Learning TRENDS by Elliott Masie - August 22, 2012.#739 - Updates on Learning, Business & Technology.55,799 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. Southwest Airlines Training Honored!2. The Anatomy of Designing a Keynote Speech. 1. Southwest Airlines Training Honored! We are proud to announce that the Southwest Airlines Training Department will receive a Learning Spotlight Award at Learning 2012, October 21-24, in Orlando, FL. This award highlights Southwest Airlines’ deep commitment to their Employee training and development programs. Their continuous innovation in learning approaches and their focus on Culture are the main reasons behind their success as a company. During tough times in the airline industry, Southwest maintained their commitment and passion behind training. They did not cut costs in this area but rather continued to invest in their Employees’ development, maintaining that their People are their #1 asset. "Southwest is honored to be recognized by The MASIE Center for our dedication and passion towards developing our People. We are extremely proud of our Training Department as we redefine how Southwest Employees learn. At Southwest, it’s not just a career; it’s a cause. We will continue to provide innovative learning to inspire our employees to reach their fullest potential. This investment in our People ensures that Southwest’s success will continue for years to come." - Elizabeth Bryant, Southwest Airlines Training Department, Managing Director "Southwest is a great example of a corporate commitment to learning and to the evolution of learning. Learning 2012 is pleased to honor the continual innovation of Southwest in the learning, development and performance field." - Elliott Masie. Details at http://www.learning2012.com/item/southwest-airlines-honored.html 2. The Anatomy of Designing a Keynote Speech: In a few hours, I will be taking the plane to Orlando to deliver a keynote speech to 600 people at the Naval Air Warfare Center Trainings Systems Division (NAWCTSD). Learning TRENDS readers often ask about the process I use in planning, developing and delivering a major address, so let’s take a closer look at the prep for tomorrow’s speech. * Learning Targeting & Needs Assessment: Just like developing a class or online module, it all starts with a Needs Assessment and Targeting process. When someone books me to give a keynote, a member of The MASIE Center does a first level assessment focused on the Who, What, When, Where and How questions. In fact, in about 25% of the cases, this first level sort results in a decision to not take the assignment. We are looking to get a clear view of what the group really wants to accomplish and how my content, context and stories would fit into the mix. * NAWCTSD: In the case of the Navy group that I will be working with tomorrow, it was clear that there is a great fit. They are in the midst of a major change to Learning Organizations and wanted me to address the ways in which changed work processes, learning approaches and culture - along with the right uses of technology - can make a difference.  And, since they are basing some of their process on work that I have done with other organizations (including the VA Administration), I feel like I can help achieve the goals.* Goals: Talking of goals, many keynotes do not have outcome goals, other than supplying motivation and context. When I design an address, I look for more specific goals, which in this case are linking the "theory" of Learning Organizations with current and emerging practices in both corporate and military settings. They also want me to align the address with key stories and utilize the language of Peter Senge’s models. No problem.* Logistics: There are many very detailed logistics, including my travel from Albany, when I will be in the program (I usually avoid the tired end and prefer to kick off), and the setting. Once they announced the speech, the attendance grew. The event will take place at a movie location’s IMAX Theater with an overflow crowd in the next room and a feed to distributed sites by Video Conferencing.  Hmmmm.  Design challenges and opportunities. And, the time is 45 minutes.* Diving Deep: Many speakers take the assignment and run with their outline. But, after 40 years in the field, that would be boring to me. Instead, I love to have a deep dive conversation with the senior leaders. In this case, we scheduled an hour long high quality video conference with their leaders, including their leader Capt. Steve "Snak" Nakagawa! During that video call, we dove deeper on content, looking at current operational changes they are making, listening for their language and actually "negotiating" the themes of my presentation. This conversation yielded about 4 pages of notes and I am delivering a 130 degree different address based on our dialogues. Plus, it builds a shared trust in how the session will go and what their needs are (and the needs of the audience).* Design and Presentation: I am not going to be using a PowerPoint slide stack in this IMAX Theater. Instead, I put together a one-slide graphic with an infographic, key picture and some note taking space for the participants. This slide will be on throughout the 45 minutes and each person will have the one pager for notes and a short interaction with seat-mates. During the design process, "Less is More" governs my choice of content and stories. I figure I can present about 8 elements - each about 5 minutes long - in a storytelling and dialogue process. And, as I made up my infographic, I dropped one of the items. Less is more.* Storytelling as the Arc: The core of my design process leads to a story - content, context and field experience-rich, but a story that is made to provoke and extend their learning goals. It needs Beginnings, Middles and Ends.  And, I actually build the story "arc" in my brain and on a small index card.* Gestation: I use a gestation period - between my design and delivery - and that results in another 10 to 30 percent change. * On-Site Reality Check: I have a pretty good sense of who the audience is and their levels, but it is key for me, once I get to the theater tomorrow morning at 8:30, to do my own validation.  I’ll have coffee beforehand and make sure that I have an accurate "read" on the audience.* Last Minute Logistics: Yes, things do change with logistics. I was planning on bringing my USB stick with my one slide, but due to security requirements, their laptops do not allow for USB access. Instead, I am sending a version by email and bringing an extra CD to use if I have to cut an updated version in the next few hours.* Nervous? Not at all. In fact, designing and delivering a keynote speech is really exciting. It makes me a learner and I always come away with new context, stories and people to get to know. The only time I get nervous is when the group that has hired me for a keynote says, "Don’t worry. Just give one of your great speeches. We don’t care a lot about the content. Just make them laugh and be motivated." That gets me nervous and, to be honest, annoyed.* Excitement? Yes! I am honored to be working with this important group. We have both put in the time to make it an effective design and therefore more likely to be an effective learning experience. Learning DESIGN is everything - from classes to social/collaborative connection and yes, also keynote speeches. I will write part two of this tomorrow afternoon, after the speech, to share the second half of the process and delivery impressions. Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie  

Learning TRENDS by Elliott Masie - August 24, 2012.#740 - Updates on Learning, Business & Technology.55,799 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. Comcast Learning & University Honored!2. Part 2 - Anatomy of a Keynote Speech - Design, Bathrooms & Headsets! 1. Comcast Learning & University Honored! We are honored to announce that Comcast will receive a Learning Spotlight Award at Learning 2012, October 21-24, in Orlando, FL. This award recognizes Comcast’s  commitment to employee engagement while continuing to grow its business. Comcast leverages an internal National Executive Learning Council that includes members of the C-suite and other senior leaders to ensure alignment between the business and learning. This includes setting new expectations and strategy. Comcast University has established a business imperative team to connect daily with the enterprise project management office to clarify what learning solutions are needed and drive product trials, betas and pilots. Also, they have successfully redesigned new hire training for their almost 26 thousand call center employees. "We are incredibly honored to receive this recognition from the Learning CONSORTIUM," said Martha Soehren, Ph.D., senior vice president and CLO for Comcast University. "Comcast is bringing new products to customers faster than ever, and the 500 learning and development professionals across Comcast University are passionate about making sure our employees have access to training that will help them provide the best service for our customers." "Comcast’s ability to regularly engage senior leaders in the evolution of its learning strategy ensures that, through continual experimentation and innovation, learning is improved to directly support the business. Learning 2012 is pleased to honor Comcast and its leadership in the learning and performance field." - Elliott Masie, Host & Curator, Learning 2012 Details at: http://www.learning2012.com/item/comcast.html 2. Part 2 - Anatomy of a Keynote Speech - Design, Bathrooms & Headsets!: Yesterday, I delivered the keynote address for the Navy in Orlando - following up on the design process described in the last Trends (http://trends.masie.com) With all of the prep in the world, the design of a keynote address will continue to evolve once on-site.  Here are my notes from yesterday, starting with breakfast at 7 am: * Day of Design Check: At breakfast, I went over my notes and thoughts - to check if there were any changes or open issues.  I paused as I thought about how to address the leader of this Naval Base, where simulation, learning systems and training technology is developed.  He has sent me a note with his nickname - Capt. Steve "Snak" Nakagawa.  But, would I use Captain, "Snak", Steve or some other title?  There was no simple answer, so it fell into an open question list.  Other than that, I felt that my design was aligned with their needs - subject to change when I arrived at the theater. * Face to Face Pickup: While I could have taken a taxi from the hotel to the speech, I had requested that one of their senior leaders might pick me up. So, we had a 15 minute conversation and I was able to fill out a number of key issues and also get a sense that this whole morning was designed to be "fun and community building".  