So you’ve got your performance objectives, learning objectives, and a fleshed-out training plan. What comes next? Figuring out the logistics of what the training experience will be like and actually implementing the training, of course!
Part of a Process
Quick note: This post is part of the larger Learning Strategy Checklist. Part 1 is Do these five things to write a learning strategy now. Start there if you haven’t written performance objectives yet or identified your target audience. Part 2 is Five things to do after you write performance objectives to solve your business need. Once you have started to draft your training recommendation it’s time to plan out the implementation. This post, The Last 5 Steps to an Outstanding Learning Strategy is all about finalizing your plan for evergreen success.
The Instructional Design Process
To make a course or a program of courses, good instructional designers follow a linear yet iterative approach. Phase one includes developing a learning strategy, which is the focus of this three-part series of posts.
Phase 1: Discover & Prepare
- analyze the training need, create a learning strategy, map the content
Phase 2: Design & Author
- design how the training will be effective, write a script, create a prototype
Phase 3: Review & Iterate
- ask for feedback on prototypes, edit, improve, repeat
Phase 4: Deploy & Evaluate
- distribute to a focus group, review & iterate, deploy to the full learning audience, measure success
List how to integrate with other training
You can make a list or write a short paragraph for this section. Briefly explain how this course or program will align with other training or learning initiatives or materials. For example, if you are upskilling a team, explain how this builds upon the onboarding and succession planning of that team.
Explain how to engage the learner
Elaborate on your already-written development plan by creating a brief description of how the training recommendation will engage the learner. Engagement is more than just attention span. It has to do with motivation. The goal of well-designed learning is always to teach new knowledge, skills, and behaviors or KSB – watch the video. The goal becomes a reality when we create a learning experience that leads to internal motivation. In other words, if our learners become self-motivated from our engaging learning designs, then we have reached our goal! The key to this is being explicit about the value that the specific training holds for the learner. What will it help them do? How will it make things better/easier for them?
Structure:
[Brief description of how the training recommendation will engage the learner:]
The [course/program] will engage the learner by doing the following:
[online courses with interactivity]
[communication plan to disseminate learning and stay in touch]
[how autonomy or learner choice is accounted for]
[how technology is being used]
[microlearning offers convenience]
[movitation-reinforcement-remediation is explained]
Determine the automations
Automation is the greatest power of online learning. Learn everything you can about automation. According to Andriotis, there are seven reasons your employees (and bottom line) need it. (Read the full article for an explanation of the reasons below).
- Automated Recognition Increases Engagement
- Learning Becomes Self-Driven
- More Feedback, More Often
- No More Duplication Of Effort
- Anticipate Your Employees’ Learning Needs
- Save Time And Money
- Set Up Surveys Once
Structure:
[brief explanation of how learnings will be put into practice with automation or triggers so that L & D can spend less time facilitating and more time improving and evolving]
List the assessment criteria
Here you describe the types of assessment you will employ as a part of your course or program. At a minimum, explain how you will use knowledge checks to provide coaching and whether or not the course will be scored by completion or mastery. If you are designing a course that will require mastery, 80% or higher on a quiz, then describe it as such. If your goal is to make people aware of new information, then completing the course is all the assessment criteria you need. However, I recommend you explain how the outcome of the course is tied to the pathway of the learner.
Structure:
[explanation of how assessment is handled via knowledge checks, practice simulations, graded assessments, completion v. mastery]
Tell how you will implement the program/course
Finally, explain how the course or program will be implemented. Describe how the learners will access the course or materials. Where is the course located – LMS or in-person or live virtual? Are there printed materials? How will the learner know how to access the content? Will the training be mentioned in any sort of internal communication plan?
Helpful Links
How to Create a Course Outline for Your Online Training
Conclusion
Once you have completed The Last 5 Steps to an Outstanding Learning Strategy you are ready to start making a course. Using these five steps, (along with the previous 10 steps in the first two posts: the first five things and the second five things), you will have an outstanding learning strategy that will deliver the K! S! B! for your people. Now, I want to hear from you! How are you going to use this checklist? What do you need more help with that is not covered in this guide?
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