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Revision? Forget it

How to Massively Improve Your Chance of Success, Now!

Become a VTF with AVPTGlobal

Become a VTF with AVPTGlobal

article by Tim T Dingle BSc (Hons) MIBiol PGCE MBA, Chief Development Officer at the Academy of Vocational and Professional Training (AVPTglobal)

I sometimes wonder what an alien might think if they were monitoring our schools, downloading training course and looking at how students try to learn.  They would be forgiven for thinking that they have been artfully designed to train students in the art of forgetting. Throughout the time you take most conventional courses (excepting, of course, the cutting edge ones at AVPT  www.avptglobal.com) it may seem that you spend your time ‘learning’ and ‘revising’ for tests. What then follows is extraordinary; we forget that information within weeks.

This pattern seems continue throughout schools, professional training cycles and college courses. This heroic shuffling in and out of knowledge from our cerebral hemispheres seems to be a constant cycle. Then students are tasked, days before a crucial exam, with relearning everything that they have managed to forget over the course of the year. This is the classic ‘summative assessment’ situation with a history of failure in so many cultures.  This often takes almost as much time as if we were doing it from scratch. It seems that the UK Education Minister, Michael Gove is known to be an admirer of this system.

The reason that forgetting is so common in traditional learning cycles is that the way we are taught to encode and recall memories, causes fading over time. Those memories that can be recalled are the one that get repeated and are strengthened. They are prepared for the long term and placed within the Long Term Memory System (LTM). This is important because (from an evolutionary point of view) repetition correlates with importance. Meaningful or important things tend to happen again; random things tend not to.

One of the problems with most learning systems lies in a distinction between two ways to go about this repetition.  It can be separated into ‘spaced learning’ (SL) and ‘massed learning’ (ML). Massed leaning is sometimes called cramming. You may remember those long sessions; students love them and believe the longer they stare at their notes /books, the more it is effective. The spaced repetition method is where the repetitions are spaced out over a period of time. The best analogy is to think of memories as plants in the garden of your memory; then think of repetition as watering with your watering can.

The ML system is like watering a plant by emptying the whole watering can all at once; then failing to do so for months.  The mechanism for SL Learning is to imagine watering the plant once a week in measured amounts from the can, over a period of months. This regularity, combined with a systematic  approach and by using a ‘chunked up’ seems to be crucial to success; an approach that, we believe at AVPT, is how all online learning must develop. The long term effect of these totally different techniques of watering (but the same total volume of water) results in two very different plants (one is probably dead).

Now imagine something else that can radically improve memory and success. Incredible as it seems the greatest advances in improving our chances of success can be had for free, right now. I’m talking about improving your brain from the outside in. If you take it seriously it can and will lead to faster and more accurate decision-making. It will yield greater productivity and inspire innovation. If you want to be mercenary about it, it’s the kind of smart that starts making money.

All you need to ‘invest’ is approximately 30 minutes a day.  And maybe a decent pair of trainers. Over the last 30 years I have seen many articles describing how aerobic exercise is beneficial to health. There is no doubt there is a lot of truth in what has been written.  Improving oxygen distribution in the body… reducing the chances of heart disease… losing extra pounds… exercise has many benefits. But cardiovascular exercise goes way beyond reducing blood pressure and cholesterol.  Current research shows that exercise can alter the very structure of the nerve cells in the brain. You could read the evidence in (fairly dull) scientific papers, of which over 1000 have been produced in the last 12 months.

There are many people like me who recognise the impact that cardiovascular exercise has had on their career and every aspect of their life. It may surprise you that there is a growing cohort of business people and entrepreneurs who credit exercise not as just a component of their successful lives, but as the biological catalyst in all of their achievements.

In very basic terms, our brains function due to groups of chemicals ‘jumping’ between the neurons (nerves) within.  My research indicates that BDNF – Brain Derived Neurotrophic Factor – is one of the most significant of these chemicals. BDNF is a protein that is controlled by the BDNF gene in our DNA.  BDNF acts on brain cells by encouraging the growth and differentiation (dividing and deciding what they want to be) of new neurons and synapses.  The neurons start growing new connections on their branch- like ends (called dendrites). The more dendrites that grow, the more connections are made.  The more connections you have in your brain, the greater your capacity to think: using another plant analogy, BDNF is a ‘miracle grow’ for your brain cells.

