The Chef

Erik LordHouse Specialties

ApLinkedInpetizer: Instructional Design
Main course: Media Development
Dessert: Effective Training!

This is pretty much pulled word-for-word from my LinkedIn profile. For now, it’ll suffice. I’ll get a bit more detailed later, maybe.

I’m an “eLearning professional”, and hopefully by now at least a relative expert. After earning my MSIT from Bloomsburg University in 1994, I’ve been in the field longer than the term ‘eLearning’ itself has been around – jumping around the time ‘CBT’ (computer-based instruction) and ‘CAI’ (computer-assisted instruction) were the buzzwords…and even before ‘buzzword’ was a buzzword.

Regardless of the terminology, I have a solid Instructional Design background resulting in effective on- and off-line training solutions. With Learning Management Systems as a preferred method of delivering web-based training to a diverse audience, SCORM and xAPI (TinCan) compliance has become a specialty.

I started in development and have experience in a wide variety of course authoring tools, from old-school Authorware to Captivate and Storyline. Despite their ending-of-development of Authorware, I maintain a solid relationship with Adobe though membership in the Adobe Community Professionals (ACP) program.

A general thirst for knowledge helps keep me on-track with the latest industry developments, which I hope to share with you here. Overall, my goal is to help DeVry University, and my own direct customers deliver the most effective eLearning products their needs require.

This TED Talk is not my direct inspiration, and a bit commercial, but is a good introduction to the direction eLearning is growing. I’m not sure ‘MOOCs’ are an answer, as they are, but the overall goal of providing instruction and knowledge through online methods is certainly the core of my interest. Whether Coursera, or edX, or just using search engines  – ‘eLearning’ has quite a ride ahead of it.


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3 thoughts on “The Chef

  1. HI Christy, thank you again for the comment. Unfortunately there wasn’t annyhitg that I, our training team, or Accenture could do about the junior ID he was let go. Smart kid but just couldn’t grasp the level of professionalism needed for client engagements regardless of the ID concept.I actually worked quite hard at becoming a mini-SME, and it definitely paid off as my team’s training was far more effective, received client praise, and resulted in additional work. I think here is where the fundamental difference is from the perspectives we have, and how we both are approaching this concept. You have taken on a variety of projects with different backgrounds. I sought out projects with similar backgrounds as I knew it brought value to both my clients and myself (from a career perspective). Heck, clients often demanded someone in their RFPs who had previous experience in either their industry, or with the system being trained to. Am I a guru at all things SAP and product lifecycles? Not nearly like that of the SMEs but it sure made the meetings more productive. With aggressive timelines, international elearning deployment, and real money in the balance it realistically wasn’t the forum to over preach ID principles.Listen, we can’t get hung up on the CPLP. I don’t have one, nor do I plan to at this point as my career has taken a different trajectory. If I were still doing ID day in and day out, I would probably get it (or CPT from ISPI I dunno). Truth be told though, you are correct what matters MOST is the person’s experience (items 1,2, and 3) I think the learning industry is quite afraid of accreditation, it just never really picked up the way it has in other industries (such as the PMP certification for engineers). The essential part of it is that in order to obtain it, you’re required five years minimum of experience. For the sake of the article, these five years were for organizations who didn’t want to waste time and get the most of of their new ID.I have no disagreements with the soft skills you mention I think those are very important. What I have come to see in the world of training and development is that while soft skills matter to us, tangible ( hard ?) skills matter more . For the ROI focused people (often leaders of the organization), they are more likely to value someone who can create elearning and provide measurable results than someone who just harps on their ability to pick up new concepts quickly. I just contend that someone with industry or application experience is better positioned to do so in regards to the content being trained.

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