Training is…

The achievement of pre-determined learning objectives through planned instructional techniques

The transfer of knowledge, skills & attitude (KSA) • Training focuses on influencing attitude, providing knowledge

and transferring skills

Developed through a systematic process known as instructional design or instructional systems design

The analysis of learning needs and systematic development of instruction to meet those needs

Models typically specify a method, that if followed will facilitate the transfer of knowledge, skills and attitude to the learner

Some Names to Know and Resources: • Robert Mager • Robert Gagne • Benjamin Bloom • Walter Dick, Lou and James Carey (Dick & Carey) • Ruth Clark • M. David Merrill http://www.instructionaldesign.org/ http://www.nwlink.com/~donclark/hrd/sat.html http://en.wikipedia.org/wiki/Instructional_design http://www.afc-ispi.org/Repository/hptprimer.html

Analyze

Design

Develop Implement

Evaluate

ADDIE

Analyze Determine needs and performance gap

Design Write learning objectives Plan the training Develop evaluation plan

Develop Build the course

Implement Teach or make available

Evaluate Measure effectiveness or impact

Objective Part Description Example

Condition Statement describing circumstances under which behavior is to be performed

Given 5 case examples where a clear need is presented…

Behavior What the student will say or do The agent will determine and explain why term or whole life insurance is a better choice

Criterion Statement that specifies how well the student must perform the behavior

Within 5 minutes per case, with 80% accuracy (4 of 5 cases).

At the end of this module, given <a set of conditions>, you will be able to <action verb and behavior> to <criterion - level of accuracy>.

• Remembering

• Understanding Knowledge Acquisition

• Applying

• Analyzing Knowledge Deepening

• Evaluating

• Creating Knowledge Creation

Chunk

C. Then This

6

5

B. Then This

4

3

A. This First

1 2

Layer

5 2 3 4 1

Sequence

A Simple Method That Works:

Tell: Provide the information, knowledge, expectations. • Include “What, Why, and How” (and sometimes, “When and Where”)

• Have them verbally summarize their understanding to your satisfaction

Show: Demonstrate how to do it • Have them demonstrate it back to you, to your satisfaction

Do: Set expectations and have them do it • Observe them do it

Review: • Provide feedback and shape their behavior appropriately

• Have them do it again, using the feedback

• Cycle between Do and Review until they master it

• Monitor results after that, coaching as required.

Adults:

Want to know why they should invest the time

Need to feel responsible for their own learning

Bring valuable experience to learning

Are ready to learn when the need arises

Are task-oriented (hands-on, activity-based)

Find ways to restate and review important concepts

Get them doing something (Tell, Show, Do, Review)

Engage multiple senses when possible

Separate review and learning assessment • Review helps them and doesn’t need to be scored

• Consider scoring assessments – they tell us whether students “got it” and helps us know how we’re doing, too (was the course effective?)

Write great objectives

Think ADDIE but don’t get locked into a linear model Using objectives as a guide, how deep do they need to go per topic

(per Bloom)? Design accordingly

Keep Gagne’s Nine Events in mind – flow the events where you can

Use the “Tell, Show, Do, Review” method – make training active Treat learners like adults

Chunk, sequence and layer

Repeat key points where possible Repeat key points where possible Review for them, assess for us.

Transfer, when it occurs, does so via strategy or luck • Note: Strategy is better! (Hope is not a business strategy.)

Transfer is a purposeful, shared responsibility

Stakeholder Before During After

Learner

Trainer

Learner’s Supervisor

What will each stakeholder do to ensure transfer occurs? will

Adapted from Broad and Newstom’s book: Transfer Of Training: Action-packed Strategies To Ensure High Payoff From Training Investment

Reaction

Learning

Application

Results

ROI / ROE (Expectations)

Names to Know Donald, Jim and Wendy Kirkpatrick

of Kirkpatrick Partners

Jack and Patti Phillips of the ROI Institute

Jac Fitz-enz of Success Factors and founder, Saratoga Institute

Stolovitch & Keeps: Telling Ain’t Training Mager: The New Mager Six-Pack Hodell: ISD From the Ground Up Swanson: Analysis for Improving Performance

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