Bridging Human Performance Gaps in Business
- Instructional Design
- Sales Training Design and Course Development
- Communications Design
Instructional Design Process - A.D.D.I.E. : Assessment, Design, Development, Implement, Evaluate
We design training materials, systems, and courses based on our clients business needs and objectives. Every course is designed based on measurable learning and performance objectives. It doesn't matter what industry or solution. We aren't the subject matter experts, we are instructional designers that design training solutions from outside the thought box of subject matter knowing.
Major Misconceptions About Instructional Design:
False Belief: Subject Matter Experts (SMEs) are qualified Instructional Designers.
This is not true as SMEs may have expertise in their specific subject matter, but lack the experience and skills necessary for assessing, designing, developing, implementing, and evaluating effective training solutions. Their role is to provide subject matter expertise, not to design training solutions. Often, they need support to structure their knowledge in a way that non-SMEs can understand. The objective of training is to improve the performance of entry-level employees, not to turn them into SMEs. The hiring of SMEs as instructional designers is a common problem in business, as those in Human Resources who do not understand instructional design often make these decisions. SMEs may have a thorough understanding of the subject-specific vocabulary and be good at executing tasks, but that does not make them qualified instructional designers.
False Belief: Instructional Designers are learner focused project producers and aren't qualified to assess high level business objectives and motivations of senior executives.
To be effective, Instructional Designers must be strong communicators at the C-level, able to connect project assignments to high-level company initiatives, and assess the needs of project stakeholders directly. They should view job requests as opportunities to evaluate organizational needs and decision-maker motivations, and must have the business savvy to challenge false notions and overcome pigeonholing. Great Instructional Designers act as business consultants first and don't simply take orders or produce materials.
As an Instructional Designer for Fortune 500 companies in the late 90's, I learned firsthand the importance of going directly to the source of a project and understanding the true needs and motivations of top-tier decision makers. By bypassing protocol and conducting a thorough needs assessment, I was able to turn a failed $50K project into a $1 Million Dollar solution contract that actually benefited the business. This experience changed the identity of our company and resulted in us being acquired by another firm because we had proven value to our clients.
The value proposition of an Instructional Designer lies in their ability to extract the true needs of a project and identify its measurable value. By assessing the needs of top-tier decision makers and personally understanding why a project has value to the person paying for it, Instructional Designers become the highest level needs assessment professionals. This approach leads to successful solutions that benefit the business and can even transform the identity of a company.
False Belief: Being proficient in the software tools is more important than hiring an Instructional Designer skilled in design.
An Instructional Designer is not a production staff member and should not be expected to have expertise in every aspect of media and development tools. To waste their skills on pure production work is a poor use of resources. While it is important to have a general understanding of the production process and mediums, the focus should be on the business objectives and not the media. Accurate and in depth needs assessment and target development is master over the design and the strategic design is master over the medium and the assembly.
When it comes to training, it is best to hire an Instructional Designer who can extract performance requirements from the business leaders and buyers, not just a Subject Matter Expert. They should have experience consulting with high-level decision-makers to identify and assess business objectives. An Instructional Designer should have the ability to ask questions and explore the layers of motivation behind the expressed need.
Hiring the wrong people can lead to wasted resources and missed targets. To ensure a Return on Investment, it is crucial to start with the correct target objectives developed based on effective reasons.
Analogy: When you need to design a new model Ferrari, you don't hire a mechanic skilled with tools. You hire a skilled designer with a vision for form and function, armed with a pencil.
We design training materials, systems, and courses based on our clients business needs and objectives. Every course is designed based on measurable learning and performance objectives. It doesn't matter what industry or solution. We aren't the subject matter experts, we are instructional designers that design training solutions from outside the thought box of subject matter knowing.
Major Misconceptions About Instructional Design:
False Belief: Subject Matter Experts (SMEs) are qualified Instructional Designers.
This is not true as SMEs may have expertise in their specific subject matter, but lack the experience and skills necessary for assessing, designing, developing, implementing, and evaluating effective training solutions. Their role is to provide subject matter expertise, not to design training solutions. Often, they need support to structure their knowledge in a way that non-SMEs can understand. The objective of training is to improve the performance of entry-level employees, not to turn them into SMEs. The hiring of SMEs as instructional designers is a common problem in business, as those in Human Resources who do not understand instructional design often make these decisions. SMEs may have a thorough understanding of the subject-specific vocabulary and be good at executing tasks, but that does not make them qualified instructional designers.
False Belief: Instructional Designers are learner focused project producers and aren't qualified to assess high level business objectives and motivations of senior executives.
To be effective, Instructional Designers must be strong communicators at the C-level, able to connect project assignments to high-level company initiatives, and assess the needs of project stakeholders directly. They should view job requests as opportunities to evaluate organizational needs and decision-maker motivations, and must have the business savvy to challenge false notions and overcome pigeonholing. Great Instructional Designers act as business consultants first and don't simply take orders or produce materials.
As an Instructional Designer for Fortune 500 companies in the late 90's, I learned firsthand the importance of going directly to the source of a project and understanding the true needs and motivations of top-tier decision makers. By bypassing protocol and conducting a thorough needs assessment, I was able to turn a failed $50K project into a $1 Million Dollar solution contract that actually benefited the business. This experience changed the identity of our company and resulted in us being acquired by another firm because we had proven value to our clients.
The value proposition of an Instructional Designer lies in their ability to extract the true needs of a project and identify its measurable value. By assessing the needs of top-tier decision makers and personally understanding why a project has value to the person paying for it, Instructional Designers become the highest level needs assessment professionals. This approach leads to successful solutions that benefit the business and can even transform the identity of a company.
False Belief: Being proficient in the software tools is more important than hiring an Instructional Designer skilled in design.
An Instructional Designer is not a production staff member and should not be expected to have expertise in every aspect of media and development tools. To waste their skills on pure production work is a poor use of resources. While it is important to have a general understanding of the production process and mediums, the focus should be on the business objectives and not the media. Accurate and in depth needs assessment and target development is master over the design and the strategic design is master over the medium and the assembly.
When it comes to training, it is best to hire an Instructional Designer who can extract performance requirements from the business leaders and buyers, not just a Subject Matter Expert. They should have experience consulting with high-level decision-makers to identify and assess business objectives. An Instructional Designer should have the ability to ask questions and explore the layers of motivation behind the expressed need.
Hiring the wrong people can lead to wasted resources and missed targets. To ensure a Return on Investment, it is crucial to start with the correct target objectives developed based on effective reasons.
Analogy: When you need to design a new model Ferrari, you don't hire a mechanic skilled with tools. You hire a skilled designer with a vision for form and function, armed with a pencil.
Do you need a comprehensive training course that is tailored to your business's specific goals and human performance objectives?
Our team specializes in reviewing, revising, or designing training courses from the ground up. We take the time to understand your business's unique needs and evaluate them thoroughly, ensuring that the final product is precisely aligned with your core level business goals and human performance objectives.
Contact us today to schedule a consultation and learn how our team can help you take your business's training to the next level.
confi4miller@gmail.com
Our team specializes in reviewing, revising, or designing training courses from the ground up. We take the time to understand your business's unique needs and evaluate them thoroughly, ensuring that the final product is precisely aligned with your core level business goals and human performance objectives.
Contact us today to schedule a consultation and learn how our team can help you take your business's training to the next level.
confi4miller@gmail.com