Often trainers become trainers because their organizations see them succeeding at their jobs.
“Oh! You’re a great customer service rep. You can teach other people how to perform customer service.”
"Wow! You created a beautiful new page for the internal website. Can you teach these three team members your process?”Your competitive differentiators likely landed you the role of facilitator, designer, and sage.
But that puts you at a disadvantage. Modern learners require modern approaches, and when you start off as a Subject Matter Expert, you very rarely get support around the “brain science” piece of training. You don't have basic knowledge of learning theories, design theories, and strategies you can target and influence your instructional designs.
Julie Dirksen, Instructional Designer, sat down with Phylise Banner to answer the key question: “How do people learn?” During their 30-minute podcast-recorded conversation, they explore:
- The importance of learner feedback data and user testing
- Whether or not training programs have truly changed for the better in the last 20 years
- Why metrics matter to organizational learning goals
- The two things you can do instantly to improve your learner feedback approach
With a better understanding of how people learn, our training programs can better support their needs and goals. Narrative, feedback, proven models – all of those elements can serve as tools available to you during your instructional design process.
Training strives to provide learners with the tools they need to do their jobs correctly. But, in order for employees to become more effective in their roles, they’ll have to undergo behavior change. Can your current instructional designs support that mission?
To listen to the podcast episode, click the image below.