It works in the areas of the brain vital to learning, memory, and higher thinking.  BDNF itself is important for long-term memory.  Which is why it makes you smarter. So, exercise increases BDNF – great!  But… when you are stressed, you release the hormone corticosterone.  This has been shown to decrease the amount of BDNF!

In other words, being stressed makes you less smart and less able to make good decisions.If your exposure to stress is persistent, this can cause an area of the brain called the hippocampus to actively shrink.  This has been shown to take place in humans suffering from chronic depression. The secret of creating change within the brain that can boost your intelligence, memory and decision making qualities (as well as relieving depression) is

The optimal amount seems to be 30 minutes of aerobic activity a day.  Running, swimming, active walking – they’re all good as long as you do them regularly. I’m always interested in finding new ways to learn better and faster. I am a busy and driven individual.  I try to read one book every day on top of a full time business career.  The amount of time I have available to spend learning new things is limited.  It’s important to get as much educational value out of my time as possible, so retention, recall and transfer are critical.

I need to be able to accurately remember the information I learn, recall it at a later time and utilise it effectively in a wide variety of situations. One sure-fire way to become a more effective learner is to learn new things and keep practicing them. The Science backs this up.  A 2004 article in the journal Nature[1] reported that people who learned how to juggle increased the amount of grey matter in their occipital lobes, the area of the brain associated with visual memory.When these individuals stopped practicing their new skill, this grey matter vanished.

So if you’re learning a new language, it is important to keep practicing the language in order to maintain the gains you have achieved. This ‘use-it-or-lose-it’ phenomenon involves a brain process known as pruning. Certain pathways in the brain are maintained, whilst others are eliminated.  If you want the new information you have just learned to stay put, keep practicing and rehearsing it.

One of the key secrets of memory is how brain cells connect without actually touching.  The gaps are called synapses – remember those chemicals that ‘jump’ across the gaps?  Circuits are formed that retain memory, but they disappear if they are not used over and over again.

So go juggle right now!

http://www.avptglobal.com


[1] Draganski, B., Gaser, C., Busch, V., & Schuierer, G. (2004). Neuroplasticity: Changes in grey matter induced by training. Nature, 427(22), 311-312.

 

Can you train to become a Virtual Tutor?

could you do with some additional income!

Because your skills and experience are worth it

Because your skills and experience are worth it

Teaching and Learning has changed!  
Employment has Changed!
The World has Changed!
Could you manage up to 20 virtual students each month
and help them qualify from your PC
iPad or Tablet?
Using the latest interactive
Learning Management System
we have over 260 specialist on-line
and classroom fast track workshops
all accredited to Global Standards
You may be a professional, or retired
a graduate, personal coach, a consultant
or a teacher wanting to work from anywhere.
  • You make the investment and
  • We will Train you,
  • Register you,
  • and even Pay you when we
  • send students to you throughout the year

This two day workshop will enable you to follow procedure, e-monitor, e-mentor and e-access your students progress and help them to complete their online course using a cutting edge Learning Management System. Statistics have shown that institutions of higher learning increasingly embrace online education, with 65.5 percent of chief academic officers now calling online education ‘critical’ to their institutions! long-term strategy, an opinion that’s risen more than 15% over eight years.

After you qualify you will be able to work with our students online as a one of our Virtual Tutor Facilitators using your Global Accredited certificate by the IAO.

 

E-learning growth ‘set to rise to £19 billion by 2015

Get qualified whilst on the move with AVPT

article by Diane Shawe M.Ed.

Academy of Vocational and Professional Training (AVPT) finds that the market for e-learning just keeps growing and growing, according to various research and sales figure surveys

A survey by Ambient Insight Research has showed that the worldwide market for e-learning products was $32.1 billion (£20.5 billion) in 2010 and is expected to rise to $49.9 billion by 2015.

Products and methods of online learning that were deemed the most successful in sales rates included “how to” videos, step-by-step interactive guides and course notes which have multi-media inserts and annotations which directed learners to other resources.

Writer for Gadget magazine, Andre Joubert of MWEB Business said that he thinks the availability of media-rich, interactive e-learning content on the internet – and the advent of uncapped, business-strength broadband connectivity is changing the face of e-learning. He based his analysis on South Africa, but his principles apply worldwide as global sales figures show.

