- At the beginning of a training project, … you'll need to get quickly up to speed on the content. … If the training is more presentational in nature, … it may be enough to collect all the existing documentation … and diligently go through it. … But if you're wanting to shape the behavior of workers, … you'll probably need to take it once step further … and go observe workers on the job. … The quickest way to understand a job … is to watch people do it for a few days. … When you observe, or shadow, … the workers you're trying to reach, you'll quickly realize … what the most important on the job behaviors are. … You'll experience firsthand the challenges they face, … and you'll get a good idea of the learning solutions … that will best jive with them. … Now, stakeholders won't always see the value … in your taking time to observe workers, … so don't be surprised if you need to fight for it. … You can do this by saying something like this. … We all want this project to be done … quickly and efficiently, right? …
- 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.