This had not been articulated in the previous video, but I smiled when I heard that they referred to this meeting as a "Town Hall", and that music, video clips and other elements would lighten up the morning.  Aha, that led me to do a mental tweak - and put back in a story that would fit the spirit. * AV Choice: When I got to the theater, there were AV choices to me made.  While I normally opt for a wireless handheld microphone, my options yesterday were for wired podium microphone or a "behind the ear, Madonna like setup".  I chose the ear piece, tested it out in my voice and made sure that there was not too much slap back sound to me in the theater. And, I opted for a wooden big high stool in the middle of the stage, rather than standing behind the podium. * Listening and Learning to the Program: There was a great 90 minute segment before the intermission and then my keynote.  During that time, I got a sense of the spirit of the event, the degree to which they were actively using language from Covey’s Habits and Senge’s Learning Organization.  The national anthem was sung vibrantly by four of their teammates and I laughed with the group at the upbeat nature of the content. * Skipper Was My Choice: Every one of the senior leaders referred to the chief of the unit as "Skipper" and the second in command as "XO" - for Executive Officer. I made a mental and written note to use those terms. * Bathroom PLEASE: There was only a 10 minute break before my speech and over 600 people were heading to use the restrooms in the theater. I asked for help to find a shorter line - down the hall - and made sure that I could get back in time to be ready to head up on stage 3 minutes before the start time. Whewwww. * Connecting in 120 Seconds: You only have 2 minutes to make a connection with a large and distributed audience.  I adjusted my comments and got them to do some audience hand raising and laughing in the first 120 seconds. And, I framed up why I felt I was there with a few outcomes for the 45 minutes. * Get Them Engaged: Several times during the speech, I had them turn to a neighbor and talk about an issue or question.  The first one was in the opening five minutes, when I had them tell a neighbor how they ideally like to learn themselves.  The room buzzed, the energy shifted to the audience and I then got rapid answers from the back and middle of the theater. I looked at Skipper and the XO and asked them for their answers which were: "Through Experience" and "From Peers and Experts".  This set the tone that my keynote was not a pure download - it also curated some content from the audience and brought the Skipper’s words into the segment as well. * A Coin at the End: It is always great to feel the audience responses during a keynote and at the end.  One wonderful tradition in the world of military presentations is when the Skipper puts an "Honor Coin", a medal engraved with their base and name, and shakes your hand - gifting that to you. I have a collection of 50 great coins, including Secretary of Defense, Joint Chief of Staff and CIA Director, but each one feels like an honor.  Unfortunately, I forgot to take our MASIE Center coins, to give in return.  But today, I am sending the Skipper and his team our coins and appreciation for being asked to address their group. * Design Feedback: I delivered 80% of what I had planned. I dropped one segment, based on comments from one of their leaders before me, that covered the same material.  And, I reorganized the order of the content - based on a sense of the energy and focus of the group.  Got several emails within an hour and a few Tweets from both the audience and leaders, saying thanks for adding stimulation and perspective to their work.  And, today there are several notes with questions and follow-up ideas in my email from new colleagues in Orlando. The cycle of a keynote takes some time - if you are committed to DESIGN.  I appreciate working with groups that see face to face meetings as special times for broadening the perspectives of their audience - by bringing in outside speakers and authors.  The 45 minutes actually got stretched by me to 47 minutes, but I kept to our joint design and felt honored to be there.  Finally, I learned things. I made a page of notes during and after the morning with ideas that will pop up here in Learning TRENDS and at our Learning 2012 event. Thanks for listening to the details of how one person approaches keynote addresses.  If you have any questions or comments, send me an email to emasie@masie.com Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

TO: Learning, Training & Performance ColleaguesFROM: Elliott Masie, The Learning CONSORTIUM RE: Learning Newsletter - 14 Pages of Content We just finished our new Learning in 2012 Newsletter. This is a free, 14 page collection of articles, perspectives, content and context focused on Learning in 2012 and beyond. View or Download at: http://www.learning2012.com/newsletter Articles Include: * Learners Want Personalization.* Learning Together: Social & Collaborative Learning.* Susan Cain on Introverts* What is the "e" in e-Learning?* Video Expands Learning.* Otello, Leadership & Learning by Nigel Paine.* General Colin Powell’s Leadership Perspectives.* LMS: More Learning Options, Please!* Charles Duhigg on Habits.* Performance Support Perspectives View our Newsletter: http://www.learning2012.com/newsletter Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - August 29, 2012.#741 - Updates on Learning, Business & Technology.55,807 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. Video Webinar: Social "Hype" & Collaborative Learning:2. 100 Learning Sessions Announced.3. MD Anderson Cancer Center Honored. 1. Video Webinar: Social "Hype" & Collaborative Learning: I am pleased to produce a free, one hour - online webinar on the opportunities, challenges, realities and "hype" of Social and Collaborative Learning.  There are many exciting innovations and design models for increasing collaborative learning. We must also add curriculum and learning design for effective "Working Together" approaches.And, there is an incredible amount of "Hype" - often confusing social media and social learning. Join me for a one hour, video webinar on this topic: Video Webinar Title: Social "Hype" & Collaborative LearningFacilitator: Elliott MasieWhen: September 12 at 1 PM (Eastern Time) for One HourTopics:* What are the real innovations in social and collaborative learning?* What are the "hype" elements? * What are the key trends and challenges for social and collaborative learning in 2012?* What are the differences and distinctions between social learning and collaborative learning design?* When does social and collaborative learning work, and when is it over-hyped?* How do we engage all generations and respect the introverts in our workplace? There is no charge, but space is limited.  Reserve at: http://www.masie.com/socialwebinar 2. 100 Learning Sessions Announced: Our Design Team is busy creating and curating content from learning colleagues around the world.  We are pleased to announce that a major chunk of the 200 Learning Sessions at Learning 2012 are now posted on our website.  In addition, this year 15% of the sessions and activities will be "Real-Time Content" - designed, formatted and delivered onsite by participants responding to Real-Time interests, concerns and benchmarking needs.  Here are the latest updates: Learning Sessions: http://www.learning2012.com/sessions   .Learning in 2012 Newsletter - Articles + Content: http://www.learning2012.com/newsletter   . 3. MD Anderson Cancer Center Honored: We are pleased to announce The University of Texas MD Anderson Cancer Center will receive the Learning Spotlight Award for excellence in education and training at our Learning 2012 conference, to be held October 21-24, in Orlando, Florida.  The Learning CONSORTIUM is honoring MD Anderson for its innovation developing new models for providing learning, knowledge and skills to its employees, collaborators, patients and their families. MD Anderson has pioneered new approaches to using video, eLearning and other media in its efforts to impact the cancer problem.  "Achieving our mission to eliminate cancer requires new knowledge, so education is our mission area that enables the other three - patient care, research and prevention," says Oliver Bogler, Ph.D., senior vice president for academic affairs and vice president for global academic programs at MD Anderson. "We continually work to employ the latest approaches to enhance our educational effectiveness, and we’re pleased to be recognized for these efforts." "MD Anderson truly innovates and pushes the boundaries of organizational learning to improve not only employee learning and performance, but also the quality of care and life for its patients. Learning 2012 is pleased to honor MD Anderson, spotlighting its leadership in the learning and performance field." - Elliott Masie, Host & Curator. Details at: http://www.learning2012.com/item/md-anderson-cancer-center.html Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - September 6, 2012.#742 - Updates on Learning, Business & Technology.55,812 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. George Takei, Lea Selonga and Tech Prep Lessons.2. 30 Under 30 Learning Leaders Announced!3. Video Seminar: Social "Hype" & Collaborative Learning. 1. George Takei, Lea Selonga and Tech Prep Lessons: I am in San Diego for the week, in my role as an investor/producer for the upcoming Broadway play Allegiance, starring George Takei (Star Trek), Lea Selonga (Miss Saigon) and Telly Leung (Glee and Godspell). In these few days, the cast and creative crew are doing mind-bending minute by minute prep for the first night of Previews on Friday. To make this even more exciting, Allegiance, an epic story of family, love and patriotism set during the Japanese American internment of World War II, is written and produced by Jay Kuo and Lorenzo Thione, two incredible, innovative theatrical and technology world leaders.  Yesterday was a "Tech Rehearsal" Day at Allegiance and I sat in the theater (Old Globe) from 2 pm until 10:30 pm as they brought together the songs, orchestral music, lights, scenery and the gestalt of the musical show. George Takei, an amazing actor, activist and Facebook maven (over 2,500,000 likes) and the rest of the cast were incredible as they went line by line, song by song, scene by scene - working together and with deep feedback from the creative crew - to improve and evolve this Broadway bound show. My lessons about learning as I sat in the audience were: * Previews, Rehearsals and Trials are often missing in the world of learning. When was the last time that a new face-to-face course was put through the same level of prep and tweaking? When was the last time that a trainer was told to shorten or drop that story because it just slowed the flow down?* Storytelling is Core.  