We noted from our research that Mr Joubert said: “E-learning has long been recognised as offering considerable advantages over conventional classroom-based training when it comes to training employees and management quickly, efficiently and conveniently.

So what about the Virtual Classroom?

We see 2012/13 as being the breakthrough year for virtual classrooms, as organisations move on from webinars (which are increasingly commonplace) to more interactive environments offered by virtual classrooms.

I am certainly excited by our  online courses which are recognised and accredited in over 200 subject matters.  As  result of this growing trend AVPT has launched the first globally accredited Virtual Tutor Facilitator course. To train

A New Career Opportunity as a VTF

professionals in becoming a qualified online Tutor who want flexibility and positive earning potential to assist individuals gain a professional recognised certificate  using a mobile learning Management solutions through facilitating their online learning.

Training through online learning is now widely available on the internet and can be beneficial to anything from flower arranging, PowerPoint presentations through to health and safety.

Soft skills is now becoming the new hard skills and offering mobile training and  advice  through e-learning are valuable to many people and a range of businesses globally.

Tim Dingle AVPT Chief Development Officer cited many benefits of the virtual classroom, such as convenience, relevance, immediacy, affordability and ease of use. He added that beginning the learning experience can be as easy as starting up an internet browser.

According to research by Key Note from last year, instructor-led training represents the largest sector of the market, although e-learning teaching – which includes blended learning – showed the highest growth over the review period between 2005 and 2009.

Mobile Learning forging forward.

A 2009 research report summarised that they thought mobile learning could be a “maybe just maybe”, In 2010  a definite trend was being recorded and in 2011 they saw mobile learning as a major driver for the growth of the e-learning market.

The driver is not one of simple learning enhancement and support but driven by a requirement for portability and availability made possible by smart phones and tablet devices, the learning “additionality”. The PC might still remain key to many learners for some years to come but I believe that the call for mobility, flexibility and the trends to workforce mobility will win the day.

We are particularly taken with the concept of second screen learning, in that learners will use mobile devices i-pads, smart phones etc… in conjunction with other forms media such as skype, bluetooth and appliances imbedded in a variety of devices such as the TV, car or even on your fridge.

I do not see mobile learning as a straight replacement to existing genres, and accordingly iIdo not advise organisations to rush headlong into mobile learning solutions because they can be an expensive option if not properly planned out.

Mobile learning in appropriate additional ways  can be used to enhance the learning mix. One principle game changer is our ability to upload current or new courses into our LMS, cutting down on project development planning time and costs and enabling a blended Learning proposition to commence not only laterally but securely, scalable and in real time.

For instance the unemployed, people of disability, prison population, senior citizens and excluded children from the educational system could all benefit in real time whilst keeping the overall unit costs down by scaling and up-skilling with an emphasis on inclusion and virtual support.

Content can now increasingly be authored or in many cases converted to become fit for all purpose all range device delivery and in real time.

HTML5 coupled with Cloud based services will further embed e-learning into the all- pervasive always on internet. Indeed the terminology of mobile learning/ e-learning will lose differentiation, as will the nature of the device that the learning is undertaken upon.

Technology coupled with the growing importance of social media learning will lead to greater learner acceptance. I for one have seen a pattern stemming from the services we are offering to date and look forward to 2013 as we believe it is going to be a bumper year for mobile learning.

Visit us on http://www.expresstrainingcourses.com or call us if you would like more information on 0203 551 2621.

Join us now with over 200 courses

The ‘Multi-Generational’ workforce and m-learning

article by Diane Shawe BBA., M.Ed IEEE  CEO Academy of Vocational and Professional Training Ltd

Social Media, New media and e-Networking, whatever we want to call it,  has certainly changed more than the way we work, the way we share and consume knowledge and even complain. The context in which we work is faster and faster, and result can almost happen in real time around the world.

Well they have come up with yet another gadgetry word, wait for it…  The workforce of the 21st century is now being referred to as the  ‘Multi-Generational Workforce’ because it consist of a mixture of baby boomer’s and generation Y.

Generation Y differs from the baby boomer’s because they were brought up in the digital era. They are familiar with the internet and social media and easily post a question into their on-line network and receive all types of answers in seconds!

With this in mind, we see a lot of the old ‘Tanker’ type organisations refusing to initiate, release, set free the use of this new powerful media throughout there organisation because of speculative fear mongering proposed by their IT departments!  I guess these guys need to safeguard their jobs!  I know the truth hurts.  They say a tanker takes a much longer time to turn than a speed boat.  Look at the graveyard of large tanker companies who just did not heed the writing on the wall.

