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Clark Quinn’s Learnings about Learning

Activities ‘beyond the course’

7 July 2022 by Clark 1 Comment

wrapped presentSo, somehow I got on Myra Roldan‘s #MyraMonday question list. She asks a question every Monday, dobbing in some likely (or, in my case, gullible) victims to respond. And I do (unusually ;), because occasionally it’s good to challenge your mind. This past week, the question was particularly interesting: about what you’d do if there weren’t elearning. Of course, there were the usual answers, but several were very interesting. Here’re some of the ideas and underlying thinking about activities ‘beyond the course’.

So, I had heard about someone who was exploring ‘escape rooms’ for learning. (Spoiler: it was Myra, hence the question. ;) I was reminded, however, and added in some other ideas:

surprise box, host a murder, scavenger hunt, choose your own adventure…

My thinking is that there are lots of ways of invoking intent and action, and providing feedback. The box could contain some content and instructions, e.g. “film yourself doing…” or “do X and write it up”. Or some actual device to act upon (think of the old science kits they sent with correspondence courses). Host a murder mystery party would be some Live Action Role-Playing (LARP) activity that includes instructions, roles, and reflection guidance (a group ‘surprise box’). Scavenger hunt could have you looking for resources for new arrivals to learn their way around, or to do safety checks, or… Choose your own adventure book is basically a text-based branching scenario.

Kevin Thorn (last week’s You Oughta Know guest of the LDAccelerator) suggested comics Not surprising, since that was the topic we had him on for, and also the focus of his thesis. Comics are underused, I believe, and yet have valuable properties. Another viable way to develop learning, particularly if you can tie them to challenges.

Then, Alan Natachu weighed in with even more creative ideas:

Lots of infographics and cryptograms
Book ciphers
Red / Blue filters (look through a colored lens to reveal a hidden message)
Tune into a custom radio frequency that repeats a message
Text messages to a secret contact (a.k.a. Phone a friend)

Again, we’re looking at ways to get people to process content (and apply it). What I like is how he started tapping into alternate technologies. It’s easy to stay in our comfort zone, as I was doing. It’s useful to take some time to reflect and deliberately explore alternatives. Different questions (like Myra’s) can prompt some out of the box thinking, as can deliberate prompts to consider other things. That is, systematic creativity isn’t an oxymoron ;).

There is a followup on this: why aren’t we doing these things  already?  We should be looking at other mechanisms. Yes, there are some learnings, and some resource requirements. However, once they’re part of our repertoire, they become just another tool in our quiver.

We can, and should, be looking at activities ‘beyond the course’. There’re the benefits of novelty, but also different affordances. Better yet, we could theme them to align with particular courses. There is a real opportunity to make our learning stick better, and that is the real bottom line. So let’s get creative  and achieve better outcomes.

 

Doing Gamification Wrong

22 June 2021 by Clark 8 Comments

roulette wheelAs I’ve said before, I’m not a fan of ‘gamification’. Certainly for formal learning, where I think intrinsic motivation is a better area to focus on than extrinsic. (Yes, there are times it makes sense, like tarting up rote memory development, but it’s under-considered and over-used.)  Outside of formal learning, it’s clear that it works in certain places. However, we need to be cautious in considering it a panacea. In a recent instance, I actually think it’s definitely misapplied. So here’s an example of doing gamification wrong.

This came to me via a LinkedIn message where the correspondent pointed me to their recent blog article. (BTW, I don’t usually respond to these, but if I do, you’re going to run the risk that I poke holes. 😈) In the article, they were talking about using gamification to build organizational engagement. Interestingly, even in their own article, they were pointing to other useful directions unknowingly!

The problem, as claimed, is that working remote can remove engagement. Which is plausible. The suggestion, however, was that gamification was the solution. Which I suggest is a patch upon a more fundamental problem. The issue was a daily huddle, and this quote summarizes the problem: “there is zero to little accountability of engagement and participation “.  Their solution: add points to these things. Let me suggest that’s wrong.

What facilitates engagement is a sense of purpose and belonging. That is, recognizing that what one does contributes to the unit, and the unit contributes to the organization, and the organization contributes to society. Getting those lined up and clear is a great way to build meaningful engagement. Interestingly, even in the article they quote: “to build true engagement, people often need to feel like they are contributing to something bigger than themselves.” Right! So how does gamification help? That seems to be trying to patch a  lack of purpose. As I’ve argued before, the transformation is not digital first, it’s people first.

