Design Strategy

The future of learning and development is an evidence-based logical approach.

Goal: align with organizational needs to create a valuable learner experience that translates to knowledge retention and performance transfer.

Begin with the end in mind—then focus on transfer.

The instructional designer’s job is to be the learner’s advocate! Get out of the “order-taker” mindset. Please don’t promise a particular solution if you don’t yet know what the problem is. This is usually translated in the real world through the phrase, “I need an hour of eLearning.” (That request is also known as a recipe for disaster.)

The point is: don’t begin the project in the development phase!

Are you going to tell people something or show them how to do something?

Are you imparting knowledge or improving performance (aka training versus learning)?

When given a choice--choose to focus on PERFORMANCE.

Analysis – answer these questions to align learning solution with business needs.

Why are we doing this? What problem does this solve?

What is the business goal?

What do we hope to gain as an organization?

How will our customers benefit?

How will our workers benefit?

Who is the audience? Start with the learner in mind.

How will those new skills or behaviors be demonstrated?

It’s helpful to use the ABCD format to define learning objectives:

· Audience – who?

· Behavior – does what?

· Conditions – where?

· Degree – to what degree of accuracy?

Note: if more than three objectives, design more modules.

What is the best learning solution based on the analysis and objectives?

What’s the next best solution? (You probably can’t afford the best solution.)

What processes or systems will be put into place to support the learning?

What will reinforce, encourage, and reward performance of critical behaviors? (e.g., follow-up, refreshers, checklists, job aids, simple reminders, coaching, etc.)

How does the solution align with the organizational goals? If it doesn’t, stop and rethink your previous assumptions.