This unstoppable social media era has taken a few large employees by surprise because smaller leaner business have taken the reins by freeing and empowering all their staff to become ambassador’s for their company  enabling not one but many to respond to change and  guarantee online responsive service and  quality to the every fast moving consumer who can complain in nano seconds around the world!

The investment of continuous education (lifelong learning) of any work force is imperative. With more and more titanic type organisations downsizing, multi skilling the remaining staff efficiently is a no brainer!

Research of Harvard shows that in 1986 when the first baby boomer’s started to work they had to rely for 75% on their own knowledge. The other 25% came from sources such as manuals. In 2009 people were relying on only 10% on their own knowledge and on 90% on information from third party sources such as social networks. New media did not merely change the way we work but primarily the way we share knowledge and learn. Therefore, companies need to make sure their workforce knows how to navigate the vast online environment.

In this sense, m-Learning is more than just a cost saving method but a strategic tool to avoid damaging the company’s reputation and to project a positive brand image.

Social Media and employees
One single negative post or tweet of an employee can have a devastating effect on the image of an organisation. For this reason, many organisations have implemented policies which offer support and guidance on the usage of social media. This empowers employees to use social media when necessary while still avoiding the pitfalls that can generate negative PR fallouts. But merely setting up these policies will cut short of these goals. That is why, increasingly, organizations use m-learning to communicate these guidelines and rules in an interesting and interactive manner. There is another major advantage to use m-Learning versus traditional training methods: the costs. Academy of vocational and Professional Training can assist any company deliver to their entire workforce  courses that are significant in  a scalable way. m-learning provides a solution which can be accessed from the desktop, iPad, Tablet, notebook or smartphone at any time and be kept up to date in real time with changes.

mobile-learning
m-Learning is increasingly used for specific training purposes, such as communicating the social media guidelines, but it can also play a major role in the broader development and training of personnel. One of the key characteristics of well-designed m-learning solutions, is that they create a space where workers can be active and inquisitive in their learning.

What’s next?
On the modern work floor we encounter a mix of various generation groups. In the year 2012 knowledge is not the ultimate goal, because knowledge is just a few mouse clicks away. It is about how one is able to apply this knowledge and provide an added value. There are several ways to make learning more interesting for both young and mature workers. Simulations, e-coaching and online peer-to-peer learning can help bring together the generation gap. Below we provide some ideas on how we can help to accelerate learning within the organisation:

1. Keep it simple.
By adding a variety of  layers, a blended learning approach meets the various learning styles with tool that are relevant and challenging for each employee. Keeping it light by a combining video, images and text without eating too much data.  Encourage employees to share experiences and let them contribute to the improvement of m-learning, so that they experience blending learning as one coherent experience.

2. Work with real-life cases
Real-life cases are recognisable and will therefore be motivating. Employees should be encouraged to collaborate and share knowledge and ideas. This can be reached by integrating a familiar environment. Many employees love to learn if this will assist them to execute their daily work.

3. Mirror reality
Learning is most effective when simulations are as closely related to reality as possible. We know that Facebook, Twitter or LinkedIn are the new game shifters in online communications and could be used most effectively in a controlled environement. Competitions or games could help challenge and stimulated the employee to make certain choices or come up with ideas. Be recognised and awarded. These are the most concrete experiences one can gain.

4. Make progress visible
People must be motivated to continue to learn. It is important that one can measure their progress in adopting new ideas, knowledge and behavioural changes. By acknowledging progress, the incentive to continue grows. By creating a competition element, one adds value. The employee can measure the success of the decisions made when they lead to a comparable and competitive result.

In many organisations, there is much to improve in terms of development and training. Sometimes employers forget that the whole organisation could suffer from economic and emotional depression, especially whey no energy is put into real motivation or stimulation.

While everyone knows that knowledge, development and involvement can make all the difference for a company to increase performance. Introducing an m-learning tool to reflect and inspire a higher order of thinking skills which incorporate communications, could reinforce each and every member of staff throughout an organisation.  After all it is not the size of the dog, but the fight in the dog that will set the new trendsetters apart. So  Let’s get to work! Let’s help your organisation stimulate on a scalable and cost effect way with our no nonsense approach to m-learning, courses and certificates that count globally.