As we watched and absorbed the stories from the stage, moved and shaken, I was reminded of the power of storytelling and how much we need to keep it as a core part of our face-to-face and digitally distributed learning experiences.* Change One Thing - Everything Shifts.  As each micro change was made yesterday in the show, teams had to react and adapt the music, scenery shifts, lighting and the dramatic flow. Often, as we improve a learning program, shifts are necessary, and it is key for learning producers to frame the whole process. Learning TRENDS readers will enjoy following the progress and process of Allegiance.  Check out the site at http://www.allegiancemusical.com/ 2. 30 Under 30 Learning Leaders Announced!  We are pleased to announce our selection of our 30 Under 30 Learning Leaders for Learning 2012.  They reflect a wide range of learning professionals in the 20’s decade of their career. And, they will be featured and mentored at our event in Orlando.  Meet the 2012 30 Under 30 Learning Leaders: http://www.learning2012.com/30 3. Video Seminar: Social "Hype" & Collaborative Learning: Video Webinar Title: Social "Hype" & Collaborative LearningFacilitator: Elliott MasieWhen: September 12 at 1 PM (Eastern Time) for One HourTopics:* What are the real innovations in social and collaborative learning?* What are the "hype" elements?* What are the key trends and challenges for social and collaborative learning in 2012?* What are the differences and distinctions between social learning and collaborative learning design?* When does social and collaborative learning work, and when is it over-hyped?* How do we engage all generations and respect the introverts in our workplace? There is no charge, but space is limited.  Reserve at: http://www.masie.com/socialwebinar Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie    

Learning TRENDS by Elliott Masie - September 10, 2012.#743 - Updates on Learning, Business & Technology.55,819 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. Sushi Lesson: Years of Study or Quick Skilling?2. New Learning Competencies: Donald H. Taylor.3. Video Seminar: Social "Hype" & Collaborative Learning. 1. Sushi Lesson: Years of Study or Quick Skilling? I watched an interesting movie on my flight back to New York - "Jiro Dreams of Sushi." It is about intensity of skilling - as illustrated by a Sushi Chef in Japan, who is 85 and serves only 10 people at a time in his top end restaurant. Interns spend 10 years studying under him.  He reflects a model that learning deeply about something takes time, sometimes a great deal of time. Jiro, the chef, won the 3 Star Michelin Award, and reflects a view towards competency that may be vanishing in our faster world. Watching the skill at which he and his well trained team prepare one piece of sushi at a time - after hours of buying, prep and skilled presentation - is a stark contrast to the fast skilling world of much of our workplace. Spend a few minutes and view a short clip of the movie at: http://youtu.be/6-azQ3ksPA0 How do we blend an agile and rapid skilling approach while also honoring and respecting the competencies that take decades to develop and prefect?  I would love to hear your thoughts about the balance. Send me an email to emasie@masie.com 2. New Learning Competencies - Donald H. Taylor: We are honored to announce that Donald H. Taylor, a colleague from the U.K., with 25 years experience in the learning, skills and human capital industries, will be a special keynoter at Learning 2012 - focused on New Learning Competencies! What shifts must we make in the skill and knowledge sets of current and future Learning Professionals? Donald will present with me at one of the General Sessions and lead a Real-Time Content conversation on this important topic. Details at: http://www.learning2012.com/item/new-competencies-in-learning.html 3. Last Invitation - Social "Hype" & Collaborative Learning Webinar: We have more than 1,700 learning colleagues registered for our free webinar. Last call for sign-ups: Video Webinar Title: Social "Hype" & Collaborative LearningFacilitator: Elliott MasieWhen: September 12 at 1 PM (Eastern Time) for One HourTopics:* What are the real innovations in social and collaborative learning?* What are the "hype" elements?* What are the key trends and challenges for social and collaborative learning in 2012?* What are the differences and distinctions between social learning and collaborative learning design?* When does social and collaborative learning work, and when is it over-hyped?* How do we engage all generations and respect the introverts in our workplace? There is no charge, but space is limited.  Reserve at: http://www.masie.com/socialwebinar Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - September 12, 2012.#744 - Updates on Learning, Business & Technology.55,824 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com Subject: Anatomy of Two Video Keynotes Today - Designing from Afar! Today, I had the privilege of delivering two different keynote/seminars via video to learners around the world. Here is the "anatomy" of how I prepped and delivered these two events. Designing and presenting via video is a different process and requires a wider range of choices and decisions. Video by 2 Formats:- 1 PM, 1,780 learning colleagues around the world in a Video Webinar on "Social and Collaborative Learning - Innovation & "Hype". I used a new HD Video format from GoTo Training. The video was from an HD Webcam on my IBM PC via a 3 times T1 connection. Each participant could watch, hear and send questions from their desktops during the sixty minutes of Elliott presenting and responding to written questions.- 4 PM, 250 senior learning leaders at the Learning Live Conference in London. I was the after-dinner speaker for their 2 day event. I used the High Def Telepresence from Polycom, which was the same tech they had in London. I was magnified on a few screens and Donald Taylor was the host and facilitator for me, moderating our conversation. This was 40 minutes of Elliott as interactive keynoter. So, what were the Design Decisions that I made today? * Dress: I selected an Orange Golf Shirt as it looked great against both a blue wall and in the office.  And, I chose to wear a set of shorts - since both keynotes were from the waist up. It was going to be a long day, so I wanted to be comfortable :) * Style: The style for each of these video presentations was quite different. My model for the first video presentation to thousands of people was a comfortable seminar format - with a content flow through the various ups and downs of social/collaborative learning. My model for the dinner keynote was quite different, mixing content and highly interactive Q & A led by my host in the U.K. * Tech Prep: For each of these video presentations, there was 1 to 2 hours of technical prep and rehearsal. Audio and Video images for each session were different. The webinar used audio through the PC, so I wanted to test pitch, volume and resonance - including checking it from a remote location. And, the video camera needed to be raised with ceiling lights targeted for best views.  The video conference dinner presentation had high definition cameras and I needed to push the table back to create a sense of intimacy in high def. * Content Images: For the webinar, the technology was focused on PowerPoints, which I don’t love. Yet, learners will get bored without shifts in the slides. So, I put together a 22 slide stack of bright pictures - without bullets - to be used in sequence and a few in response to teachers. They allowed me to flow the conversation with visual enhancements of my video, as that would be pretty constant for 60 minutes.  Check them out at http://www.learning2012.com/innovation-or-hype.html * Humor: Both presentations had me use a range of props and humor:- Since they were at the same time as the Apple announcement, I made a "faux" announcement about what the new iPhone would look like. So, I held up a 10 year old Mickey Mouse telephone as part of that segment.- I used a range of props that would extend and lighten up the content, including a large fabric Dice to show the need for random connections in social collaboration. And, a film strip from 1960 to talk about the history of evolving learning technology. * Style: Once I had the content defined for the programs, the final element was to add a style and time dimension. My responses and content were in 3 minute segments with the ability to add humor and stories throughout. My "speaker" style was to provide a mixture of content, context, stories from the field, references to research and evolving corporate learning practices. I was more of an analyst and "curator" than a directive lecturer and the questions in both settings allowed me to be relaxed within a highly structured setting. * Risks: During each program, I took a design risk to make the sessions different:- Talk to Your Neighbors: I asked the learners in London to turn to the other people at their table, at the end of my presentation, and process the design. It was something that one might do normally in a face-to-face setting, but most video presentations become low risk!- Brainstorm on the Webinar: I asked the webinar folks to brainstorm the answer to a question and have them type their answers into a chat board. Over 500 did and it actually crashed the board for a minute, but it gave me real-time content and engagement. I deeply enjoyed the video keynotes. I have watched the full webinar as part of my debrief, as well as reviewing emails and Tweets from dozens of London participants. Designing for Video Presentations? Exciting, different and challenging! We need to develop new design models and increase presenter and learner choices. Thanks to my hosts for these presentations. They allowed me to connect with thousands of learning colleagues - and do it all while wearing a pair of shorts. Thanks! Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - September 18, 2012.#745 - Updates on Learning, Business & Technology.55,829 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. Contingent/Temp Workers & Learning?2. "Oh Myyy" eBook from George Takei.3. Whiteboards and Learning! 1. Contingent/Temp Workers & Learning? Contingent, contract and temporary workers are growing as a larger portion of our workforce.  