e-Learning Archives - RCP Learning

Dark Side of AI in Learning: What’s the Worst That Can Happen?

James Ringrose — Thu, 10 Apr 2025 18:55:47 +0000

The Dark Side of AI in Learning: What’s the Worst That Could Happen? (Besides Robots Taking Over the World)

Hey there, learning enthusiasts! We’ve all been hearing about the amazing potential of AI to revolutionize education. But, let’s get real – there’s also a downside to consider. In this post, we’ll explore the worst that could happen if we’re not careful. And no, I don’t mean robots taking over the world (although, let’s be honest, that’s a possibility too).

Over-reliance on tech: Because who needs human interaction, anyway?

Are we risking a generation of students who can’t think for themselves? If we rely too heavily on AI-powered learning tools, we might be doing more harm than good. I mean, what’s next? AI-powered friendships? AI-powered family therapy?

Losing the human touch: Where’s the love?

Learning is about more than just absorbing facts – it’s about connecting with others, building relationships, and developing emotional intelligence. If we let AI take over, we might lose the very essence of what makes us human. And trust me, I don’t want to see a world where students are like, “Thanks, AI, for the feedback, but can you also give me a hug?”

Bias and misinformation: The ultimate fake news

AI systems are only as good as the data they’re trained on. If that data is biased or flawed, we risk perpetuating existing inequalities and spreading misinformation like wildfire. Or worse, we might end up with AI-powered learning tools that think pineapple belongs on pizza.

One-size-fits-all learning: Because who needs creativity, anyway?

Every student learns differently, but AI-driven learning tools might not be able to accommodate that. We risk forcing students into a cookie-cutter approach that neglects their individual needs. And let’s be real, who doesn’t love a good cookie-cutter approach? Said no one ever.

Job displacement: The robot uprising begins

Let’s face it – AI has the potential to automate jobs, including those in education. What does that mean for teachers, instructors, and other learning professionals? Well, maybe they can all become professional pizza taste-testers instead?

Equity and access: The digital divide gets wider

Not everyone has equal access to technology or digital literacy. If we rely too heavily on AI-powered learning tools, we risk exacerbating existing inequalities. And that’s just not cool, folks.

Creativity crisis: The AI apocalypse

If we rely too heavily on AI-generated content and solutions, do we risk stifling human creativity and original thought? I mean, what’s next? AI-powered art? AI-powered music? AI-powered humor? (Okay, maybe not that last one).

Data privacy concerns: Because who doesn’t love a good data breach?

Finally, there’s the issue of data privacy. AI-driven learning systems rely on vast amounts of student data – what happens if that data falls into the wrong hands? Well, at least we’ll all have a good story to tell.

It’s time to have a nuanced conversation about the role of AI in learning. Let’s harness its potential while avoiding the pitfalls. And if all else fails, we can always blame the robots. 🙂

Some external links for Further reading:

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Instructional Design: How AI Will Change it?

James Ringrose — Thu, 22 Aug 2024 18:41:34 +0000

The Future of Instructional Design: How AI Will Change the Game

Calling all instructional designers! If you’re wondering whether AI is going to replace you, I’ve got some good news: it’s not going to happen. But AI is going to change the way you work, and that’s a good thing!

Let’s face it, AI is amazing at handling tasks that are repetitive, data-heavy, or just plain boring. Think content analysis, automated content generation, learning path recommendations, and data analysis. AI can do all that stuff in its sleep!

But here’s the thing: AI lacks the creative spark and empathy that makes human instructional designers so valuable. It can’t understand complex learning objectives, design engaging experiences, or develop content that resonates with learners. And let’s be real: AI can’t empathize with learners like a human can.

So what does this mean for you? It means you get to focus on the good stuff – the high-level design, creative direction, and strategy that makes learning experiences truly amazing. AI will handle the admin tasks and data analysis, freeing you up to do what you do best.

The future of instructional design is a collaboration between humans and AI. By working together, we can create learning experiences that are more effective, personalized, and engaging than ever before.

So, what can you do to prepare for the future? Stay curious, stay creative, and focus on developing your skills. With AI on your side, the possibilities are endless!

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Is talent development trying to be too clever?

James Ringrose — Mon, 28 Jan 2019 19:35:32 +0000

I have noticed a distinct trend in recent months “the terrifyingly complex learning module.” After a period of increasing recognition that there is a need to “keep it simple,” the age of the mega-complex material is making a comeback, and I think I know why.

