Wie helfen Sie anderen, digitale Lernfähigkeiten zu entwickeln?

Mixing fun positive emotional experiences together with the new concepts being learnt aids a learner to utilise long term memory. Removing the fear of failure is vital. All learners learn differently so let them select how they want to learn by providing different options. Calming cheerful environments bring out the best in people. Laughing with others (when possible) about learning experiences and celebrating milestones and achievements ensures learning might be stored in long term memory. People matter more than what appears on screen to a learner. Real human connection is needed. Provide learners with opportunities to communicate to help them retain new knowledge. Always exhibit understanding and kindness for the learner in your care.

Lots of assumptions here... a) not everyone wants to "learn and grow" in the workplace by taking digital learning. b) needs and goals of the target audience may be completely different than needs and goals of your stakeholders, c) don't start with learning needs, start with what people DO on the job, their incentives, their barriers, their resources, skills they apply, etc. and d) often you can only create ONE thing, so resist the temptation to solve the challenges of MANY with that ONE thing. It will serve NONE.

By showing examples of what we can do. SOme people just don't see how it applies to them - until they see something and then it's wow that wold be great for me.

I help others learn digital skills by giving personalized training sessions and hands-on workshops. I create easy guides and coach individuals on using digital learning tools and new technologies. I also encourage teamwork, so everyone can share what they know and learn from each other.

A tried and true method is to use backwards planning to ascertain the best pathway to an end assessed goal. Determine first the purpose/goal of the training. Then, develop the content that addresses and builds the skills necessary to progress to that goal. Deliver the content in an accessible way to all learners using mediums that appeal to all learners such as video, readings and application based activities.

Visual and sound is as important as methods and resources. I think adding good voice and character to the instructors will polish the content in a positive way.

Ensure they have access to the necessary hardware and software, and provide basic digital literacy training if required. Introduce them to online learning platforms and teach essential skills such as online research, time management, and effective communication in the digital world. Promote digital safety and privacy practices while offering technical troubleshooting support. Share online learning resources and provide motivation and accountability to help them stay on track. Encourage a growth mindset, emphasizing the value of learning from challenges and mistakes. Stay informed about digital learning trends and seek feedback to adapt support as needed.

I think AI needs a better prompt to understand the difference between digital learning and digital training. Process vs. delivery method. "The key is to balance the diversity and flexibility of digital learning with the clarity and coherence of the learning objectives and expectations." Honestly, this sounds like someone who's never actually designed learning. So, I asked chatGPT what this sentence may mean. Diversity: Digital learning often offers a wide variety of content, methods, and formats. This can range from videos, articles, interactive simulations, quizzes, and more. It caters to different learning styles (e.g., visual, auditory, kinesthetic) and allows learners to explore topics from various angles and perspectives. Just no.

Exemplars, exemplars, exemplars. Every requested final product used to gauge a learners retention should have an above average example to be used by the target audience to build upon as they attempt to show their understanding of content.

This is one of the most challenging goals. The process of reflection and giving/getting feedback should be designed throughout the content to nurture these learning habits.

Reflection and feedback ARE the most undervalued aspects of learning. In fact, this is my first question to any learning platform: how do you support meaningful and actionable feedback in your application? It can vary from self-guided rubric through peer/manager reviews to automatic assessments. Badges, certificates, and awards may motivate some but not all. And if you give badges for any little thing, it can devalue the feeling of mastery.

Show them the value first. Show them the why. Then provide resources (what and how). Tech is just a vehicle to accelerate your trip to the destination. But only if they want to get there in the first place.

Tools change and evolve faster than we can keep up sometimes. It's important to help people learn in a way that allows them to apply their skills and knowledge to a new tool or iteration of what they use now. An instructor can use feedback and reinforcement to help the learner create this mental model. For example, if a student is successful troubleshooting a digital tool, point out what they did right and how that skill could apply to other tools. "You did a great job resolving your initial roadblock with the slide program. Being persistent and using the community message board are great strategies with any tool."

As Anna says below technology is always changing. The capability of tech triples year on year, and we are frequently seeing more disruptors in place. the personal computer, the internet, Wikipedia, smartphones, MS Teams, Gen AI. The gaps between each of these keep getting smaller. We need to teach people how to learn about the technology, to not be afraid to push buttons and see what they do. To not be afraid to play with new technology and to know how to avoid the "hype" of new tech and instead focus on the actual use. Once the fundamentals are there, any new technology basically becomes pushing buttons and experimenting to see what it can do for you.

In simple terms long term engaging with a pertinent partner who understands teachers pedagogy and giving teachers quick wins that are impactful and useful to build their confidence.