In Advanced Instructional Design, you'll learn...
- How to use in-depth analysis tools to determine training needs
- Ways to speed up the development process without sacrificing quality
- How to test and measure training impact
- Using maps, outlines and other tools to put you in control of the design process
- And much more!
As someone involved in developing training, you probably know how hard it is to ensure training really takes—and that employees use their new skills back on the job. Your job keeps you very busy, so busy, in fact, you may feel you don’t have the time or know-how necessary to tackle the skill transfer problem and consistently improve training outcomes. That’s where this two days of advanced-level training comes in … it’s about giving you the critical skills you need to be more effective and efficient. First, you’ll gain advanced strategies for analyzing needs, designing for different formats, testing for results and making learning easy and enjoyable for employees. Second, you’ll find out how designing lively, interactive training can be easier than you thought. And third, you’ll learn what time-wasting mistakes to avoid and get the practical and truly useful insights into what makes training actually work—while increasing participation, improving retention and enduring results that last long after participants walk out the door. Call to reserve your space in this valuable workshop today!
WORKSHOP AGENDA
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Getting started: Assessing needs—and how they must drive design+
- The 4 E’s of successful instructional design
- Easy, low-cost needs assessments that zero in on training needs
- How to calculate the cost—and true value—of training
- Why innovative instructional design matters
- How to align training with your organization’s goals
- Conducting a job analysis to identify gaps in skills and knowledge
- Writing questionnaires that are as easy as possible to fill out
- Answering the big question: Is training even necessary?
- The 8 most commonly used analysis data-collection methods
- The different types of analysis and why they are critical to instructional design
- How to generate internal excitement for training
Great instructional design in action: Capitalizing on industry best practices+
- How to address the needs of slow learners
- You have your favorite instructional method—but is it the most appropriate?
- Adding multimedia to your training—easily and cost effectively, even if you’re new to the process
- Situated learning: What you need to know to help trainees learn by doing
- Other instructional and delivery methods you may not have even considered
- 5 missteps instructional designers make when developing a course plan
- A rule of thumb for deciding on the types of tests to use
- Chunking—what it is and why it’s important to employee learning
- Implementation and Murphy’s Law: Be prepared for the endless issues that can interfere with smooth delivery
- Creative ways to help trainees understand how content applies to their jobs
Gathering content and developing a structure for courses+
- How to translate training needs into specific and useful objectives
- Putting storyboards into action to ensure content is logical and flows
- One of the most important decisions of all: How will your training program be delivered?
- Letting adult learning principles drive your development
- Choosing a design strategy—factors to consider
- Sequencing: How to make training easy for learners to follow
- How to turn what you learn from analysis into solid content
- How to make the most of existing content and save time and money
- Using course maps to keep development on track
- How failure to consider design constraints can land you in hot water
- How to get what you need from SMEs
- How to choose and use training activities that improve retention
- Core competencies—their often-overlooked role in design
- How to write training materials that are exactly what learners need
Overcoming the skill transfer problem—new strategies that work+
- Truly understanding how adults learn can help you break down the walls of resistance
- Skill transfer—it must be a key design consideration, not an afterthought
- Understanding the huge part managers play in successful skill transfer
- Changes you can make during training to prevent fade-out later
- Breaking through the 3 main barriers to skill transfer
- Avoiding the temptation to pack in more information than trainees can absorb
- How to use reflection, review and other tactics to make sure trainees are “getting it”
- Using stories and anecdotes—where many designers go wrong
- The 3 R’s of successful skill transfer and how to capitalize on them
- Expert insight into post-training follow-up—the secret to learning that sticks
Designing CBT and WBT that enhance learning+
- Synchronous vs. asynchronous design—the similarities and critical differences
- Key design principles—the role they play in asynchronous training that sticks
- Advantages and drawbacks of CBT and WBT
- Measuring the direct—and indirect—costs of asynchronous training
- Essential design components all great CBT and WBT contain
- Learn about the different navigation design approaches—how they work and which to use
- Simple ways to prevent users from becoming bored with CBT or WBT
- 5 CBT design blunders that can undermine your credibility—here’s how to avoid them
- Getting learners involved in asynchronous training
- The consequences of poorly designed writing objectives
- Pros and cons of mixing ILT, CBT and WBT delivery systems
Evaluating the impact of your training+
- How training can be evaluated on 4 different levels
- The very best approaches to measuring training effectiveness
- Simple questions that’ll make the whole job of evaluation much easier
- When and how to use a variety of evaluation tools
- How to evaluate whether trainees are using their new skills on the job
- Common myths associated with training measurement
- Measuring your return on investment—in dollars and cents
- Was the training successful—for everybody in the process?
- The difference between soft results and hard results
- Tactics for ensuring your evaluations are objective and give an accurate picture
- How to use the evaluation data you collect to revise and improve training
- How to share your findings with others
- Criteria to consider when evaluating asynchronous training