Elearning has been very successful in many ways. It’s approachable, addresses the needs of the mobile generation, is self-paced, and most importantly less expensive than gathering folks in a classroom for in-person training. Arguably part of its success has been simplicity – a focus on understandable information that can help build the learner’s confidence as they learn a new subject.

I also know that it’s sometimes hard to dumb things down. Complex subjects have a whole lexicon of buzzwords and their own alphabet soup to go with it. It’s often easier, especially when converting existing training, to scoop up the current material make it the script and be done.

I don’t think laziness is the cause of this current trend. I think it’s more systemic than that. Basically, it seems that we’re getting a bit bored. Storyline and other tools have made eLearning ubiquitous, so much so that many modules look almost the same even if they are from different sources. Not every company wants a new design for each course and a cool looking player to go with it.

Just because something is ubiquitous does not make it inherently bad. We should all focus on sticking to the emerging best practices for eLearning and challenge ourselves to do the hard work of making the content suitable for the medium, especially “keep it simple.”

Users don’t want to know how smart we are or how complicated we can make it.

Just a thought!

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All trainers want to use intelligence!

James Ringrose — Mon, 21 Jan 2019 20:06:16 +0000

No, it’s not a badly written subject line, it’s true. After a small road tour with our 3D simulation environment that has an “A.I. coach,” designed in, we discovered a real enthusiasm for this kind of technology. Allow me to explain why I think that is.

The vast majority of eLearning lacks something. Learners can become hopelessly lost, embroiled in a nuanced misunderstanding of the task at hand, and many other situations that show just how dumb our current crop of tools are. The choice between a “next” button to move on or some poorly thought out help pages are not really the answer.

We promise today’s learners an engaging, interesting learning experience free from the constrictions of paper-based or class-based learning and then promptly reveal the key weakness of this new medium to them. It’s anyone’s guess how their training will progress.

So then why artificial intelligence? It’s the subject of both hyperbole and opprobrium mixed with a nagging fear of Godzilla sized robots tearing up the parking lot. If you can get past the natural concerns about something new and uncertain it can provide an interesting solution to the missing link in current eLearning.

HAL: I’m sorry Dave, I’m afraid I can’t do that.

Imagine a friendly coach watching your progress throughout a simulation. It’s always there. Whenever it senses you need help it offers that help in an understated way that gives the learner the choice of using it or continuing to try to succeed on their own.

For example in a simulation an A.I. coach can:

Check if the learner is taking much longer than other students and offer help
Warn if the chosen behavior is so counterproductive as to make the simulated problem likely unsolvable
Track the learner’s route through a 3D environment and provide help to complete the task if the user’s path is being repeated more than x times
Respond when asked for help with a video explanation of the goal of the next or remaining elements of the simulation
Provide help based on natural language requests
Encourage the learner with a statistical analysis of their performance compared with the average
Provide a “debrief” about the optimal way to solve the simulation compared to their solution
Recommend area for improvement

Coach – I don’t understand what’s next, can you help?

Before you say it, this is a lot of work for a course designer. However, it can be added incrementally as the simulation is run and behaviors observed.

The pay off is large. A much better experience for learners who are struggling. A fun and engaging additional element to simulations. The coach can have a personality, be funny or serious depending on the simulation.

If you agree eLearning is basically self-paced classroom training without the teacher, then this can be the next generation. By effectively putting a teacher/coach back into the learning experience.

Now that’s intelligent.

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The Day the Music Died for Conventional Training?

James Ringrose — Mon, 04 Dec 2017 16:23:45 +0000

“The day the music died,” I love that song! It speaks to a common human shortcoming of failing to note the passing of things that may have been hugely influential in our lives. Did you morn the last time you saw a typewriter in use, a floppy disk whirring in an IBM or a crusty management team made up of only men (with no tattoos). Talent development just passed through a profound landmark, did you note the change?

