Explore a few common situations in which training isn’t the answer and learn how to explain this struggle nicely to stakeholders.
- I bet you're like me, … in that when someone comes over to my cube at work, … and asks if I can help create training … to solve a problem that they're having, … my first inclination is to say, … yeah, sure I can help. … However, if you want to be a top notch learning professional, … you've got to learn to say no. … The goal of most training is to shape behavior. … That is, as the result of the training, … we hope learners work a bit differently afterward. … Well, there are a lot of things … you can suggest to stakeholders … that will get the behavior change that they want. … And many of these things are cheaper … and more effective than formal training. … I'll highlight three. … First, you can suggest that stakeholders … simply remind employees on a regular cadence … of the things they should be doing … and the benefits they'll get by doing those behaviors. … Often, people don't change their behavior … because no one has clearly explained … the good that comes from the change. … Second, you can suggest that stakeholders publicly praise …
- 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.