Today's instructional design professionals are frequently expected to wear numerous hats. These can include skills built on-the-job, instead of during their degree program. In addition to a solid grounding in education learning models, psychology, neurology, stakeholder/SME interviewing, group discussion facilitation, and elearning technologies, IDs are now often asked to perform traditional graphic design tasks. They are even expected to elevate the courses they build aesthetically, but that can be a tall order. However, it's incredibly challenging for IDs who feel less confident with visual design and creativity to do this, even when they are outstanding researchers and content writers. This article can help you apply elearning graphic design principles like a pro.
Six months before the Great Recession, on March 17 of 2008, I hung my shingle out for Change by Design. I was fresh off becoming Dr. Ebbers and fully convinced my company would make millions by delivering great performance improvement solutions. But Rome wasn't built in a day. Over the past 14 years, I've learned through many hard lessons what it takes to earn enough money to keep the lights on and bills paid in a company like mine. Here are a few of those lessons…
When a curriculum for an entire skill set must be developed, a “learning in the flow of work” or “journey-based” approach is highly effective. A Job Task Analysis (J/TA) or Learning and Mentoring Experience (LME) process are two different methods to help achieve this intervention, but they typically address differing groups. J/TA is best for highly complex roles with little reproducibility; and LME aligns well with workforces that require rapid scalability.
In previous issues of OOMPH! I've discussed the choices that professionals have today, being able to work from anywhere in the world to picking their ideal employer to sometimes getting massive hiring and retention bonuses for remaining at the company for a year. Yes, filling open seats does require an investment, whether I'm hiring candidate A or B, because employing the wrong person at the start of an engagement is a HUGE waste of money. That actually introduces NEW COSTS… like work having to be redone - or even worse – having a negative impact on our brand.
Large and small companies alike are witnessing incredibly challenging operating conditions. The new normal of today requires us all to navigate complex digitalized economies, evolving social patterns, and changing workplace environments. And as employers face shifting employee knowledge patterns within multifaceted, intersecting industries, our employees collaborate and interact together with other colleagues who have greatly differing attitudes, goals and competencies…even within the same job description! It can certainly be a challenge to keep everything and everyone together. Therefore, it is essential that companies increase team member cooperation and collaboration to achieve ongoing, profitable outcomes. You can achieve this by fostering a work environment that is aligned to the organizational purpose, and amenable for employees to become more flexible, agile and sensitive to both business and social change. Here is how a table-top learning and development (L&D) training program can make that happen.
This past month I've been getting back into the swing of things after a rejuvenating trip to Coppertoppe Inn in New Hampshire. Always the goal setter, I have set these New Years Resolutions:
Change by Design will double our sales numbers.
Our team will continue to deliver well-crafted, effective performance improvement solutions (both training and non-training) that meet the specific needs of each client.
I will personally grow our capacity by hiring respectful people who fit in our joyful culture, doing what they most enjoy at a high level, while being paid a good hourly rate.
I will begin building my speaking business.
My family will take 3 big vacations this year, and 3 mini-vacays in-between, for well-earned rest and renewal
Although there are no gym fitness goals this time around, I'm still keenly attuned to that frustrating feeling of failure that comes when a goal begins to look unreachable. It's 1 step forward, 2 steps back, often followed by guilt. When that happens, I just remember the reality of change: it's a process. So here are 4 principles from the change literature I find helpful for achieving meaningful change…