At Learning Town in Orlando this year, the change was not just on the agenda, it was happening in real time, and it feels like we won’t be looking back anytime soon. The highlights:

Bots for everything you can imagine. There were some fantastic demonstrations of training bots that can support a learner by answering their questions in real time. Not just rote answers, but deep learning, AI-driven intelligent responses to all kinds of queries. The possibilities are extraordinary for self-serve learning and discovery as and when needed. “How do I adjust the potentiometer on line 3?”
VR was shoved unceremoniously into the corner. The demonstrations were banal, the value questionable and the price tag so high only the most well-heeled companies can afford to go there. We have all heard the horror stories about millions spent, months elapsed and the projects being shelved because that training is now outdated. It will be a while before things change, so hang out in the real world for a bit longer.
Big Data and training. Terabytes of information about how learners actually learn were on display. It was arguably some of the most exciting material. Big companies are generating rafts of data. Patterns are emerging; conclusions being drawn. We are all a bit scared of measuring what we do in a scientific sense, preferring the subjective approval of our learners, but Big Data can be fascinating. Armed with imperial numbers the training landscape makes far more sense.
Modalities from science fiction hit the mainstream. Everything from Augmented Reality to IBM Watson on the case, measuring brain patterns during learning to the psychology of distraction. Stuff we can use every day.
Real training available on mobile devices. Content that was planned for the medium not squeezed onto it. You realize this opens up access to 95% of the population, anytime, anywhere?
Much, much more – something for another time perhaps.

So, what died? What passed? Chalk!

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Popular Trends for Employee Training for 2016: BYOD

James Ringrose — Tue, 02 May 2017 19:39:17 +0000

Recently, I was talking to a client, John, about the various ways to deliver training to his globally-scattered employees. He told me he’d experienced a wake-up call: during a meeting, he needed a piece of information kept on the company’s intranet, and asked one of his staff to leave the meeting to quickly print it off. But a second staffer said, “Oh, here you go,” and handed John his phone, where the information was clearly displayed. John looked at me incredulously. “He’s working on his phone?”
Oh yes, John, and so is nearly everybody else. 91% of the U.S. population now owns a smartphone device with 3G/4G connectivity, and those handy little devices are changing the way people work. Technology changes the way people learn, and training techniques must keep up.

As someone who wants his employees well trained and knows all too well how easy it is to waste training dollars, John is keen to capitalize on his wake-up call. To deliver effective training, the bottom line is knowing how to engage adult learners, so that they apply, as well as retain, the knowledge you want them to gain.

Engaging your audience
The mobile revolution is changing the way your audience learns. Gone are the days when your whole workforce filed into an auditorium, or you flew people to a classroom for day-long or week-long intensives.

Modern learners are mobile learners. They want the content in their hands—tablet or phone—so they can learn on the go, using small increments of time that might otherwise be idle. E-learning focuses on bite-sized pieces of information, so a learner can complete it on the subway ride home, or waiting for a child’s recital to begin.
They prefer their own devices. Why spend time navigating a new Learning Management System when you can pull course content up in a mobile-friendly browser or application?
Adult learners want to manage their own learning. They require flexibility in what, when, and how they learn. They’re used to turning to videos for every-day, on-the-spot information needs; it’s a familiar learning style they enjoy.

What John didn’t understand was that this was good news for him. “Bring your own device,” or BYOD training, offers management huge advantages.

BYOD has a much lower cost per seat and a much broader reach, since virtually everyone has access to a device that can display the training.
The cost per employee is significantly less than shipping personnel and materials for conventional training.
E-training is very flexible. Unlike printed materials, it can be modified right up to the delivery date, and it can be archived for future employment.
BYOD is also flexible in its use. Rather than being used once, in a stand-alone training event, it’s consulted throughout the workplace. For instance, BYOD makes near-bedside use in the medical industry possible, as practitioners refresh on a procedure or medication.
It delivers consistent information in a timely fashion, whether throughout a facility or across the globe, in whatever languages are required.
The average screen size has grown, and the quality of those screens has improved. The bandwidth available on most systems provide for very high quality imagery.
Mobile apps are improving how we monitor learning and skill progression daily. Improved analytics mean you can monitor which learner has completed which parts of the training. Pre- and post-testing can measure comprehension, retention, and even how well they are implementing new knowledge.
All of this data also helps management determine ROI and adjust training as necessary.
By meeting the needs of your learners, you are leveraging their time, their equipment, their effectiveness, and their satisfaction.

According to eLearningIndustry.com, eLearning courses are expected to grow by 59% in 2016. Coaching by external practitioners is expected to fall by 25% over the next two years, while formal education courses and external workshops are also anticipated to decline.

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