AITD Class Recordings

All the recordings will be accessed from here.

Classes are conducted using MS Teams.

Recording here (you’ll need to be logged into our Teams / SharePoint space to view)

Links from Tuesday 6th September (2nd Class)

I’ve added some links from past discussions here to add to your toolkit.

Adult learning theory: 10 key principles and best practices (Big Think)

The Decisive Dozen

The twelve most important learning factors, as compiled by Dr. Will Thalheimer, PhD.
Based on an exhaustive decade-plus review of research from scientific refereed journals.

I have a new training project and want to avoid an information dump.

Cathy is an internationally recognized training designer dedicated to saving the world from boring instruction. Her advice and designs have been used by organizations that include Microsoft, Pfizer, the US Army, Barclays, and the US Department of the Interior. She’s the creator of the action mapping model of training design used to improve performance by companies worldwide.

Gilly Salmon (Thanks for guest for sharing this link)

E-tivities are frameworks for enabling active and participative online learning by individuals and groups. E-tivities are important for the online teaching and learning world because they deploy useful, well-rehearsed principles and pedagogies for learning as well as your choice of networked technologies.

To make online learning more three-dimensional, let it be bumpy

Teaching isn’t really about what we, the teachers, do. It’s about what our students do. This is as true in the flat world of the digital as it is in the three-plus-dimensional environment of the physical classroom.


  • Intelligence is not fixed. We all have much greater potential for learning than is commonly recognised. Given the right opportunities we can all develop our ability to learn: The human mind is capable of lifelong change and development.
  • Effort is as important as ability. Our actions as learners and as teachers are underpinned by our beliefs. A belief that intelligence is fixed, undermines the learner’s motivation.
  • Learning is strongly influenced by emotion. Heart, mind and body – thinking feeling and action, are inseparable. This is why motivation is so important in learning. If we want learning achievement, we must support people’s physical well being and also their self-esteem.
  • Learning is messy. It does not happen at set times, at set places or in subject compartments.
  • We all learn in different ways. We have different abilities, interests and preferred ways to learn. Good companies recognise the right of everyone to be different, they value all kinds of achievement and recognise that there can be no ‘right’ way to teach and no ‘best’ way to learn.
  • Real learning is an active process. We learn best when we can make sense of what we are learning. The deeper the level of processing, the more likely we are to retain and make use of our knowledge. Processing involves relating new information to what we already know and then changing what we know, by means of that new information.
  • We learn from the company we keep. Although learning is something that goes on inside an individual’s head, at it’s deepest reaches it is essentially a communal activity: we learn most of what we know from and with each other.