HUMAN Capital - Fall 2016 - 31

ARTICLE WHAT'S YOUR END GAME? BY MERRI LEMMEX, MBA-PM, PMP As instructional designers, the beginning of a project is an exciting time. We look at the objectives, formulate a plan and dive in. But do we really keep our focus on the end game, or are we guilty of re-creating the same design over and over again? Consider football players: They know where the goal posts are. They understand the obstacles in their way. They have lots of strategies and plays, but it is always the end goal in sight that drives the game. With years of experience, we hone our techniques until we have a solid pattern that we tend to design training to. As expert training problem solvers, we often jump from the initial objective directly to the result and start working. This may work for some of the training we design, but are we really going to get the intended results by focusing more on what we, as instructional designers, do well, and not the end game? So how do we get out of our pattern and design with the end game in mind? First, we really have to spend the time focusing on what the real goals for training are. Is it a change in current behaviour that is being sought? Is it a new skill that needs to be developed? Picture what the "perfect world" scenario looks like once the training is completed. Now, what is the gap between where the intended participants stand today and where they need to be. When we are clear what all the real performance objectives are, it is the time to focus on how we can meet these objectives. Keeping in mind that cost will always be an issue, we need to build efficiencies into our design. In addition to classroom-training, reference material and e-learning, consider the following strategies: * Pre-reading assignments, projects or videos to "set the stage" for the purpose of the training, or provide preliminary information to get all participants to a common level * Discussion groups (moderated or not) to allow participants to share knowledge and problem solve * Research assignments for participants for them to "discover" some of the information you want to present * Real-world projects for participants to practice and demonstrate their new knowledge * Post training action plans to apply the training * Buddying up with a co-participant to check in with each other on their newly developed skill * Testing to ensure learning has taken place * E-learning to facilitate knowledge transfer, and face-to-face training to develop soft skills * Quick reference information (website, cheat sheets, etc.) to provide just-intime information for back on the job * Follow up activities such as refresher programs, Q&A sessions, continually updated support information, etc. * Management visibility - remember "Management by Walking Around?" Once you have really thought through the training scenario from the beginning to the ultimate end goal, now you're ready. Dig in and design! O Merri Lemmex, MBA-PM, PMP, is managing partner, operations for LemmexWilliamsTraining. HUMAN CAPITAL | FALL 2016 | 31

Table of Contents for the Digital Edition of HUMAN Capital - Fall 2016

Leadership Matters
Tech Talk
The Evolution of Learning & Development: Trends Today
The Value of Leadership Development and What Companies Are Spending on Training and Development
Knowledge Transfer Strategies
Instructional Design Focused on Performance Support
Joint Training: Learning on Both Sides of the Fence
Team Training: A Brief Look at the Options
Training Needs: Ask the Right Experts
What’s Your End Game?
Legal Source
Policy Corner
Peek-a-Boo, Pikachu: Pokémon Go Could Transform Learning
Index of Advertisers/ Advertisers.com
HUMAN Capital - Fall 2016 - cover1
HUMAN Capital - Fall 2016 - cover2
HUMAN Capital - Fall 2016 - 3
HUMAN Capital - Fall 2016 - 4
HUMAN Capital - Fall 2016 - 5
HUMAN Capital - Fall 2016 - 6
HUMAN Capital - Fall 2016 - Leadership Matters
HUMAN Capital - Fall 2016 - 8
HUMAN Capital - Fall 2016 - Tech Talk
HUMAN Capital - Fall 2016 - The Evolution of Learning & Development: Trends Today
HUMAN Capital - Fall 2016 - 11
HUMAN Capital - Fall 2016 - 12
HUMAN Capital - Fall 2016 - 13
HUMAN Capital - Fall 2016 - The Value of Leadership Development and What Companies Are Spending on Training and Development
HUMAN Capital - Fall 2016 - 15
HUMAN Capital - Fall 2016 - Knowledge Transfer Strategies
HUMAN Capital - Fall 2016 - 17
HUMAN Capital - Fall 2016 - 18
HUMAN Capital - Fall 2016 - Instructional Design Focused on Performance Support
HUMAN Capital - Fall 2016 - 20
HUMAN Capital - Fall 2016 - 21
HUMAN Capital - Fall 2016 - Joint Training: Learning on Both Sides of the Fence
HUMAN Capital - Fall 2016 - 23
HUMAN Capital - Fall 2016 - 24
HUMAN Capital - Fall 2016 - 25
HUMAN Capital - Fall 2016 - Team Training: A Brief Look at the Options
HUMAN Capital - Fall 2016 - 27
HUMAN Capital - Fall 2016 - Training Needs: Ask the Right Experts
HUMAN Capital - Fall 2016 - 29
HUMAN Capital - Fall 2016 - 30
HUMAN Capital - Fall 2016 - What’s Your End Game?
HUMAN Capital - Fall 2016 - Legal Source
HUMAN Capital - Fall 2016 - 33
HUMAN Capital - Fall 2016 - Policy Corner
HUMAN Capital - Fall 2016 - 35
HUMAN Capital - Fall 2016 - Peek-a-Boo, Pikachu: Pokémon Go Could Transform Learning
HUMAN Capital - Fall 2016 - 37
HUMAN Capital - Fall 2016 - Index of Advertisers/ Advertisers.com
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HUMAN Capital - Fall 2016 - cover4
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