LEARNING’S PRETENDERS

August 19, 2013

A few years ago, I was invited to review several e-Learning courses marketed by a Midwestern vendor. This particular vendor had a large number of offerings targeted at many industries. And, their catalog described their solutions as “skills training.”

As we shall soon see, that catalog description could not be further from the truth!

What I saw astonished me. It was like traveling backwards in time!

Looking at those courses took me back into the early- and mid- 1980s when technology training first came to a critical crossroads.

Back then, with the introduction of the Black Apple (followed quickly by the early videodisc players), the training world was abuzz with the battle between CBT (computer based training) and IVD (interactive laser videodisc training).

For a year or two, CBT had a slight lead in the race but, shortly thereafter, IVD became dominant and CBT faded into the background.

Why?

Because skills training is the antithesis of the memorization techniques incorporated in information conveyance — the only attribute that CBT offers.

Skills training demands “doing” — whether it be: a) hands-on; or b) vicarious (i.e. videotape or film); or c) simulation (i.e. IVD, CD-ROM, Gaming or video-based e-Learning),

We memorize to learn new information. But, we practice by “doing” if we are going to acquire a skill.

It is also worth noting the history of CBT that sprang as a look-alike for the slide show presentations that the older of us witnessed in school before the emergence of computers.

And that slide-show evolution continues to this day — most unfortunately — with the adapted PowerPoint presentations that are dirtying up e-Learning as a valid training medium.

So, back to what I saw in those sample programs. CBT it was — reincarnated! — with professional voice-over and beautiful graphics, plus lots and lots of words on each “slide.”

These programs will not train anyone. They may pass some information along to the trainee but, that trainee will not be able to perform any of the skills discussed without additional “doing” exposure –- probably, hands-on.

What a waste of the buyer’s money! What a waste of employee time!

And all because, too often, the buying decisions have been transferred from the local plant management and training personnel to the corporate office — where few people with buying responsibility have any insight into training values, effective skills acquisition, or knowledgeable instructional design.

Do I believe that this new imitation of CBT will also die away?

Yes! But it will take a longer time to do so than it did in the 1980s because individuals who understand the importance of training outcomes do not have the purchasing leverage they once had.

I sincerely hope we can change this situation before too many skill sets begin to erode. Ancient CBT and adapted PowerPoint presentations (pretending to be e-Learning) are definitely not the answers — and, they never have been!