They segue off to microlearning, without (of course) defining it. They ended up meaning spaced learning (as opposed to performance support). Which, again, isn’t gamification but they push it into there. Again, wrongly. They do mention a successful instance, where Google got 100% compliance on travel expenses, but that’s very different than company engagement. It’s  got to be the right application.

Overall, gamification by extrinsic motivation can work under the right circumstances, but it’s not a solution to all that ails an organization. There are ways and times, but it’s all too easy to be doing gamification wrong. ‘Tis better to fix a broken culture than to patch it. Patching is, at best, a temporary solution. This is certainly an example.

 

Engaging Learning and the Serious eLearning Manifesto

9 July 2019 by Clark Leave a Comment

Way back in ’05, my book on games for learning was published. At its core was an alignment between what made an effective education practice and what makes engaging experiences. There were nine elements that characterized why learning should be ‘hard fun’.  More recently, we released the Serious eLearning Manifesto. Here we had eight values that differentiated between ordinary elearning and  serious elearning. So, the open question is how do these two lists match up? What is the alignment between Engaging Learning and the Serious eLearning manifesto?

The elements of the Serious eLearning Manifesto (SeM) are pretty straightforward. They’re listed as:

  • performance focused
  • meaningful to learners
  • engagement driven
  • authentic contexts
  • realistic decisions
  • real-world consequences
  • spaced practice
  • individualized challenges

The alignment (EEA: Effectiveness-Engagement Alignment) I found in Engaging Learning was based upon research I did on designing games for learning. I found elements that were repeated across proposals for effective education practice, and ones that were stipulated for engaging experiences. And I found a perfect overlap. Looking for a resolution between the two lists of elements looks something like:

  • clear goals
  • balanced challenge
  • context for the action
  • meaningful to domain
  • meaningful to learner
  • choice
  • active
  • consequences
  • novelty

And, with a little wordsmithing, I think we find a pretty good overlap!  Obviously, not perfect, because they have different goals, but the important elements of a compelling learning experience emerge.

I could fiddle and suggest that clear goals are aligned to a performance focus, but instead that’s coming from making their learning be meaningful to the domain. I suggest that what really matters to organizations will be the ability to  do, not know.  So, really, the goals are implicit in the SeM; you shouldn’t be designing learning  unless you have some learning goals!

Then, the balanced challenge is similar to the individualized challenge from the SeM. And context maps directly as well. As do consequences. And meaningfulness to learners. All these directly correspond.

Going a little further, I suggest that having choice (or appearance thereof) is important for realistic decisions. There should be alternatives that represent misconceptions about how to act. And, I suggest that the active focus is part of being engaging. Though, so too could novelty be. I’m not looking at multiple mappings but they would make sense as several things would combine to make a performance focus, as well as realistic decisions.

Other than that, on the EEA side the notion of novelty is more for engaging experiences than necessarily specific to serious elearning.  On the SeM side, spaced practice is unique to learning. The notion of a game implies the ability for successful practice, so it’s implicit.

My short take, through this exercise, is to feel confident in both recommendations. We’re talking learning experience design here, and having the learning combine engagement as well is a nice outcome. I note that I’ll be running a Learning Experience Design workshop at DevLearn in October in Las Vegas, where’ll we’ll put these ideas to work. Hope to see you there!

Stephanie Llamas #Realities360 Keynote Mindmap

25 June 2019 by Clark Leave a Comment

Stephanie Llamas kicked off the Realities 360 conference by providing an overview of VR & AR industry. As a market researcher, she made the case for both VR and AR/MR. With trend data and analysis she made a case for growth and real uses. She also suggested that you need to use it correctly. (Hence my talk later this day.)

Keynote Mindmap

The ARG experience

5 June 2019 by Clark Leave a Comment

In preparing a couple of presentation for the Realities 360 conference coming up late this month, I got thinking about ARGs again. ARGs (alternate reality games) were going to be the thing, but some colleagues suggest that the costs were problematic.  I still think that ARGs could be powerful learning experiences. And, of course, I understand that the overhead would make them useful only in particular situations. For instance, those where the needs were pressing and the real world experience is important. And I reckon those are few.  In some sense, disaster drills are an example!  Still, I thought it was worth looking at the ARG experience. And, of course, I made a diagram. It’s nothing particularly astute, but on the principle of ‘show your work’…

In particular, I was thinking about artificial virtuality (AV). In the continuum from reality to virtual reality (VR), AV sits between augmented reality (AR) and VR. That is, the goal is virtual (e.g. a made up one, not one that’s manifest in the real world, at least directly. And yet it permeates the real world. And that, to me, really defines an ARG!  Of course, it doesn’t  have to be tuned to the experience of a game, it  can just be a scenario, but you  know I’m not going to stop there! :)

So what’s going on here?  I’m suggesting that there’s a story that is the experience designed for the player. I talk about LARGs, which is an ARG for learning. The ARG experience here is implemented by an engine which embodies the game (just as games are done). Instead, however, of the experiences being mediated by a computer interface, instead activities are inserted into the players experience.

