Course Overview
Participants for this course should have completed Business Edge® Training of Trainers (ToT): Facilitation Skills or equivalent.
Course Objectives
Upon completion of Instructional Design Training course, you should be able to:
- Describe the tasks and role of an instructional designer
- Describe the seven key elements of systematic instructional design
- Develop a comprehensive learner profile
- Identify implications of the learner profile for your design
- Write clear objectives to be achieved by the learner
- Prepare motivational statements that will stimulate the learner’s interest in your training content
- Select and sequence content effectively
- Develop appropriate slides and handouts to support training content
- Develop activities to check learner’s understanding of the training content
- Determine workplace applications which will help the learner transfer and apply the training content
- Insert orientation devices to help your learners navigate the training
- Develop effective course introductions and conclusions
- Apply the seven key elements to plan and develop training materials
- Analyze and evaluate instructional design quality of training
- Exchange design views and methods
Course Content
Introduction to the course
What is instructional design?
- A model for instructional design
- Tasks and role of the instructional designer
- To buy or to build?
Step One: Defining the target learner
- Adult learning characteristics
- Profiling your learner
- Learning style implications for designers
Step Two: Setting learning objectives
- What is a well-written learning objective?
- Kinds of objectives (learning domains)
- Advantages and disadvantages of behavioral objectives
Step Three: Motivating learners
- Four motivational factors: ARCS
- How to get your learners’ attention
- Six ways to stimulate learner interest
- Other motivational techniques
Step Four: Organizing content
- The importance of content organization
- What content? How to select content for training
- How to sequence content: Inductive, deductive and other approaches
- Developing interesting slides and handouts
Step Five: Developing activities
- The practice cycle and its three factors
- Keeping activities REAL
- Specific types of practice activities: Q&A; brainstorming; case studies; role play; games and simulations
- Giving clear directions
Step Six: Applying to the workplace
- Why workplace application is so important
- Impact of the manager, trainer and trainee in the transfer of training
- Training transfer techniques
Step Seven: Keeping your learners oriented
- Linking and summarizing sessions
- Workshop introductions and conclusions
Steps after design and development: Piloting, evaluating and revising
- Documenting your design
- Planning document
- Trainer’s Manual
Closing remarks
Course Methodology
The workshop uses an interactive methodology in order to engage participants actively in the learning process. During the course, your trainer will act as both instructor and facilitator, using a variety of learning methods to help you and your fellow participants share experiences and learn through participation in activities such as group discussions, case studies, role-playing, and games. At the same time, you will be guided to apply skills learned to an actual course design project of your choosing
Target Audience
Instructional Design training is designed for:
- Selected trainers or practitioners who wish to improve their skills in facilitation of interactive training
- Managers with direct responsibility for training programs and administrators with indirect responsibility for training may also find this workshop useful
Duration
5 days (depending on number of participants attending). A follow-up one-hour “clinic” may also be offered for those interested