- Let's be honest. … Employees are forced to sit through a lot of bad training. … So you can't blame them for being skeptical … that the training you create … is going to be worth their time. … There's one small thing you can do, however, … to help persuade learners that your training is valuable. … Give them a heads-up that it's coming. … No one likes surprises at work. … Here's a general game plan for announcing a training. … Now, you might do more or less … depending on how important the training is. … First, find an appropriate leader … to champion your training. … Usually this is someone at the director level … who has influence over the managers … of the employees you're trying to reach. … It's critical that the managers are in the know, … because they'll help support the training … and ensure compliance. … Write up talking points for your champion. … Stress what the training consists of, … the specific benefits learners will get from it, … when its being released. … Ask your champion that they start mentioning the training …
- Recall the most important job for an instructional designer.
- Name three cost-efficient, highly effective strategies that stakeholders can use in place of formal training.
- List three results that indicate an effective training program.
- Recognize steps that show changes in key performance indicators.
- Identify the stages in preparing a learning solution.
- Determine which strategy would prevent you from minimizing technical issues in your project development.