What is the changing role of learning with contingent workers who may only be there for a short while? "Contingency staffing - temporary or contract workers - is growing, a new study has found. And with the economy stuck in neutral, at best, it may become an even bigger factor in the creation of a workforce.And 71 percent of organizations cited the flexibility that contingent staffing gives them as a help during economic ups and downs. That has them looking to do more contract hiring. One in five companies plans to increase its percentage of temporary or contract workers in the next year. "The recession brought such significant operational and financial duress for U.S. companies that the business model of the future will rely heavily upon the ability to be insulated from economic downturns," said Jim Link, of Randstad. "We live in a world now that rewards financial flexibility rather than fixed-cost business models, and agility, cost containment reign supreme." Link added that, "What used to be viewed as a temporary stop-gap measure, the utilization of a contingent workforce alongside full-time talent is no longer a contingency plan. We believe this integrated staffing model will be fundamental to operational and fiscal success for the foreseeable future." So, what are the implications for learning/training and contingent workers?- When is it legal or not legal to provide learning resources or experiences to a temp or contract worker?- How do we place them into our LMS?- What is the process for best leveraging the experiences of a contingent worker - from previous assignments - when they come to our workplace?- What are the legal aspects of using their video segments internally - is it covered under "work or contract for hire"? I have just written an article on this trend and will be exploring it in our MASIE Center work in the months ahead: http://www.learning2012.com/item/contingent-workforce-learning.html 2. "Oh Myyy" eBook from George Takei: As you may know, we are investor/producers in the new Broadway bound musical "Allegiance", starring George Takei from Star Trek. George has just released a special edition eBook that talks about his experiences in the social media world. If you would like to order a copy of "Oh Myyy", go watch the video of him at http://www.theohmybook.com 3. Whiteboards and Learning: In the digital age, the whiteboard continues to be a fascinating tool and canvas for individual and group thinking and brainstorming.  At our upcoming Learning 2012, we are designing White Board rooms that will be used by clusters of our participants to think/write out loud about changing learning challenges and innovations. We will combine real and digital white boards.  I love the feel of a great white board brainstorm and conversation.  Check out our plans at: http://www.learning2012.com/item/white-board-rooms.html Yours in learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - September 20, 2012.#746 - Updates on Learning, Business & Technology.55,832 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando, FL - www.learning2012.com 1. Scheduling - A Day at the Board - Spaces, Time & People.2. Google Releases "Course Builder" - Open Course Platform.3. Follow Along on Twitter: @emasie 1. Scheduling - A Day at the Board - Spaces, Time & People: Learning Designers are often engaged in content, needs assessment, sequencing and remediation.  All important stuff. But, Scheduling is Also Key! Today, we are in the middle of "Scheduling Days" at The MASIE Center. Our design team is moving magnets - with over 200 learning options, sessions and discussions - into dozens of  different rooms in 9 time slots. So, what goes best Monday morning in the first breakout session?  What would be awesome right after Susan Caine’s keynote on Introverts? When should we create unplanned "Real-Time" space for just in time sessions?  And, how to predict how many people will turn out for a "When to Dump Your LMS Session?"  First we take days on the time board.  Then, we turn to a space and location board. Let it steep. Get multiple sets of feedback. Design for the high energy, coffee pumped learner - and also for the learner that does not really fully wake up until 11 am. If you would like to see our Scheduling Process and Pictures in Motion - go to: http://www.learning2012.com/item/200-sessions-design-juggling.html 2. Google Releases "Course Builder" - Open Course Platform. Google has just released a new "Course Builder" to allow individuals and organizations to design and present Open Courses, much like they did with their free course this summer on Power Searching for Go0gle. It is in early beta and does require some tech background, but it is a cool addition to the open set of tools. Check it out at: https://code.google.com/p/course-builder/ 3. Elliott Masie’s Twitter Account: @emasie If you would like to connect with me on Twitter, just follow @emasie  Thanks! Yours in Learning, Elliott Masieemail: emasie@masie.com MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - September 25, 2012.#747 - Updates on Learning, Business & Technology.55,838 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando - 1,294 Registered! 1. Learning Supplier’s View of Learning - Podcasts.2. Kiosk or Face to Face Registration? Design Choice!3. eBook: Opportunity for Learning Development? 1. Learning Supplier’s View of Learning - Podcasts. I am interviewing the CEO’s and leaders of major Learning Supplier organizations - on the current future trends in learning.  You can listen to these interview segments (3 to 10 minutes) with Learning Suppliers including: Ancile Solutions, GoToTraining by Citrix, Globecomm, GP Strategies, Harvard Business Publishing, Interactive Services, Intuition, KnowledgeVision, Maestro, NetDimensions, Ontuitive, OpenSesame, SAP, Skillsoft, Triple Creek and others. These are targeted, non-hyped conversations from the organizations creating our current and future products and services! Listen to Podcasts At: http://www.learning2012.com/Suppliers/2012-suppliers.html 2. Kiosk or Face to Face Registration? Design Choice! To create Kiosks for self check-in or to use Registration Counters with greeters? This was one of my interesting design decisions.  I love airport check-in’s where I can rapidly get my boarding pass and head for the gate. So, should we deploy kiosks that would check-in people and print a name badge?  Or, should we have warm greeters at Registration Counters - handing name badges to each participant with welcoming conversations? Technology, methodology and community issues were part of this design decision. Check out our process at: http://www.learning2012.com/item/people-or-kiosk-welcome.html 3. eBook: Opportunity for Learning Development? I have become quite fascinated with eBooks. In fact, almost 90% of the books that I purchase or read are now eBooks, from Amazon or other sources. But, what about using the eBook as a form factor for eLearning?  Imagine if we could develop eBooks that had blends of the following functionalities: * Content in Written Form (ala PDF).* Video, Audio and Interactive Segments.* Branching Content Based on Assessment or User Selection.* Performance Support Components.* Social and Collaborative Elements.* Auto Updating of Content in New Colors and Highlighted Updates.* And More… I would love to hear from our Learning TRENDS readers about your views on eBooks and eLearning? While simple tools to make this happen are not fully available, can you imagine what the eBook of today (or tomorrow) might provide learners and learning organizations?  Send me a quick email to emasie@masie.com Yours in Learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - October 1, 2012.#750 - Updates on Learning, Business & Technology. 55,841 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando - 1,327 Registered! 1. Questions for General Colin Powell , USA (Ret), Please!2. Questions for Marshall Goldsmith, Please!3. Questions for Susan Cain, Please! I have an unusual request for Learning TRENDS readers today.  I would love to get your QUESTIONS. In my work, I have had the honor of interviewing many very famous people, from President Bill Clinton to Malcolm Knowles to Apolo Ohno and others.  Whenever I do an interview, I love to go wide and ask colleagues for questions and lines of conversation that I might pursue with these speakers.  This year, at Learning 2012, I will be interviewing some fascinating folks and I’d like to include your questions in my planning for the interviews (enhanced by Real-Time Twitter feeds from the audience). So, if you were able to ask an interview question to these folks… * General Colin Powell, USA (Ret) on Leadership and Leaders?* Marshall Goldsmith on Coaching, Mentoring and Employee Engagement?* Susan Cain on Introverts and Learning?* Charles Duhigg on The Power of Habits?* Or even a question for Elliott Masie on Learning? What would you ask?  Please to  http://www.surveygizmo.com/s3/1043161/Interview-Questions-Please I really appreciate your time and will share many of these interviews in video format after event. If you would like to register for Learning 2012, there is still an Advanced Registration Discount at http://www.learning2012.com Yours in Learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - October 9, 2012.#752 - Updates on Learning, Business & Technology. 55,857 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando - 1,412 Registered! 1. Charles Duhigg Video on Patent Issues - and Learning Field.2. Television Changes as Predictor for Learning Changes. 1. Charles Duhigg Video on Patent Issues - and Learning Field: Take 3 minutes and watch a video from Charles Huhigg, a NY Times reporter who has just written a fascinating article about the implications of patents and innovation. Charles is also one of my keynoters at Learning 2012 and will talk about the role of Habits. Video: http://www.nytimes.com/interactive/2012/10/07/business/patents.html I will be asking Charles to expand on this topic a bit as it might affect our own learning field and even Learning Management Systems. There is an ongoing set of legal court cases brought by IPLearn, which "claims" to have major technology inventions with poorly issued patents, and then sues many LMS companies, forcing them to settle when the legal fees get too high. What are the implications for innovations in a field where sloppy business process patents are approved and then innovation dollars go to pay "licenses" rather than improve our LMS systems? Hmmmm. We are very excited to have Charles Duhigg talking about the world of Habits and we will also take a few minutes to explore patents and "patent shills". 2. Television Changes as Predictor for Learning Changes: I am working on a number of keynote metaphors for my opening session at Learning 2012 and wanted to share one of the images that is intriguing: Think of how much TV has changed in the last years. When I was younger, a black and white TV was in my living room.  Yes, just black and white. But, more importantly, the TVMS - yes the TV Management System - was 3 networks and 2 local stations. TV watching was done by schedule and everyone at once. You watched for one hour at 8 PM on Sunday night, or no program. Think of how it has changed. First, the TV experience is different. It’s bigger, colorful, almost feels 3D and is placed in our rooms and sometimes on our mobile devices. The management and timing of TV has switched to YOU - the viewer. You can watch at/by: - Scheduled Time When Broadcast.