30 Tips for Designing and Developing Effective Learning

30 Tips for Designing and Developing Effective Learning

30 Tips for Designing and Developing
Effective Learning

Tips for Designing and Developing Effective Learning : 

  • Reduce resistance. Use change management principles to reduce or remove resistance toward activities-based learning on the part of clients, trainers, and learners.
  • Move from live to recorded. Begin your design activity by conducting a face-to-face training session with a live instructor. Record audio and video from the class. Gradually replace the instructor with these recordings.
  • Design and develop follow-up activities. Plan and implement follow-up coaching to ensure workplace applications.
  • Don’t reinvent the wheel. Use suitable structures and templates for presenting different types of content.
  • Organize an online community of your learners to share their applications of what they learned in the training session.
  • Motivate the learners. Treat the training design process as an exercise in designing an intrinsic motivational system.
  • ask the learners to recall and apply : Throughout your training session, ask the learners to recall and apply what they have learned earlier. Give appropriate feedback.
  • Set up the room to encourage teamwork and discussion. Arrange the seats around tables. Avoid theater seating.
  • Form a high-performance design team. Include subject matter experts, designers, writers, typesetters, graphic artists, and representative learners in this team. Make sure that everyone is involved in the design activity from the beginning.
  • Space the training. Abandon the idea that training should be conducted in a continuous and self-contained session. Instead, plan for a series of short training sessions followed by structured application exercises. Repeat this process with cumulative units of learning.
  • Supply assessment checklists and rubrics that help learners to conduct self-assessment and peer assessment.
  • Integrate content into activities. Select suitable types of activities based on the types of content resources.
  • Make the learners interact with the content, with each other, with the facilitator, with subject matter experts, and with the real world.
  • Improve the total performance system. Use different types of human performance technology interventions to improve participants’ learning performance and application of the learned skills.
  • Keep in touch with managers of your learners. Ask for help in preparing, motivating, supporting, and coaching the learners.
  • Blend everything. Blend content and activities; online and face-to-face; learning and performance; training and testing; motivation and instruction; and active and passive.
  • Remember that adult learners have rich and relevant experiences. Use activities that lure them to contribute to the learning process.
  • Present your training objectives in plain language. Don’t clutter them up with unnecessary details that confuse the learners.
  • Align everything. While designing a training package, repeatedly align content, activities, and assessment. Align all these elements with real-world results.
  • Open minds with open questions. Require and reward higher-order thinking. Use alternative approaches for providing feedback for open-ended responses.
  • Remember that training is not a one-shot activity. The prework before and the follow-up after are as important as the actual session.
  • Make all lectures interactive. Add interactive interludes after each segment of the lecture.
  • Begin your training session with an activity that sets up the expectation of frequent interaction. Make sure this activity is relevant to the training goal.
  • Train for real-world results. Begin your training design with a focus on business outcomes and personal accomplishments.
  • Frequently vary the interaction pattern: Require learners to work alone, work with partners, and work in teams.
  • At the end of your training session, conduct a review. Use an interactive exercise to do this instead of rerunning your lecture.
  • Integrate job aids in your training. Prepare a job aid that incorporates principles and procedures related to performing a task. Then, train the people to use this job aid.
  • Modularize design activities. Use units of content, activities, or assessment to divide the training package into modules. During the design, feel free to jump from one module to another.
  • Shift the “start” and “finish” lines. Make maximum use of pretraining activities. Cater for lifelong learning through follow-up activities and networking.
  • Train with your mouth closed. In a training session, whoever talks the most learns the most. So shut up and encourage the learners to talk and learn.
  • Encourage contextualized learning. Increase the effectiveness of learning and efficiency of transfer by creating a training environment that reflects the work situation as closely as possible.
  • Conduct just-in-time analyses. Let analysis and design proceed simultaneously.

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