Creating a Learning Solution
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The document outlines the process for designing and developing a learning solution. It discusses identifying stakeholders, timelines, and principles of adult education, cognitive science, and change management to create a plan. It emphasizes that a needs assessment is needed to determine the proper outcomes to drive the design of the learning solution.
Creating a Learning Solution
- 1. How I design and develop a learning solution
- 2. Human Resources Manager Corporate Trainer
- 3. Who I really am
- 4. What I do I Help People and the company Do things Differently or Better
- 5. How I do it Learn
- 7. Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 8. The Plan Identify stakeholders Identify timelines Manage the project Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 10. I mash up the following principles of adult education Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 11. Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 12. Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 14. Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 15. Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 16. 3,4,5,6,9,10,12 matter for learning design
- 17. Why is this important to needs assessment and program design? Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 18. Outcomes Create a plan to create Principles of Adult Education/Cognitive science/change management
- 19. Outcomes drive design Needs assessment determines Outcomes
- 20. Needs assessment is the investigation to get at what the outcome really should be
- 21. Questions
- 22. What business needs will be met What will people do differently or better Who will see and confirm changes How will results be measured
- 23. Diagram is copyright of Cathy Moore
- 26. Training may not be the solution Org Systems Compensation Process Support tools Technology Physical environment Culture Inherent ability Competency/Knowledge
- 27. Evaluation During the discover phase create an evaluation plan Identify what would you measure and how would you measure it What already exists?
- 28. Design Methodology and Process
- 29. How to design
- 30. Sources of Ideas
- 31. Storyboard
- 33. DESIGN CHOICES Type Learner Development Development Sustainability Sustainability Solution time Time cost Learner Maintenance Efficacy access Option 1 Option 2
- 34. Resources ADKAR www.change-management.com/tutorial-adkar-overview.htm Simon Sinek http://www.startwithwhy.com/ Will Thalheimer http://www.willatworklearning.com/ Habits http://tinyhabits.com/ http://charlesduhigg.com/ Dr. John Medina http://www.brainrules.net/ 6Ds http://www.the6ds.com/our-company Cathy Moore http://blog.cathy-moore.com/ Open sesame https://www.opensesame.com/ Elearning examples http://elearningexamples.com/ https://twitter.com/#!/robbartlett/learning