- From 100 to 2,000 Channels on Cable/Satellite.- Via the DVR, VCR or Capture Capacity.- On Demand from the Broadcaster.- Streamed to your Laptop or Desktop or Smartphone.- And, the wonderful Fast Forward Button. Now, think of what that implies about the shifts in the world of Workplace Learning. A few years ago, learning was a lot like an old TV. Now, learning is also shifting —- Learner Choice, On-Demand, Personalization, Collaborative/Social Ratings and more. Check out my blog at: http://www.learning2012.com/item/tv-evolves-learning-evolves.html Yours in Learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - October 11, 2012.#753 - Updates on Learning, Business & Technology. 55,857 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando - 1,489 Registered! 1. Taking a Train to Orlando - Learning on the Rails!2. The Reality of Last Minute Registration :) 3. Handling Huge Learning Options? 1. Taking a Train to Orlando - Learning on the Rails! I have a habit of taking an overnight train from the Northeast to Orlando for Learning 2012 every year. Train, Training, Learning - well they do sort of go together. For me, the 18 hour ride from Washington, DC to Orlando, FL involves a personal retreat, relaxation and reflection time. I just booked my mini-bedroom - with sofa and fold down bed - and great views of America on the way. I use the time to think, work on my keynote speech, re-read books by General Powell, Susan Cain and Charles Duhigg, format questions and ponder about learning. Slowing down is just as important as speeding up as a learner. And, if you are located on the Amtrak tracks from DC to Orlando, send me a note and I’d be glad to call and chat - or maybe wave out the window to you. I’m leaving DC at 3 pm next Tuesday. And, a personal fantasy. Someday, I’d love to organize a Train for Training & Learning, which would have 100 colleagues and we would travel around America, visiting each other’s workplaces and use one of the cars as a Learning Lab. Wow. All Aboard! 2. The Reality of Last Minute Registration :) We are also in the midst of last minute registration time. In the "older days", most people finalized their conference plans 4 weeks out. But, every few minutes, we are taking another last minute registration for Learning 2012.  We are at 1,489 and it will grow every day for the next week and a half. We are agile about this shift in last minute planning. So, we shifted our Advance Registration Discounts to right before the event. And, today, I had to personally guarantee a block of Disney Rooms, since their system will not hold open rooms 10 days before an event. But, we don’t mind holding those rooms to deal with last minute decision making processes in so many of our companies. But, if you are planning on coming, please act quickly. Almost all of the rooms on Disney Property are sold out other than our Learning 2012 block and we have special details on how to get these rooms.  For information go to:http://www.learning2012.com/item/last-minute-reservation-key-info.html 3. Handling Huge Learning Options? One issue that is rolling through my brain is the need for our learners to have ever more maturity and sophistication in weaving through and choosing the most appropriate learning options offered at work. We have gone from a set curriculum in many companies to a much wider set of formal and user-driven learning resources. On one level this is great. But, what are the skills and models for learners to process and weave their way through an exponentially larger set of learning choices? And, what can organizations do to build this capacity? We will be exploring the implications of great learning choices in massive learning "option-land" at Learning 2012 and other MASIE Center programs. Yours in Learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - October 15, 2012.#754 - Updates on Learning, Business & Technology.55,861 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host, Learning 2012 - Oct 21 to 24, Orlando - 1,517 Registered! 1. Intensity? Low or High Intensity in Learning!2. Questions about Introverts, Please.3. One Last Mobile Learning Survey Pulse. 1. Intensity? Low or High Intensity in Learning! One of the interesting design challenges for the learning world is all about "Intensity". Sometimes we design very intensive high energy leadership retreats.  Other times we want to give learners casual on-demand access to a PDF with information. So, what is our design model for determining or designing learning intensity? And, what is the role of learners in that process? I recently wrote an article for my column in CLO Magazine on "Learning Intensity". Here is a copy: http://www.learning2012.com/item/intensity-learning.html 2. Questions about Introverts, Please. I had a wonderful telephone session with Susan Cain, a great resource on Introverts, about how we deal with the Introvert/Extrovert mix in our workplaces. I would love to get a few questions that I might ask Susan during her keynote interview at Learning 2012. Send me a quick note to emasie@masie.com 3. One Last Mobile Learning Survey Pulse: We have had over 700 organizations respond to our Mobile Learning Pulse Survey and would like to get one more wave of Learning TRENDS responses. The data is quite revealing and we will publish the full details in about 10 days. But, could you take a few minutes and add your current plans and realities about Mobile Learning at http://www.masie.com/mobilepulse PLUS: Last minute registration for Learning 2012 is still available (rooms and discounts) at http://www.learning2012.com Yours in Learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2012 - Oct 21 - 24, 2012 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - October 29, 2012.#756 - Updates on Learning, Business & Technology.55,869 Readers - www.masie.com - twitter: emasie - The MASIE Center. Stay Safe, Please! Observe and Share Content Mode Shifts Many of our Learning TRENDS readers are in the pathway of the huge hurricane/storm Sandy that is about to hit the Eastern part of the United States. As our team from the MASIE Center is heading back to New York after Learning 2012, we hope that all of our colleagues, friends, families and neighbors will be safe in this challenging week. A personal request! Keep an eye on how our society is using new modes of technologies to enhance learning and support during this storm. For example: * The American Red Cross has released a Mobile App that includes a request for help, a flashlight app and weather updates.* Weather and News feeds are being enhanced on the web for those situations where citizens might lose cable but continue to have some access to internet - even through mobile devices.* I have received over 10 emergency update email messages from utility companies, police and landlords as a means of up-to-the-minute contact.* Social Media is being leveraged to keep neighbors in touch and updated. As a learning colleague, would you note the shifts in media, content and community modes and send us a quick email to emasie@masie.com Most of all, stay safe. Yours in learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2013 - November 2013 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

TO: Learning, Training and Performance ColleaguesFROM: Elliott Masie, The MASIE Center RE: Invitation to Video for Learning LAB & Seminar Every aspect of workplace learning is adding video elements. * Video in Webinars.* Video in eLearning Content Modules.* Video in Classroom Content.* Video Chat & Video Conferencing.* Video Stories (YouTube Corporate Content).* Video Expertise & Coaching. You and your colleagues are invited to participate in The MASIE Center’s most popular professional development program for learning colleagues: Video for Learning LAB & Seminar.January 14 to 16, 2013 - Saratoga Springs, NY. Complete details and on-line registration at http://www.masie.com Looking forward to working and learning with you! Yours in learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning 2013 - November 2013 - Orlando, Florida.* Video for Learning LAB & Seminar - January 2013.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - February 19, 2013.#762 - Updates on Learning, Business & Technology.55,894 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host: Learning Directions Blended Seminars 1. Personalization of Learning: A Key Learning Direction!2. Simple App: Less is More :)3. TeleWork Legal Issues: 1. Personalization of Learning - A Key Learning Direction! The learner is growing in his/her assumptions of Personalization choices and actions as they approach workplace learning. Personalization is one of the major Learning Directions that The MASIE Center is tracking in 2013. Personalization of Learning has several key dimensions that are altering both learner behaviors and organizational approaches to design: * Scope and Sequence Choices! Traditional instructional design placed scope (the range of content delivered) and sequence (the order of content) to the designer. The 2013 Learner has a growing desire to make minor or major changes in the scope or sequence of their learning content. Some want to go directly to the Step by Step details while other learners want to start with a framework or conceptual blast. Likewise, some learners stay focused on the detailed curriculum while others will find and consume non-designed content from internal or external sources. Design must increasingly add a Personalization component to the articulation of a course.* Leverage and Index Previous Knowledge: Our learners want the learning function to acknowledge and leverage their already existing knowledge on the targeted content. Personalizing the content for these learners would increase their ability to either "test out" of a module they already know or link the language of a new procedure to a process they learned in a previous situation. Malcolm Knowles always referred to the adult learner as a student that wants their previous knowledge continually acknowledged.* Learning Systems & Personalization: Learning Officers are asking deeper questions of their LMS and LCMS to add Personalization to their approaches to learning delivery and tracking. How do we shift the LMS to add personalized content choices and sequences to the students in a program? Personalization of Learning is one of the top themes that we will be exploring in depth at our Learning Directions sessions to be offered in March and April across the US and in the UK. Details at www.masie.com 2. Simple App: Less is More :) We have been studying simplicity in the design of mobile apps at The MASIE Center. One that I started to use recently is a weather alert app for my iPhone called Dark Sky.  