technologies

    2.11. Learning Technologies
    Jan 24 2020

    2.11. Learning Technologies

    Learning Objective for Section 2.11.: List at least three strategies for keeping up-to-date regarding learning technologies


    Similar to the previous episode 2.10. about Selecting Delivery Options and Media, it will be critical to make the most appropriate and effective choices for technologies for learning. There are a number of options for methods, media, and ways to deliver training/learning solutions; however, not all technologies will be suitable for your employees/professionals. Not all training settings or organizational set ups will require high-tech solutions for learning, and it will be context and learning participant dependent as well.


    Knowledge of Learning Technologies and Support Systems

    It is critical to get to know a few things, with regards to technology, which include:

    • Understand the learning technologies currently in use within the organization & the potential capability to expand
    • Collaborate and cultivate relationships with the company’s information technology professionals to help you identify software/hardware options available for training
    • Explore and educate yourself on emerging technologies used in learning and training environments in industry and education -- specifically applications, use, and practical strategies for learning development/design

    Here are a few suggestions of where and how to stay connected to learning technologies within talent development from the CPLP training system:

    • Join the Association for Talent Development (ATD) https://www.td.org/
    • Read TD magazine (https://www.td.org/td-magazine) and Learning Circuits
    • Attend ATD conferences or events https://www.td.org/events
    • Search topics https://www.td.org/topics/learning-technologies
    • Attend ATD webinars -- often free or openly available + archived webcasts
    • Join other associations like:
      • The eLearning Guild https://www.elearningguild.com/
      • United States Distance Learning Association (USDLA) https://usdla.org/
      • Society for Applied Learning Technology (SALT) https://www.salt.org/

    And beyond these organizations, there are a number of professional associations, organizations, and networked communities to access, share, and find learning technologies for training and instructional design in K-12, higher ed, etc. -- here are my “go to” to get you started:

    • Online Learning Consortium https://onlinelearningconsortium.org/
    • Association for Educational Communications & Technology (AECT) https://www.aect.org/
    • EDUCAUSE https://www.educause.edu/
    • ISTE https://www.iste.org/
    • WCET https://wcet.wiche.edu/
    • Association for Learning Technology (ALT) https://www.alt.ac.uk/
    • Association for Professional, Continuing & Online Education (UPCEA) https://upcea.edu/
    • Professional and Organizational Development (POD) Network https://podnetwork.org/
    • My personal learning network on blogs, Twitter, LinkedIn, LinkedIn Groups, podcasts, and more!

    Ahead, we’ll talk more about learning technologies in AOE #6 Managing Learning Programs, Section 6.2. Learning Technologies and Support Systems -- stay tuned!


    How do you stay connected to learning technologies for training and instructional design? Let me know! Share your suggestions on what to read, watch, follow, or connect to online to continue my knowledge on the topic.
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    8 mins

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