For more information about our services visit www.academy-of-vocational-and-professional-training.com or call us on 0203 551 2621 to discuss our bespoke or white labelling services.

Online Learning is where Online Music was five years ago

Article by Andrew Maynard
2020Science

Posted: Jul 6, 2012

YouTube is gearing up to transform the way we learn…We are at the beginning of an exciting revolution in online educational content.

That’s the message that came across loud and clear at this morning’s VidCon breakout panel on education. In an overflowing room of well over two hundred conference goers, head of YouTube Education Angela Lin led a panel of five leading video makers in a lively discussion, that gave a compelling glimpse of the future of online education.  And it was a future that didn’t feature too many conventional lessons or institutionalized videos!

As the panel included John and Hank Green (SciShow, CrashCourse and a gazillion other things) I was expecting a room packed to the brim with their incredibly engaged teen fans – which it was.  An odd audience you might think for a panel on education.  But this was a serious, intelligent and engaged crowd, eager to listen to the panel, ask questions and provide their own insight on online learning.

Joining the Green brothers were physics blogger Henry Reich (minutephysicsminutephysics), science YouTuber Brady Haran (The Periodic Table of Videos), Mike Rugnetta, host of the PBS Idea Channel and Vi Hart of Mathemusician and the Khan Academy.

What was notable was that these panelists are all a) successful online educators (extremely so in some cases), b) not formally trained in teaching (to my knowledge) and c) not representing mainstream educational institutions (not counting PBS).  This is important, because there was no doubt here that the excitement and impact surrounding online education is occurring outside conventional educational circles – and in many cases leaving them standing.  John Green talked about this emerging online education community as being “disruptive,” while brother Hank talked about a “new kind of learning.”

And everyone the panel agreed that education content on YouTube is where online music was five or six years ago, and on the cusp of something really big.  But a big that might not necessarily include conventional educational institutions unless they get their act together!

On this point Henry Reich made the distinction between learning and teaching.  Formal educators (as well as “informal educators” in museums and on educational TV programs) teach to a curriculum or a plan, with competencies, learning objectives and evaluation being the name of the game. But at the cutting edge of community online education, content developers are using their passion and interests to facilitate user-driven learning.  And as John Green pointed out – endorsed by the packed room – people want to learn!

Bridging this gap between learning and teaching is perhaps going to be one of the biggest challenges – and opportunities – of online education over the next few years.  Without question, there is a global hunger for learning, and some very talented individuals who are beginning to satisfy this hunger using an increasing array of online tools.  This will undoubtedly help people develop and grow as individuals – but how do you also give them the tools to “do stuff” as opposed to simply enriching their understanding and satisfying their curiosity?

As new tools come online, educational institutions are jumping on the band-wagon to provide instructional content.  Initiatives like Coursera and edX are bringing college course material to a far wide audience using online video.  But even these innovations are in danger of looking turgid and outmoded in comparison to the new breed of community educators.

There are some moves to close this gap.  Brady’s Periodic Table videos for instance are used by teachers to kick-start classes and inspire kids.  And the AVPT Ltd is leading the field in terms of combining user-driven learning with practical virtual facilitating.  But if teaching institutions want to keep up with the revolution in online learning, it seems pretty clear that they are going to have to radically rethink their ideas of web-based content.  They are going to have to start partnering with and learning from the masters of online community education.  And they are going to have to let go a bit and embrace the mess and madness of online educational content as they respond to a growing community’s desire to learn.

What seems clear after this panel is that we are at the beginning of an exciting revolution in online educational content.  What is not clear is whether the teaching institutions can get their act together fast enough not to be sidelined in the rush toward online learning.


Andrew Maynard is Director of the Risk Science Center at the University of Michigan School of Public Health

Source

Taking SoftSkill2Work

At Academy of Vocational and Professional Training, we care about your success as an individual or organisation. You may have a new job in mind or you may be looking to start a new business, what most of us don’t have is the luxury of time and money!  Whatever your reason you will find that our courses are designed to help you train on the go.

We have developed our e-Training products to serve as a complete training solution to deliver high quality blended learning. We’ve already completed the preparation work for you and if you want to train personally, or are currently training, or planning on developing an organisational training plan, we have all the materials you need.

Diane Shawe M.Ed  CEO  http://www.expresstrainingcourses.co.uk