This app uses GPS to determine my location and, when pressed, shows me in large type what the weather is RIGHT NOW and in ONE HOUR. In other words, before heading out, I can check and in a glance see if is raining, snowing or storming in real time. Another click shows me the predicted weather for each segment of the next 12 hours or allows me to see real time and predicted radar screen pictures for this area.  The simplicity of Dark Sky shows a usability approach to the presentation of data to the user. Getting to a one glance visual is often key. Other weather apps are loaded with more data and content, but is more really less? And, is less really more? We need more simplicity in performance based learning. 3. TeleWork Legal Issues: As we roll out our TeleWork 2013 event, the legal issues that increased teleworking raises is fascinating. For example: * How does the employment contract for a teleworking employee differ from an office-present employee? Do we specify total hours worked and with what flexibly?* What are the legal dimensions of evolving the teleworking choices for an employee on maternity leave? How do these conform or conflict with disability regulations?* Seating and safety for teleworkers is also a "hot" issue. What are employer liabilities for any injuries resulting from bad furniture purchased and used by employees?* Selection for learning, collaboration or promotion will be analyzed for home based vs. office based employees! Are there differences in your practices? Take advantage of our early registration discount rate for TeleWork 2013, June 23 to 25 in Saratoga Springs, NY.  Details and registration at http://www.telework2013.com Yours in learning, Elliott Masieemail: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning Directions Seminar: Blended and in 6 Cities Globally.* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

TO: Learning, Training & Performance ColleaguesFROM: Elliott Masie, The Learning CONSORTIUM RE: 7 Minute Survey on Learning Directions & Shifts! Can you please take 7 minutes to respond to our 2013 Learning Directions "Pulse" Survey, gathering global data on how organizations are shifting (or not shifting) their Learning Directions or approaches?  Are we doing more/less/same levels of classroom, eLearning, mobile, social learning and even supporting learning for teleworkers? Go to: http://www.masie.com/pulse2013 We will publish these results shortly at this site - hosted by our Learning CONSORTIUM. Thanks for your participation! Yours in learning, Elliott Masiehttp://www.masie.com

Learning TRENDS by Elliott Masie - February 27, 2013.#763 - Updates on Learning, Business & Technology.55,904 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host: TeleWork 2013 - June 23-24 - www.telework2013.com Special Note: "Not Yahoo! about Yahoo’s Telework Policy" Response to Yahoo’s No Teleworking Decision: Most of our readers have heard reports about Yahoo’s CEO Marissa Mayer decision to have teleworking colleagues shift to working at the office.  The comments from HR director Jackie Reses included the statement "speed and quality are often sacrificed when we work from home".  I have been contacted by many learning colleagues and members of the media for a reaction to Yahoo’s decision and what it said about the future of Teleworking.  Here is summary of our thoughts: "Not Yahoo! About Yahoo’s Telework Policy"By Elliott Masie, Chair, The Learning CONSORTIUM and Host of TeleWork 2013 Teleworking got a major news infusion when an employee leaked a policy shift from Yahoo’s CEO Marissa Mayer to eliminate teleworking or working from home options.  I am not thrilled or yelling at Yahoo! about the news stories — but not because it might be a threat to teleworking; rather, it is not fully clear how Yahoo’s decision maps back to changes that CEO Mayer wants to make in the culture of her organization. Teleworking is an evolving process.  Many organizations now have 17% to 60% of white collar employees working from home.  Many organizations have shifted customer service, sales and other jobs to a 100% teleworking level.  And, we are tracking a 3% annual growth in teleworking. So, what is the impact of teleworking on culture and employee performance? That is a complex question and is based primarily on the skills of the organization, the teleworkers themselves and managers/leaders in the organization. If handled well, teleworking can be a major plus for both employees and organizations. It can expand the pool of talent that can be hired, lower the transportation or office costs and in some instances provide a more lifestyle and workstyle positive environment for workers. But, if handled poorly, teleworkers can be and feel isolated, left out of key conversations and less bonded to the organization. Telework, like other organizational configurations, needs to be DESIGNED well and have evidence-based measures of impact. I wish that Yahoo’s statement was not just a loud boom about the end of teleworking but rather laid out a continuum of when and how office-based, telework-based or blended location made sense. I wish that the conversation was really about culture and collaboration - not about location or commuting.  And, I wish that it was not leaked from an employee, but rather posed as a collaborative process to maximize Yahoo and the employees. Why are we shifting to teleworking? The reasons range from a desire to hire the best employees (regardless of location) to a desire to reduce office and commuting expenses to lifestyle benefits for employees who can work effectively from a private space at home and still have "presence" for an older parent who is living with them. Many of our Learning CONSORTIUM members have made teleworking the default - hiring people who will work either from their home or from a remote satellite office.  And, the technology of collaboration - from easy access to video conferencing to digital collaboration - can bring together a dispersed team if done well. Teleworking also comes in many sizes and flavors. For example: - Organization Continuity Telework: The U.S. Federal Government has asked agencies to prepare most employees to be able to telework with remote and secure computer access in case of a storm or other emergency. In other words, if the organization has to shut down the office, work can continue.- Personal Contingency Telework: An employee is not feeling well or for some reason can’t come to work on Tuesday. Telework options allow the organization to have them continue to work from home without contaminating their fellow team members or missing a key meeting.- Blended Telework: Many workers are blending time in the office with time at home for work. They may select those times that team face-to-face meetings are scheduled or shift to a less distracting home-based setting for writing or quieter work tasks.- Distributed/Remote Telework: Hire the best employee for a job, regardless of their location. Shift the hiring conversation from "when can we relocate you" to "how can we set you up for successful telework and schedule occasional time at the office."- Telework Choice: Some organizations have given employees the choice of telework, blended or office-based location and many workers in every generation are choosing telework, assuming they can hit performance goals and be an active part of the team culture.- Telework Mandated: Many organizations have shifted entire functions (e.g. field sales, customer support, development roles) to a 100% telework basis. The reality is that organizations and employees will make choices amongst these options and will increasingly learn how to shift, adjust and develop new competencies or leverage new technologies to support all types of telework. I am not "Yahoo!" about Yahoo’s teleworking decision because it overly simplifies the issue of how we work in a distributed, connected and agile world with a changing labor market and work/life balances. I respect Yahoo’s CEO Mayer for her leadership of the company and would hope that she shifts the conversation to the CULTURE rather than a locational issue. And, there are clearly times when telework will not work for a team, employee or total organization. But, I doubt that Yahoo will ban teleworkers in the long term. I am both a teleworker and the CEO of a company that employs teleworkers.  It is critical for me to blend my own and other team members’ presences. I have a 72 inch screen in my office to Skype with team members in Virginia, Shanghai and India. And, there are certain key roles that would not be optimized as telework based at The MASIE Center. However, we could not operate a global company with a slim staff and over 230 Learning CONSORTIUM members if we did not leverage teleworking, video conferencing, digital collaboration and ongoing adjustment of our culture to make it work. Recently, a seven year employee gave birth to her first child. As we were negotiating her maternity leave benefits - and more importantly the culture adjustments for her as she left and will return to the office - we both saw telework as a key mutual benefit. We will provide an opportunity for her to spend more time at home but start to engage at the level that works for her via a flexible telework culture. Telework is going to be a major component of our work lives going forward, whether or not we or our CEO’s like it. The issue is not "To Telework or Not to Telework"; rather it is "How do we create the best culture for all employees, regardless of location and teleworking options?  We will use data to watch how we succeed or fail in our hiring, our retention, our customer satisfaction, our agility and our work/life culture." I invite organizations to leverage Yahoo’s discussion to have a serious conversation about the options, skills, competencies and culture shifts we want in our organizations that are leveraging telework. Let’s have the audacity to experiment, evaluate and even openly talk about failures as we continue the evolution of our workplaces and work lives. I’d love to hear from you on this topic. Send me a note to emasie@masie.com Yours in learning (and telework), Elliott MasieHost, TeleWork 2013 and Learning 2013 email: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning Directions Seminar: Blended and in 6 Cities Globally.* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - March 14, 2013.#764 - Updates on Learning, Business & Technology.55,935 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host: TeleWork 2013 - June 23-24 - www.telework2013.com 1. Curation Learning Experiment - Sample It!2. Learning Directions - London, Seattle and Cities Beyond.3. Learning Marketplace Outreach Wanted! 