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Instructional Design Workshop

Instructional Design Workshop. Foundations of Adult Learning for the Learning Professional. Objectives. By the end of today’s session you will have a fundamental understanding of: ADDIE model, how to apply it, and how it can help you in creating training solutions for the organization

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Instructional Design Workshop

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  1. Instructional Design Workshop Foundations of Adult Learning for the Learning Professional

  2. Objectives By the end of today’s session you will have a fundamental understanding of: • ADDIE model, how to apply it, and how it can help you in creating training solutions for the organization • Look at industry standard examples to help you think out of the box when creating training solutions • Explore what you can implement to help take your team to the next level! The Goal is to Learn New Ways to Create Training Solutions

  3. Agenda Application Opportunities Foundation Adult Learning Theory Instructional Design Learning Model Evaluation Model Best Practices in Learning Let’s Apply What We Learn Let’s Build and Work

  4. Before We Begin • What You Would Like to Get Out of This Session • Your Biggest Challenges • What You Love Most About Being a Learning Professional?

  5. The Way We Learn Exploration into the human brain

  6. Adult Learning Andragogy is the art and science of adult learningthat is based on 4 principles and 5 assumptions 4. Adult learning is problem centered rather than content driven 1. Adults Need to Be Involved in the Planning and Evaluation of their Instruction 3. Adults like immediate relevance to their or life 2. Experience is the basis for their learning Self Concept …learner moves from dependent to self directed Learner Experience Readiness to Learn …readiness to learn orients increasingly the development of social roles Motivation to Learn …motivation to learn is internal Orientation to Learning …moves from postponed application of knowledge to immediate application …accumulates experiences that is a resource for learning

  7. Let’s Reflect! • How Do You Include Participants in the Learning or the Evaluation of Their Learning Experience • What Experience Do You Try to Create For Your Participants • How Do You Connect Immediate Relevance • How Do You Create Problem Centered Learning

  8. ADDIE MODEL A Model to help you incorporate Adult learning theory into your learning solutions

  9. Let’s Build Foundation • The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases—Analysis, Design, Development, Implementation, and Evaluation—represent a dynamic, flexible guideline for building effective training and performance support tools.

  10. When Can It Be Used? One Time Implementation Repeated eLearning ILT In Person Can Be Used For Any Learning Project

  11. Analysis ( The Pre-Work) • -Assessing Business Goals • - Conducting a Needs Assessment Analysis • - Identifying knowledge Gaps • -Conducting Audience Analysis • -Developing Learning Objectives • - Understanding How You will Be Measuring For Success! Questions to Ask: • Who is Being Trained • What is the Knowledge Gap • What Will You Measure Against Needs Assessment Training Plan Preliminary Outline for Evaluation

  12. Design (And the Work Begins…) • - Identify your instructional design strategy • - Selecting appropriate delivery method • - Determining training structure and duration • - Develop Storyboards Questions to Ask: • What is the best delivery method • What is the best duration to learn information necessary to meet objectives Storyboards Design Document ( Lesson Plan)

  13. Development(Let’s Build) • - Create the Prototype • - Develop Training Materials • - Completing a Review • - If Time Allows… Run a Training Pilot Course Materials Learning Assessments Course Schedule

  14. Implement • Establish Your Training Schedule • Print Materials • Prepare for Training Launch • Launch the Course Assessments Attendance Sheet Participants’ Guides Feedback Forms

  15. Evaluation • Evaluate • Collect Training Evaluation Data • Review training effectiveness • Assess Performance • Report on Results Questions to Ask: • What story does the data tell you • Where can you improve learner experience/retention/performance Evaluation Report

  16. So Why Is This Important • Ensures You Create the Right Solution for the Business Need • Ensures that You Design the Right Solution for Identified Learners • Ensures that You Are Creating Solutions to Achieve Results • Business Need and Training Solution Not Aligned • Learner’s Need Isn’t Met • No Data to Show Impacts to Business • No Opportunities Identified for Improvement So What Happens When Not Used?

  17. Let’s Reflect • Which steps in the ADDIE process do you currently use? • Which steps in the ADDIE process do you see opportunities to use? • Do you see challenges to using this model? • Do you see benefits to using this model?

  18. The Bottom Line The Kirkpatrick model for evaluation

  19. Evaluation/ Kirkpatrick 4 Levels of Evaluation Level 2 Learning Level 3 Behavior Level 4 Results Level 1 Reaction • Targeted outcomes occur as a result of training • What It Tells You • If training is aligned with ROI and ROE • Participant Reaction to Their Learning Experience • What It Tells You • Reaction to the entire training experience • The degree of retention during learning • What It Tells You • How much participants learned • The degree of application from classroom to the workplace • What It Tells You • Performance as a result of training

  20. Kirkpatrick Examples • LEVEL 1 ”Smiley Sheets”


  22. Kirkpatrick Examples • LEVEL 3 On the Job Assessment

  23. Kirkpatrick Examples • LEVEL 4 Business Reports

  24. Let’s Reflect • Do you currently use any levels of evaluation for your training • Which levels do you use • Which levels don’t you currently use • Why don’t you use those specific levels

  25. The Learning Experience Let’s Excite learners to learn and perform

  26. How Adults Learn Listening Learners (Hear It, Then They Believe It) Seeing Learners (See It, then They Believe It) Touching Learner ( Touch/Experience It, Then They Believe It)

  27. The Balancing Act 4 Principles of Andragogy Adults need to be involved in the planning and evaluation of their instruction Experience is the basis for their learning activities Adult learning is problem centered rather than content driven Adult like immediate relevance to the job or life. • Adult Learning • Seeing Learner • Touching Learner • Listening Learner

  28. Let’s Recap! What are the four Principles of Adult Learning? What is the 5 Step Model that will help you in building training solutions? What are the 4 Levels of Evaluation from the Kirkpatrick Model

  29. Let’s Tie it All Together Scenarios that Will Help you apply what you learned!

  30. New Training Program Scenario! You were asked to create a new training program and as a result of the company’s new continuous improvement initiative you were asked to take into consideration ways to better enhance the learning experience for participants. Your task is to prepare a training plan to outline what you will do to create the training. Your training plan will consist of: • A timeline of what you will do to fully understand the new training program you are being tasked to create. • An overview of the learning plan to show how you have enhanced the end-user's learning experience. • Create an evaluation plan and decide which levels of evaluation you will implement to measure success.

  31. Be Creative! Be Innovative! Do not feel confined to the constraints of what you always do currently! You can create a plan based on any training program you would like.

  32. Things to Consider Things to Consider When it Comes to Learning

  33. There Are Always New Models! Learning about new models and deciding the one that works best for you is important!

  34. There Are Cool Ways to Engage Learners

  35. New Things You Want to Try?

  36. Let’s Make It Real Real Application to your training Programs

  37. Let’s Explore • The objective is for you to consider everything you learned and discuss opportunities to apply it to your team. Pick one model or process that you would like to implement as a department How will that new model or process impact your department? What needs to happen in order for you to implement? Map out your department’s Standard Operating Procedures with this new process

  38. Ah-Ha Moment and Reflection

  39. Questions?

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