One of the biggest challenges in learning is designing programs that are both aligned to the business needs and the learners motivations. Unfortunately we also often have a tendency to gravitate towards designing programs around what a person needs to know (or usually what the lead subject expert thinks they should know) rather than what we they need to be able to do to be successful in their role.
To keep our clients focused on these two issues we developed a program design methodology that combines together elements of action mapping for workplace training and user experience design (UX). This ensures a training program that delivers on business goals, while also being aligned to the the learners motivations, technology and work environment.
Business Goals - In this phase we identify the specific organisational business goals the training is trying to achieve.
Learner Actions - Learner actions are the specific tasks or actions the employee, or learner, must do in order to achieve these goals. It is important in this phase to identify actions not knowledge.
Learner Personas - The learner profiles paint a picture of the archetypical employees to inform the learning design, aid decision making and ensure a learner centred approach. The profiling looks at the employee background, motivations, physical and technical work environment and existing skills.
Program Requirements - The program requirements step explores any organisational requirements or constraints that will be put on the program. This includes the technical environment, business operational practicalities around delivery, initial versus on going delivery, program sustainability, content customisation, modularity of the program, and ongoing maintenance.
Process Mapping - Where the learner actions require specific processes (e.g. a performance review or sales approach) to be followed we map that process to ensure a common understanding of best practice and to aid in the design of learning activities.
Learning Activities - With all the above in mind in this step we set about identifying learning activities that allow the employee to practice and develop the necessary skills and understanding. These activities can include online learning activities, classroom based activities, as well as workplace embedding tasks.
Required Knowledge – Finally, with the appropriate activities designed we identify the knowledge-based resources to support those activities and actions. These are then categorised into fundamentals (concepts and information I need to know before I can start), just-in-time (things I can be given along the way), feedback (remedial knowledge I can be given based on my performance) and additional resources (should I be interested in a particular topic).
Our Guroo Producer team has extensive experience designing learning programs that are both aligned to our clients’ business needs and their learners’ motivations. If you’re considering integrating a new learning solution into your organisation, we’d love to talk you through our proven design methodology and how Guroo Producer can drive your business forward.