1. Curation Learning Experiment - Sample It! The MASIE Center Learning LAB has been experimenting with "Curation" - using colleagues to locate, sort and collect emerging digital content. We have asked 8 members of our Learning CONSORTIUM, including learning leaders from Intel, Fidelity, White Lodging, Pioneer Natural Resources, Philips, Oracle, Allstate and Ken Blanchard Company, to act as "curators" of daily new learning content from popular and unknown digital sources. Each day, four of our "curators" will select and prioritize learning-focused articles, research papers, blogs and content. Anyone can access their curation (free of charge) at the Learning CONSORTIUM Content Curation Site:http://curate.masie.com We invite you to participate in this experiment as we explore ways in which learning designs can leverage open or structured curation of content. Send comments and thoughts to our CLO Bob Baker at bob@masie.com 2. Learning Directions - London, Seattle, Minneapolis, Washington and Chicago!  We have just completed our first city on the Learning Directions event tour and I am excited to be heading to London, Seattle and several other cities in the weeks ahead. During our first Learning Directions event, the conversations drilled deeply down into Learning Personalization, BYOD Learning - Beyond Mobile Learning Buzz, Social and Collaborative Design, Leadership Development and more. If you have any colleagues interested in attending, please send them to http://www.masie.com. We are honored to be presenting the London Learning Directions event on April 16th, in partnership with the Learning and Performance Institute. 3. Learning Marketplace Outreach Wanted!: As you may know, I have never been a big fan of "traditional" trade shows for the learning or training space. We are excited about building a set of very different models for Learning 2013 that will involve a Virtual Learning Marketplace, Colleague Hubs, Digital Learning News Releases and other activities. We are looking for a colleague with experience in the learning marketplace or sales area, who is interesting in a part time contract position, working with us on the Learning 2013 event. Please send a note with your background to emasie@masie.com. This role can be done remotely by a colleague with a sense of the world of change in the learning marketplace. It will be exciting to help create the future of our learning market. Yours in learning, Elliott MasieHost, TeleWork 2013 and Learning 2013 email: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning Directions Seminar: Blended and in 6 Cities Globally.* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Performance Support Seminar - May 2013 - Saratoga Springs, NY.* Learning Leadership Academy - May 2013 - Saratoga Springs, NY.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - April 1, 2013.#765 - Updates on Learning, Business & Technology.55,939 Readers - www.masie.com - twitter: emasie - The MASIE Center. 1. Bring Your Parents to Work Day!2. Big Data Expands: Maps of What Learners Aren’t Doing.3. Right Handed Designer Bias in Usability.4. Mobile Apps Monitor and Feedback on Word Usage. 1. Bring Your Parents to Work Day! After the success of "Bring Your Daughters to Work Day", there is now a growing interest in "Bring Your Parents to Work Day", pushed by both helicopter style parents and underutilized retired parents of workers. "Bring Your Parents to Work Day" would allow highly involved and concerned parents to meet the colleagues and bosses of their kids.  Just as they did in K to 12 school settings, parents are often able to advocate for higher performance ratings once they meet their children’s evaluators.  Some parents might even help their children redecorate their work spaces or cubicles. It will also be valuable for the older retired parents of some employees.  These parents can come in and be deployed as meaningful one-day assistants, leveraging their skills and experiences of decades of work.  In some instances, the retired parents can even be deployed while their children are on vacation, filling in for them on key assignments and committees. Clearly, many organizations will find the "Bring Your Parents to Work Day" program challenging!  But, in an attempt to bridge generational differences and reach for new levels of Work/Life balance, it is being embraced by some companies with a passion.  Several underfunded Venture Startups have gone so far as experimenting with "Bring Your Parents to Work Week or Work Month", in order to save compensation levels.  While State Labor Departments are concerned about the legality of these practices, few want to take on the ire of the newly engaged parents on this issue. 2. Big Data Expands: Maps of What Learners Aren’t Doing: Increased interest in "Big Data" has pushed several LMS companies to expand reporting capabilities to display patterns of Learner Non-Activity.  While traditional reports indicate which learners have met competency levels or participated in certain learning programs, the LMS was never pointed at massive and complex patterns of non-participation.  Now, managers can see 3D displays indicating: * What Books or Articles Are Not Read by Workers?* For Each Learner, What Activities Do They Never Do?* Which Video Titles Draw the Fewest Workers?* Which Presenter Send the Most Webinar Participants to Early Departure?* Whose Emails Are Most Often Not Read? Many learning analysts believe that tracking what learners Don’t Do is even more important than tracking their active participation.  One LMS company is experimenting with a gamification offering that would provide "points" to learners who most effectively skip the most content, while still meeting legal certification. These points can be traded in for a vacation day or lunchroom vouchers. Big Data can focus on what learners aren’t doing as great predictors of workforce participation patterns.  We might even issue a "Didn’t Do Transcript" for each learner in the future. 3. Right Handed Designer Bias in Usability: University of Brazio recently published a study focusing on the difference in eLearning designs created by left vs. right handed designers.  It seems that visual placement of content and buttons shifts dramatically based on the hand bias of the designer.  They looked at "directionality distinctions" in screen design and the impact on learning effectiveness.  Not surprisingly, they found that eLearning modules developed by left handed designers worked best with left handed learners.  Eye movement, mouse movement and logical flow of content was optimized better for left handed learners when design was done by designers of the same hand dominance. But, the least effective designs for both left and right handed learners resulted in design teams that had 1 left handed and 1 right handed designer.  "Collaboration in design often results in a mushy and fuzzy approach that underwhelms both types of users." said Dr. Framer, head of their Hand Design Bias Lab.  The next study will look at allowing the learner to indicate their left or right hand preference - yielding a distinctly different design.  Even Google is considering moving their ads to the left side for users that more often place their mouse nearer to the Q, A or Z keys on their keyboards. 4. Mobile Apps Monitor and Provide Feedback on Word Usage: "How do I stop saying the word NO in my responses to employee questions?" or "I must remember to say ‘Service Contract’ to customers during sales conversations in the store!" These requests are not easy to implement as they both require a worker to alter their daily conversational habits.  But, now there is an App that links voice recognition with Performance Support to provide immediate feedback when you utter something on your NO or YES list.  For example, the App can monitor your use of the words: "NO", "NO WAY" and "Never Happens" and provide you with a gentle buzz on your smartphone each time they are spoken.  If the frequency rises above a certain level, the buzz can be longer and you can even set it up to send you or your coach a direct reminder.  Or, it can be upgraded to provide a quiet whisper in the earpiece of an employee, via Bluetooth connection, when they forget to offer the highly profitable service agreement. ——- Each year on April 1st in the United States, we celebrate April Fool’s Day with several TRENDS that may not be totally real, yet!  Hope you enjoyed and have a great April 1st. Feel free to send me a note to emasie@masie.com Yours in learning, Elliott MasieHost, Learning 2013 email: emasie@masie.comtwitter: @emasie MASIE Center Seminars, Events and Services:* Learning Directions Seminar: Blended and in 6 Cities Globally.* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Performance Support Seminar - May 2013 - Saratoga Springs, NY.* Learning Leadership Academy - May 2013 - Saratoga Springs, NY.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - April 4, 2013.#766 - Updates on Learning, Business & Technology.55,944 Readers - www.masie.com - twitter: emasie - The MASIE Center.1. "Fancy Hands" Human Based App for Support and Assistance.2. Kinky Boots Opens Tonight: Reviews 6 Hours Later!3. Learning Leadership Academy and Performance Support Lab.1. "Fancy Hands" Human Based App for Support and Assistance: Imagine having an app on your smartphone that would give you instant human based personal assistance - 24 by 7. I have been experimenting with a new app and service called "Fancy Hands". For approximately $1 a day, I can send a request for research, scheduling or personal assistance. Here are a few examples:* Find me a restaurant on Easter Sunday morning that has New York style bagels for sale, on the West Side of Manhattan, that is open now at 8 am.  In less than 30 minutes, an assistant investigated, called and located my answer.* Schedule a good time for a conference call with these 3 people at work. The assistant emailed, called and then added the meeting to my schedule.* Please proofread this article and send me any edits. Back the article came in about an hour.