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To: Lizzie Tudor who wrote (30792)	4/6/1999 6:24:00 PM
From: Bonnie Bear	Respond to of 86076

lots of stuff have been good shorts for years and they went up. but I agree with you in general.

To: Lizzie Tudor who wrote (30792)	4/6/1999 11:00:00 PM
From: John Pitera	Read Replies (1) \| Respond to of 86076

Michelle, don't worry about Bonnie Bear, she is shell-shocked from these last few years of vertical rise in a few of her targets -vbg-

To: Lizzie Tudor who wrote (30792)	4/7/1999 1:11:00 AM
From: John Pitera	Read Replies (1) \| Respond to of 86076

Michelle, here is GIGX's latest thoughts on the future of web based training...which companies are at the forefront in this area IYO. JOhn Top Five Points to Consider in Web-Based Training Date: 04/06/99 Author: Daniel Rasmus Catalyst: Client inquiry on the future of Web-based training Question: What is the future of Web-based training and how do we get started? Answer: Web-based training is in its infancy, despite the success of companies like Lotus and WBT in selling online training oriented systems into major corporations or selling these systems in conjunction with e-commerce education sites. For clients creating Web-based training on intranets, the issue is only partially technology. The following points will help manage expectations by pointing out alternatives to common pitfalls. 1.The training departments may need education: Traditional training organizations are geared toward face-to-face education scenarios with captive students, lecturers and paper materials. These are very different from self-paced courses, distance learning situations and online/real-time course work. The training department may need to be exposed to new ways of viewing their work; in fact, they may need to be supplemented with outside skills or hiring programs that aim at interactive savvy courseware developers. 2.Content comes first: People who use the Web bring expectations from Web sites that probably have a lot more funding than an internal training or education department can offer. And despite cost issues, if internal sites don't compare favorably to external sources, then they will be little used. Hints here include focusing on what the organization really knows well and on making those subjects compelling so people will want to read and interact around the topics that related to work. Links to qualified external sources also drive interest since they show content developers aren't just myopically treating internal issues and they enforce an "it's OK to browse the web" policy that hopefully, allows people to find even more sources on their own. Even if the list of external sources is small, keep it constantly changing so it doesn't appear neglected, and therefore be neglected itself. Also, online instructors need to be even more engaging than their face-to-face counterparts because they don't have students distracting themselves in class with other students. They are the content at the time they are teaching so they need to develop new ways of interacting with students that keep them interested. 3.Connect people: The Web is an easy place to build online communities. Build them around class work or class issues that then translate back to real work. People will be more interested in their education topics and their work if they have an opportunity to share ideas with others and rapidly integrate it into their work. 4.Appropriate technology: The technology must be able to deliver the message, but as much as the content comes first and it must be interesting, it must not be difficult to find in the technology. If the technology overwhelms the message or if the technology is too hard to use to get at the message, then the message will be lost. Make sure the technology component is simple, easy to understand, fits in the standard environment (for instance, video that just plays with the Microsoft media tools) and that the design of multimedia content focuses on message delivery rather than technology tricks. 5.Don't stop at the browser: An online training program will only be as good as the environment that it exists in. If the only place to learn is online, then it is unlikely the education program will find long-term success, The best knowledge transfer programs include reading, simulation, mentoring, coaching and a host of other techniques and experiences that lead to an ongoing education environment. Before rolling out Web-based training, think about training in general and define the role of the Web in the context of everything else. Draw the influence relationships between all of the education components so the totality of the education environment is clear.