A guiding principle for good instructional design is to be sure that you know your audience and design something that meets their specific needs.
If you know that your audience is relatively inexperienced, then you need to make sure the basics are covered. If your audience is quite tenured, then advanced skill building would be in order.
What happens when you’re not quite sure who is planning to show up (for example, when you have to design for a conference session)? What happens when you’re told that your audience will have a broad range of experiences? Continue reading
Last week I was talking with a colleague who made a distinction between what she perceives her team as doing compared to what some other teams do. She said: “We really view our team as educators, while there are other teams that get out into the field and don’t even care about who the audience is, they simply have a slide deck and they’re going to walk the audience through the slide deck. We call them presenters, as opposed to educators.”
I normally don’t get too caught up in language and vocabulary and semantics, but this was an important point. Perhaps more importantly, this was coming from an operational manager, not someone in the L&D department. This wasn’t just “inside baseball” talk among training geeks. Continue reading
Earlier this week I had an opportunity to visit the Buffalo Bills training camp. In addition to realizing that it’s definitely our year (seriously, who is going to be able to stop Tyrod Taylor?), I found some interesting parallels to the practice strategies that L&D professionals may want to adopt in order to hone their craft.
When the offense took the field Continue reading
We were at a bar. It was late. We had a lesson plan for the next day’s meeting, but it was missing something.
After my third club soda and lime, inspiration struck. Let’s bring human anatomy into the sales training! Continue reading
As I sat and watched the presenter switch from PowerPoint to a Word document, I was intrigued.
Last week I had an opportunity to pilot a training program for managers working with remote teams.
I didn’t just want to talk with the learners about the differences between working with teams that are centrally located versus teams that are dispersed. If this session was going to have any chance of leading to change, I wanted the differences to be so striking as to jump off the proverbial page.
One of the strategies I used to accomplish this was through the deliberate selection of colored sticky notes. Continue reading
There are plenty of articles and blog posts out there about how to give feedback. Some even talk about the importance of how to receive feedback, too.
Articles can be interesting. Some people even act on them. Most people think: Huh, that’s interesting… and then eventually they’ll forget about it.
If you’re looking to train people on how to effectively give and receive feedback, here’s a free Continue reading