* Can you change the mailing addresses for these 6 magazine subscriptions? Done!The service combines a "crowd-sourced" set of workers, armed with internet search capabilities and the ability to telephone key contacts. It provides me with an additional level of personal assistance and also a performance support model. We may see several of these mobile based personal assistance services pop up - including a fully in-house version for a corporation’s workforce. Check it out at http://www.fancyhands.com2. Kinky Boots Opens Tonight: Reviews 6 Hours Later! Imagine if you led a leadership program on Thursday afternoon and the nation’s newspapers had critical reviews of it 6 hours later? Well, that will happen to us tonight. MASIE Productions is one of the investors/producers for a new Broadway show that will open tonight: Kinky Boots. The music is written by Cyndi Lauper and, from several weeks of preview performances, we are very excited and optimistic that the reviewers from New York newspapers and magazines will give it a great review. But, we don’t know. So, starting at 5 pm with a Producers party, followed by the Opening Performance and then the Opening Party afterwards, one unknown will be "what will the reviews say"?You can follow along online and in the newspapers as the cast, crew and producers all keep fingers crossed and await the reviews. On some levels, the reviews can be a make or break moment for a Broadway show (though Wicked did not get great reviews and is the highest grossing show 10 years later!). You can even follow the real time reviews, published on a website "Did He Like It?" managed by my friend and co-producer Ken Davenport: http://www.didhelikeit.comWhat if your learning and training programs were this publicly reviewed? It would be stressful and maybe not so helpful, but wow! Some have asked why I have become a producer of Broadway shows. The answer is that the core of Kinky Boots is a powerful story about acceptance, with music and a script that uses storytelling to make key points and perhaps influence attitudes. Kinky Boots gets audiences thinking and dancing in their seats. Learning production does much the same. Both theater and learning are dedicated to storytelling, engagement and involvement. And, I love the immediate and measurable feedback from participants.So, wish us luck on tonight’s Kinky Boots reviews and come see it when you come to New York next time (or on the National Tour that we hope to mount in the coming years)!3. Learning Leadership Academy and Performance Support Lab: We are proud to announce 2 highly engaging learning programs at The MASIE Center Lab in Saratoga Springs in May 2013:- Learning Leadership Academy - Led by Nigel Paine (May 14-16) - focused on the skills and approaches of leading learning in an organization.- Performance Support LAB & Seminar - Led by Conrad Gottfredson and Bob Mosher (May 8 to 10) - focused on learning at the moment of need.Complete details and online registration at http://www.masie.comYours in learning,Elliott MasieHost, Learning 2013email: emasie@masie.comtwitter: @emasieMASIE Center Seminars, Events and Services:* Learning Directions Seminar: Blended and in 6 Cities Globally.* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Performance Support Seminar - May 2013 - Saratoga Springs, NY.* Learning Leadership Academy - May 2013 - Saratoga Springs, NY.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - April 10, 2013.#767 - Updates on Learning, Business & Technology.55,947 Readers - www.masie.com - twitter: emasie - The MASIE Center.1. Off to London Today!2. eBook to "L"-Book Lab.3. TeleWork 2013 Registration Open1. Off to London Today! I am writing this in the Virgin America clubhouse at Newark Airport, getting ready to fly to London for a week of work, colleagues and some theater. In addition, we will be convening a Big Learning Data workshop in London on Monday, hosted by GSK, looking at how learning may be impacted by Big Learning Data.There are still a few seats in the Learning Directions seminar that I will be leading in London next Tuesday. We are focusing on key issues such as Personalizing Learning, BYOD Learning (Beyond Mobile Learning) and many other topics about what is up and what is reducing in the world of learning.  Information and last minute registration at http://www.masie.com   Also, would love to chat or meet up with our colleagues and readers in London. Send a note to me at emasie@masie.com2. eBook to "L"-Book Lab: Just had a very exciting meeting at Bloomberg in New York City with 50 members of our Learning CONSORTIUM, focusing on improving the functionality of an eBook and how to turn it into a more learning centered "L-Book".  Senior executives from Adobe and Wiley, as well as leaders from IEEE, joined us in a deep dive into the future of eBooks. We will be working on this issue in the coming months and will place all of our work and findings in the public domain.The thrust of our conversations was to see the eBook of the future as a dynamic container that would include text, graphics, eLearning, assessment, personalization, access to social interactions, richer media like video and the ability for learners to construct their own performance support pages in the process.  If you are working on eBooks in your organization, I would love to hear from you. Just write to emasie@masie.com3. TeleWork 2013 Registration Open: We are very excited about the opening of the TeleWork 2013 registration process. From June 22 to 25 in Saratoga Springs, we will hold a highly interactive forum to assist organizations in developing and evolving their TeleWork strategies. Following on Yahoo’s policy announcement, there has been a rich conversation about the best approaches to develop engagement strategies for employees who are working from the field or their homes. Our keynoters will include:- Elliott Masie on TeleWork Trends and Distributed Learning/Collaboration.- Hunter Arnold on HR and Talent Issues with TeleWork.- Susan Cain, author of "Quiet", on Introverts and Extroverts as TeleWorkers.- Todd Shimkus - Chamber of Commerce - Communities and TeleWorkers.- Betsy Myers - TeleWork and Life Balance - A Perspective on Yahoo Policy.- Chuck Wilsker - The Future and Technology of TeleWork.- Debra Dinnocenzo - Managing TeleWorkers and Distributed Teams.- Plus - Legal Issues of TeleWork!- Plus - Learning and Collaboration From Afar!- Plus - TeleWork Tech Lab!Complete information on this new and very interactive "TED" like event that we are launching in Saratoga Springs is now open at http://www.telework2013.comYours in learning,Elliott MasieHost, Learning 2013email: emasie@masie.comtwitter: @emasieMASIE Center Seminars, Events and Services:* Learning Directions Seminar: Blended and in 6 Cities Globally.* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Performance Support Seminar - May 2013 - Saratoga Springs, NY.* Learning Leadership Academy - May 2013 - Saratoga Springs, NY.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie

Learning TRENDS by Elliott Masie - April 18, 2013.#768 - Updates on Learning, Business & Technology.55,949 Readers - www.masie.com - twitter: emasie - The MASIE Center.Host: TeleWork 2013 - A National Forum - www.telework2013.com1. MOOC’s & Corporate Learning?2. Quincy Jones and Online Piano Lessons!3. Learning Leadership Academy Seats Available.4. Alan Cumming Does Macbeth - Elliott as Producer :)1. MOOC’s & Corporate Learning? There is a great media interest in MOOC’s - the innovations for Massive Open Online Courses - where one instructor runs a course for thousands or tens of thousands of learners.  I have been a student in three MOOC’s and a teacher/facilitator in three.  Now, we are hearing from many learning colleagues about the applicability of the MOOC to workplace learning.I would urge TRENDS readers to approach MOOC’s as important beta/lab experiments where important and cool innovations are emerging in the construction, delivery and economics of educational "packages".  My experience as a MOOC learner has been exciting and mixed.  While there were over 70,000 learners in one program, very few made it to the end of the program and fewer were fully successful from a competency point of view.  It was exciting to see how learners could be co-designers of the program and many resources were developed and disseminated from the learners.  Finally, there were mixed models of how well the social/collaborative side of the MOOC’s worked.As a teacher, I struggled with the format shifts reflected by MOOC’s. Were the assignments suggestions or could I predict a level of engagement of the learners?  Was the content that was posted by learners legal? Some added video that wasn’t within their IP ownership.  And, the issue of fees was also interesting. A free MOOC will get high starts but perhaps high drop offs.  When fees were added, did that take away the "open" label?  It is also interesting to see colleges and universities that have never made a profit on classroom offerings think they will generate good margins by adding MOOC’s to their offerings.It is early and really too early to predict how MOOC’s might evolve within the corporate world.  I have been advocating that we take each of the letters as a distinct area for innovation:- M: Massive dissemination of content.- O: Open content and content reuse along with curation by learners.- O: Online resources added to both 1 mode and mixed/blended mode delivery.- C: Course? Perhaps the MOOC might become a MOOP (Program) or MOOA (Assets).And, is there a competency check assumed in a MOOC, as well as certification or even college credit?MOOC’s are important innovations.  Now, we need to label them as lab or beta tests and gather evidence as we experiment with the use of all or some MOOC elements in corporate settings.  We will be experimenting with the MOOC as a corporate model in an upcoming Learning LAB of our Learning CONSORTIUM.  I’m interested in hearing from TRENDS readers exploring MOOC’s in our world.  Write to emasie@masie.com2. Quincy Jones and Online Piano Lessons!  Talking about innovations and massive models, look at the work that Quincy Jones has co-created for Playground Sessions, which offers online piano lessons with feedback and coaching.  It was detailed in today’s USA Today and if you are interested in checking out the offering, visit http://www.playgroundsessions.com  3. Learning Leadership Academy Seats Available: Nigel Paine, one of our MASIE Learning Fellows and the former head of learning at the BBC, will be leading our annual retreat for current and future learning leaders.  The Learning Leadership Academy takes place in Saratoga Springs, NY from May 14 to 16. For three intense days, all aspects of the art and science of leading learning efforts in an organization are explored in this very interactive and deep dive academy.  And, I have the honor of leading several sessions and hosting the group for a reception in Saratoga Springs.  There are a few seats available.  Info and registration at http://www.masie.com4. Alan Cumming Does Macbeth - Elliott as Producer :) I have the honor of being a producer of a new show that is about to open on Broadway on Sunday.  Alan Cumming, who also stars on TV in The Good Wife, is presenting a one-man, one-act Macbeth on Broadway. It is a powerful and dramatic presentation, all done without any microphones or audio enhancement.  Alan plays all the parts in Macbeth as a new patient in a mental ward.  Info on this show at: http://www.macbethonbroadway.com  Watch the reviews on Monday.  And, I am thrilled to have my bio in my first Playbill.Yours in learning,Elliott MasieHost, Learning 2013email: emasie@masie.comtwitter: @emasieMASIE Center Seminars, Events and Services:* Learning Directions Seminar: Washington and Minneapolis* TeleWork 2013 - June 23 to 25 - Saratoga Springs, NY.* Learning 2013 - November 2013 - Orlando, Florida.* Learning Leadership Academy - May 2013 - Saratoga Springs, NY.* Membership in The Learning CONSORTIUMInfo and Registration: http://www.masie.com - twitter: emasie