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Finding the right learning solution is important to me. Here are a few questions I ask SMEs before designing learning experiences:
Why is this training needed; who is the main audience?
What are the business goals we must achieve?
How will the training be measured?
How often would you like to schedule content reviews?
What other persons are able to influence this training?
I aim to keep objectives active and learner-centered. I use relevant content information, real-life examples, role-play practice, storytelling, case-studies, and assessments aligned to objectives. Adult learners need highly effective, applicable, and timely learning solutions.
Facilitators' guides, slide decks, eLearning, and sometimes job aids all are viewed on multimedia devices. I focus on design principles that work:
Text and graphics
Graphics and narration
Content relevant images
Reducing cognitive load
"Why do we need this training?"
I motivate learners by providing the need for the training and the impact learning has on performance. Working well with subject matter experts, frontline employees, and L&D leadership creates an atmosphere of behavior change.
Although time-consuming and idealistic, evaluating learning solutions at multiple levels is necessary to improve. I desire to listen to employees and supervisors while analyzing data to determine improvements.
Kirkpatrick Levels of Evaluation
Reaction
Results
Behavior
Impact
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