So, there’s an underlying model driving the action (just as in traditional computer games). There are variables maintaining state, and rules operating on them. So your choice depends on what’s happened before (actions have consequences), and you can be moving up or down depending on how you play. The rules determine what happens next. A colleague built a whole engine for this!

The information and decisions the player takes are mediated by real world interfaces, but distributed, not concentrated in one interface. Videos on a phone, or a screen being passed along the way (e.g. an animated billboard or a TV screen in an office) bring information. Social media is carrying messages.

And the player is similarly sending messages as responses. Even real world objects are instrumented, so a door might lock or unlock as the result of player actions. The player may be choosing between competing taxis. And it can be played out over days. In the example we did, the in-game characters would take overnight to respond to your messages.

Now this  could all be done by a puppetmaster (or several), but the goal here would be to set it up so it can run without a suite of people involved. The goal is to design a game like we do traditionally, but manifest across the player’s life. I do recommend seeing the movie  The Game  as a dramatic example.

The real question is what sort of things match these types of goals. The example we built was for sales training; handling virtual customers. As mentioned above, disaster preparedness could make sense. Or other real world awareness tasks (spies?).  Again, there may not be many situations, but for doing that mix of delivering a simulated experience in your life instead of a virtual life could be interesting. Certainly intriguing.

At any rate, I just needed to capture the ARG experience for myself. And to share at the conference. If you’re there, do say hello!

 

Fun, Hard Fun, & Engagement

18 December 2018 by Clark 3 Comments

At Online Educa in Berlin, they apparently had a debate on fun in learning. The proposition was “all learning should be fun”.  And while the answer is obviously ‘no’, I think that it’s too simplistic of a question. So I want to dig a bit deeper into fun, engagement, and learning, how the right alignment is ‘hard fun’.

Donald Clark weighs in with a summary of the debate and the point he thought was the winner. He lauds Patti Shank, who pointed out that research talks about ‘desirable difficulty’. And I can’t argue with this (besides, Patti’s usually spot-on).  He goes on to cite how you read books that aren’t funny, and that how athletes train isn’t particularly giggle-inducing.  All of which I agree with, except this “Engagement and fun are proxies and the research shows that effort trumps fun every time.”  And I think tying engagement and fun together is a mistake.

There is the trivial notion of fun, to be fair.  The notion that it’s breezily entertaining.  But I want to make a distinction between such trivial attention and engagement.  For instance, I would argue that a movie like Schindler’s List is wholly engaging, but I’m not sure I would consider it ‘fun’.  And even ‘entertaining’ is a stretch. But I think it’s compelling. Similarly with even reading books for entertainment: many aren’t ‘fun’ in the sense of light entertainment and humor, but are hard to put down. So what’s going on here?

I think that cognitive (and emotional) immersion is also ‘engagement’.  That is, you find the story gripping, the action compelling, or the required performance to be a challenge, but you persist because you find it engaging in a deeper sense.

Raph Koster wrote  A Theory of Fun  about game design, but the underlying premise was that why games were ‘fun’ is that they were about learning. The continually increasing challenge, set in a world that you find compelling (we don’t all like the same games), is what makes a game fun. Similarly, I’ve written about  engagement as a far more complex notion than just a trivial view of fun.

The elements of the alignment between effective education practice and engaging experiences demonstrate that learning can, and should, be hard fun. This isn’t the trivial sort of ‘fun’ that apparently is what Donald and Patti were concerned about.  It is  all about ‘desirable difficulty’, having a challenge in the zone that’s Czikszentmihalyi’s  Flow and Vygotsky’s Zone of Proximal Development.

I agree that just making it fun (just as putting high production values on under-designed content dump) isn’t the answer. But just making it ‘work’ doesn’t help either.  You want people to see the connection between what they’re doing and their goals. Learners should have a level of challenge that helps them know that they’re working toward that goal. You want them to recognize that the tasks are for achieving that goal. It’s about integrating the cognitive elements of learning with the emotional components of engagement in a way that the whole is greater than the sum of the parts. The synergy is what is needed.

