Instructional Design for Action Learning

Instructional Design for Action Learning

Instructional Design for Action Learning

Instructional Design for Action Learning

Synopsis

Training participants learn and retain more by relating lessons to their own on-the-job experiences. By using the strategies of "action learning" in their lesson design and presentation, trainers can ensure that learners absorb material deeply, in a way that lets them immediately use it in their jobs to get real, measurable results.


Filled with examples of action learning techniques readers can implement in their training design and delivery, this book shows them how to:


• Create fun and memorable activities that match participants' needs, learning styles, and levels of understanding.

• Encourage learners to build on their own experiences.

• Evaluate learner mastery during the entire learning event.

• Strengthen learning transfer back on the job.

• Accurately measure post-training results.


It's a trainer's job to ensure their lessons stick. Instructional Design for Action Learning provides readers with the tools they need to make it happen.

Excerpt

The goal of doing a training needs assessment (TNA) is to determine whether a need exists, who needs training, and what tasks need to be trained. When conducting the TNA, it is important to remember to include managers, trainers, and employees. At one time, just trainers and training instructional designers were concerned with the TNA process. Today, as training becomes increasingly used by companies to achieve their strategic goals, upper and middle managers are involved in the assessment process as well.

Employees often can feel confident of their abilities to perform on the job and lack any motivation to improve their performance. A properly designed and implemented training program will instill both confidence and motivation in the people you train. Training based on a specific context and on techniques specific to the workplace will demonstrate that change is not only possible but also desirable, and thus will motivate employees to change and improve even more. If you conduct some frontend assessments and design your training based on your assessment results, you should be able to make final adjustments before the training begins.

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