By Diane Lauer, Bardess Senior Consultant, Lead Instructional Designer and Organizational Development Specialist
Effective corporate training courses, regardless of length or instruction type, do not just happen – they are created using a systematic process referred to as Instructional Design.
Instructional design is more than just putting information in front of the learner. It is a systematic process used to develop training to effectively and efficiently impart knowledge and skills to an intended audience. This process consists of determining the needs of the learner, defining the end goal of instruction, and creating an ‘approach’ to assist in the transition from classroom to job application. Ideally, this process includes adult learning and design theories and techniques historically rooted in cognitive and behavioral psychology. This systematic process ensures that:
- There is a need for training
- Courses are well designed and scoped out
- Quality training materials used both during and AFTER training are developed to meet the needs of intended audiences
- Skills and knowledge are easily transferred from classroom environment to job environment
- There is a connection made and value identified by the intended audiences
- Courses are implemented using appropriate strategies
- Courses are evaluated to ensure the transition from classroom to job application
The person responsible for designing training using an instructional design approach is referred to as an Instructional Designer. While many trainers and instructors focus on delivery of content alone, a true Instructional Designer is focused on what occurs before, during, and after training, thus focusing on materials and processes from audience assessment and content scoping, through on-the-job application and evaluation. The role of the instructional designer is to help learners make sense of the new information and skills they are in need of acquiring.
The most common instructional design model used by the instructional designer is the ADDIE model. This model acronym stands for:
Following this process, the Instructional Designer incorporates the principles of adult learning and clinical training to develop highly interactive, participant-centered training when possible.
In summary, Instructional Design…
- Is more than just putting information in front of the learner
- Has clear goals and gets your learner focused on the right things
- Provides context and perspective
- Compresses the learning process and saves time
- Engages learners with clear and meaningful content
Regardless of your specific training needs, engage an Instructional Designer to assist. A Bardess Instructional Designer will help to ensure an effective training approach for your audiences and impart learning beyond the classroom.
Visit our website to learn more about our Instructional Design approach to learning or contact us to speak to a Bardess Instructional Designer.
Diane Lauer is a Senior Consultant employed by Bardess, Ltd. She began her professional career in Organizational Development, Corporate Training and Documentation in 1980 and is well versed in the customization of Instructional Design, and in the presentation and design of a broad range of business programs addressing leadership, executive, managerial, sales, technical, and administrative issues and concerns. In addition Ms. Lauer has worked closely with a number of specialized groups to assess and satisfy both organizational and individual needs. She has conducted extensive research in the fields of Adult Learning Principles, Behavior Modification, Accelerated Learning, Communication Styles, Neurolinguistics, Change Management, Employee Skills and Knowledge Adoption, Quality Improvement, and Needs/Task and Performance Analysis. Ms. Lauer’s industry exposure includes Telecommunications, Technology, Financial Services, Insurance, Pharmaceuticals, Utilities, E-commerce, Internet Advertising, American Cancer Society. Ms. Lauer has a B.A. in Communications and Psychology.