I think fun and engagement aren’t the same thing. So while I agree with the premise that learning shouldn’t be the trivial sense of fun, I think the more rigorous sense should be the goal of learning. We want learning to be a transformation, not just a trudge nor a treat.  I’ll argue that the athletes and the readers and the others who are learning  are engaged, just not amused. And that’s the important distinction. This is, to me, what Learning Experience Design should be, designing hard fun. And I think we  can  do this; my upcoming workshop at Learning Solutions is about doing just that. Hope to see you there!

Why Engaging Learning?

24 October 2018 by Clark Leave a Comment

Book coverSomeone asked me what I would say about my first book, Engaging Learning. And, coincidentally, my client just gave some copies to their client as part of our engagement, so I guess there’s still value in it!  And while I recognize it’s now about 13 years old, I really do believe it has relevance. Since they asked…

I saw the connections between computers and learning as an undergraduate, and designed my own major. My first job out of college was designing and programming educational computer games. Long story short: I went back for a Ph.D. in what was effectively ‘applied cognitive science’, but games continued to play a role in my career. And I reflected on it, and ultimately what started as a research agenda manifested as a model for explaining why games work and how to do it. And then when I started consulting, Pfeiffer asked me to write the book.

To be clear, I believe engagement matters.  We learn better when our hearts and our minds are engaged. (That’s the intent of the double meaning of the title, after all.)  Learning sticks when we’re motivated and in a ‘safe’ learning situation.  Learning can, and should, be ‘hard fun’.  However,  if we can’t do it reliably and repeatedly, it’s just a dream. I believe that if we systematically apply the principles in the book, we can do it (systematic creativity is  not an oxymoron ;).

One of the concerns was that things were changing fast even then (Flash was still very much in play, for example ;).  How to write something that wouldn’t be outdated even before it came out?  So I tied it to cognitive principles, as our brains aren’t changing that fast.  Thus, I think the principles in it still hold.  I’ve continued to check and haven’t found anything that undermines the original alignment that underpins designing engaging experiences.

And the book was designed for use. While the first three chapters set the stage, the middle three dig into details. There you’ll find the core framework, examples, and a design process. The design process was focused mostly on adding to what you already do, so as not to be redundant. The final three chapters wrap up pragmatics and future directions.

While ostensibly (and realistically) about designing games, it was really about engagement. For instance, the principles included were applied backwards to branching scenarios, and what I called linear and mini-scenarios. The latter just being better written multiple choice questions!

The book couldn’t cover everything, and I’ve expanded on my thinking since then, but I believe the core is still there: the alignment and the design process in particular. There have been newer books since then by others (I haven’t stayed tied to just games, my mind wanders more broadly ;) and by me, but as with my other books I think the focus on the cognitive principles gives lasting guidance that still seems to be relevant. At a recent event, someone told me that while I viewed mobile as a known, for others it wasn’t. I reckon that may be true for games and engagement as well. If we’re making progress, I’m pleased. So, please, start engaging learning by making engaging learning!

PS, I wrote a Litmos blog post about why engagement matters, as a prelude to a session I’ll be giving at their Litmos Live  online event (Nov 7-8) where I talk about how to do it.

 

Engagement

11 October 2018 by Clark 1 Comment

In a meeting today, I was asked “how do you define engagement”, and I found it an intriguing question. I don’t know that I have a definition so much as steps to enhance it. Still, it made me think.

What engagement is not, let’s be clear, is tarting content up. It’s not just flashy visuals, stereotypes, and cute prose.  Those things add aesthetics (or, done poorly, undermine same), but that’s not where to go.

Flow stateInstead, I’m looking for an experience that has certain characteristics. One way of looking at it is through the ‘flow’ phenomenon, with cognitive immersion at a level that finds the sweet spot between frustration and boring.  Similarly, for learning, it’s the Zone of Proximal Development, between what you can do with one hand tied behind your back, and what you can’t do no matter how much support you get.  And it’s both.

You there by exploiting the alignment between the elements of practice and engaging experiences. So just as the above diagram can represent either Czikszentmihalyi or Vygotsky, there’s the alignment I highlighted in Engaging Learning  between the elements in greater elaboration. It’s goal, context, challenge, meaningfulness, and more all aligned to create that subjective feeling. And in case you say “you’re extending engagement to learning”, I will note that Koster, in his book A Theory of Fun, explicitly tied what makes games work  is that it’s about learning. So, yeah, that’s the type of engagement I’m interested in, regardless.

