“Plenty” is a problem. According to findings from the High-Impact Learning Organization study by Bersin by Deloitte, employees find it most difficult to learn, NOT because there isn’t enough content, but because there is TOO MUCH of it, and they cannot find what is valuable. Enter content curation. Many future-focused organizations have adopted content curation as one of their L&D strategies. It is time you did too! Content curation delivers your learners from the hassle, pain, and frustration of trying to wade through a sea of content to find what they need and what is relevant to their wants. The learning journey becomes smooth, and learners are more motivated to learn.
As an instructional designer, you want to create courses that make a difference to your audience’s lives. You want to create experiences that inspire them, that change mindsets and drive performance. In short, you want to create courses that resonate with them and hit the mark, every time.
So, you have completed your eLearning course or module, and you are ready for learners to begin learning from it. Does this mean that you can move onto the next project and forget about the existing one? Absolutely not! If you think of eLearning Designers as project managers, you begin to see that there are specific ways in which to interact with already created courses. There are essential questions to ask, features to check, and maintenance windows to update in any existing course.
When you go into a fun house or corn maze, there are literally dozens of paths that you can try to take. What strategy do you take when trying to complete the course? Do you run as fast as you can, not caring how many wrong turns or dead ends you take? Do you develop a strategy and create markers for yourself, so you don’t back track? Do you set markers and have an idea of how far you have gone? These are all different choices that you make. Similar choices can be made when it comes to authoring an eLearning course. It can be overwhelming to actually sit down and create the course. However, there are tried and true steps to take before firing up that authoring tool.
Every job position should be viewed in its entirety, from the hiring process to retirement (or resignation/firing). Organizations must provide the circumstances and resources necessary to develop the knowledge, skills, and abilities of their employees every step of the way. This point of view helps organizations set their employees up for success, and has the added benefit of improving employee retention and engagement.
If you could change just one thing about your company that would increase employee productivity by over 200%, would you do it? Yes, of course, you would! But you’re probably thinking that such a change would be infeasible or incredibly complicated in order to have that kind of impact, right? You would be mistaken. It turns out, all you need to do is more of what you’re already doing: training and developing your employees.
The role of the SME is often not given enough importance – but the fact is that without a good SME who can work with you to effectively convey the content that is needed, your eLearning module is doomed!
SUMMARY: Although originally developed back in 1970 at Gordon Training International, the Conscious Competence Ladder (or more simply the Four Stages of Learning) is still relevant today. It’s a great tool to use with recruits and existing employees who are learning new skills, to take them from “good” to “great.”