Learning Design
My learning programs are based on proven methodologies of adult learning. The basic tenets are that…
Why it works
What to expect from an effective learning program
Participants’ Reaction
If training is going to be effective, it is important that students react favorably to it. It is similar to measuring customer satisfaction.Learning Transfer
For a change in participants’ behaviors, these learning objectives need to be considered:- What knowledge will be learned?
- What skills will be developed or improved?
- What attitudes will be changed?
Behavioral Change
For optimal job impact, these issues need to be addressed:- What change in job behavior is desired because people attended a learning program?
- What will happen when trainees leave the classroom and return to their jobs?
- How much transfer of knowledge, skill, and attitudes will occur?
Business Results
The business results that accrued because of the learning program, determine bottom line impact of training and tie business objectives and goals to training.
Characteristics of some of the learning methodologies include…
- Complex topics made into easy to understand models.
- Stepping into a Scene - experience a scenario.
- Seeing something from someone else’s point of view
- Best Practices
- Visioning future successes
- Your own perspective in relation to others / the bigger picture / the issues
I design programs that:
- are scalable to span audiences and levels
- are relevant to multiple functions and levels
- link to on-going and planned initiatives
- communicate a consistent message to all participants
- are customized to reflect your reality
- give people the opportunity to act on the learning