One of the simple ways I like to characterize it (and it’s not original with me), is ‘hard fun’.  I think, if nothing else, that’s a great heuristic. It may be like the famous quote about pornography: “you know it when you see it”. Or maybe you can coin a concise definition. And you can attempt to quantify it through objective criteria like galvanic skin response or adrenalin levels. However, I’m perfectly happy to use subjective criteria. If people say they found it challenging but fun, I’m happy. If they say it’s the best way they can see to learn it, my job is done.

I don’t really yet have a good way to define engagement in a concise specification. Do you have a definition of engagement you like?  I’d welcome hearing it!

 

 

ONE level of exaggeration

26 September 2018 by Clark 5 Comments

I’ve argued before that we should be thinking about exaggeration in our learning design. And I’ve noticed that it’s a dramatic trick in popular media. But you can easily think of ways it can go wrong. So what would be appropriate exaggeration?

When I look at movies and other story-telling media (comics), the exaggeration  usually is one level.  You know, it’s like real life but some aspect is taken beyond what’s typical. So, more extreme events happen: the whacky neighbor is  maniacal, or the money problems are  potentially fatal, or the unlikely events on a trip are just more extreme.  And this works; real life is mundane, but you go too far and it treads past the line of believability. So there’s a fine line there.

Now, when we’re actually performing, whether with customers or developing a solution, it matters. It’s our  job after all, and people are counting on us.  There’s plenty of stress, because there are probably not enough time, and too much work, and…

However, in the learning situation, you’re just mimicking the real world. It’s hard to mimic the stress that comes from real life. So, I’m arguing, we should be bringing in the extra pressure through the story. Exaggerate!  You’re not just helping a customer, you’re helping the foreign ambassador’s daughter, and international relations are at stake!  Or the person you’re sweet on (or the father of said person) is watching!  This is the chance to have fun and be creative!

Now, you can’t exaggerate everything. You could add extraneous cognitive load in terms of processing if you make it too complex in the details. And you definitely don’t want to change the inherent decisions in the task and decrease the relevance of the learning. To me, it’s about increasing the meaning of the decisions, without affecting their nature. Which may require a bit of interpretation, but I think it’s manageable.

At core, I don’t think I’m exaggerating when I say exaggeration is one of your tools to enhance engagement  and effectiveness. The closer we bring the learning situation to the performance situation, the higher the transfer. And if we increase the meaningfulness of the learning context to match the performance context, even if the details are more dissimilar, I think it’s an effective tradeoff. What do  you think?

User-experienced stories

15 August 2018 by Clark Leave a Comment

Yesterday I wrote about examples as stories. And I received a comment that prompted some reflection. The comment suggested that scenarios were stories too. And I agree!  They’re not examples, but they  are stories. With a twist.

So, as I’ve said many times, simulations are just a manipulable model of the world. And a motivated, self-capable learner  can learn from them. But motivated and self-capable isn’t always a safe bet. So, instead, we put the simulation in an initial state, and ask the learner to take it to a goal state, and we choose those such that they can’t get there until they learn the relationships we want them to understand. That’s what I call a scenario.  And we can tune those into a game. (Yes, we turn them into games by tuning; making the setting compelling, adjusting the challenge, etc.)

Now, a scenario needs a number of things. It needs a context, a setting. It needs a goal, a situation to be achieved. And, I’ll suggest, it should also have a reason for that goal to make sense. If you see the alignment that says why games  should be hard fun, you’ll see that making it meaningful is one of the elements. And that,  I say, is a story. Or, at least, the beginning of one.

In short, a story has a setting, a goal, and a path to get there. We remove boring details, highlight the tension, etc.  We flesh out a setting that the learner cares about, provide a sense of urgency, and enable the goal achievement.  But it’s not all done.

The reason this isn’t a complete story is we don’t know the path the protagonist uses to accomplish the goal, or ultimately doesn’t.  We’ve provided tools for that to happen, but we, as designers, don’t control the protagonist. The learner, really,  is the the protagonist!

What I’m talking about is that the story, certainly for the learner, is co-created between the world we’ve developed, and their use of the options or choices we provide. Together, a story is written for them by us  and them.  And, their decisions and the feedback are the story  and the learning!  It’s, voilà, a learning  experience.

Learning is powerful. Creating experiences that facilitate learning are creative hard fun for the designer, and valuable hard fun for the learner. Learning is about stories, some told, some c0-created, but all valuable.

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