Instructional Designers
- Organization consultants
- Independent consultants
A key objective of instructional designers must be to ensure the effective transfer of knowledge in pursuit of explicit goals. While the ADDIE model has proven relevant for years, the learning needs of leaders, teams and organizations have changed in response to the demands of globalization, corporate social responsibility, and dynamic societal norms.
Ask yourself:
-- Do your designs answer the needs of your customer?
-- Are the theories of learning that inform the designs still tenable?
-- Does your customer demand that you measure the ROI of the training?
-- To what extent is the training expert-driven?
-- Is the learning sustainable?
-- Does it succeed in engaging the participant?
Action Reflection Learning (ARL) is a learning methodology that has been developed over 30 years, and relies for its efficacy on experiential learning and on reflection on the actions taken by the learner.
The 5 Dimensions System of Outcomes
To generate lasting learning, the Learning Coach considers five dimensions in the design, delivery and evaluation of any learning intervention. The Learning Coach works the client to clarify measurable Outcomes at these dimensions:
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Business
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Organization
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Team
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Personal
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Professional
The book provides a path to designing and delivering programs for the professional developmental programs of your organization’s leadership cadre.
ADDIE model
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Analyze - analyze learner characteristics, task to be learned, etc.
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Design - develop learning objectives, choose an instructional approach
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Develop - create instructional or training materials
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Implement - deliver or distribute the instructional materials
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