Who needs Instructional Design & Facilitation training?
People have come into this program when either they or one of their team members –
- Have recently joined the Learning and Development team, and need the right guidance and resources for developing people.
- Lack a structured approach to designing and facilitating effective training programs.
- Require their training programs to be more relevant to the specific business goals.
- Need corporate training programs to be highly interactive with a higher recall value.
- Want to see demonstrable change in participants’ behaviour at work.
- Want to know how to set up, and build respect / credibility for the L&D department.
What happens when these are not resolved?
Without a structure for designing, delivering and measuring, learning interventions come across as haphazard. They often fail to connect with individual needs, and leave the business questioning their return on investment (ROI).
The absence of scientific and structured learning programs can result in misleading feedback. Most people have the attention span of a goldfish but are prompt to give feedback.
What happens when they get help?
How CCC can help?
CCC uses underlying psychological algorithms in their Instructional design training. This not only engages participants completely but also brings desired results.
- CCC will teach you the science of creating AHA moments in class.
- You will learn how to create and implement learning roadmaps for your organization
- You will learn how to use Strategic learning and aligning your programs to the business need.
- You will also learn how to make online programs more effective.
How does the client see the difference?
Word of mouth carries the most weightage and that is something you will have from your participants – great word of mouth about your programs.
Your client will be able to see how you are able to connect the business need to your programs.
For certain scenarios your client will be able to see demonstrable behaviour change in your participants.
Your client will also see how you are able to adapt your programs given very short notice, to meet the ever changing contexts of time, availability of people, technology and training needs.
Greg has a tremendous impact in shortening the learning curve. He has a sharp focus on solutions rather than problems. This workshop changed my thinking and attitude to focus on business challenges, correctly identify learning gaps, thus bringing real change in performance, and maximizing returns.
My valuable takeaways from ID training were ADDIE model and Bloom’s Taxonomy. I found how to align your training with Organizational Goals with clear PSMART objectives; Root Cause analysis , Audience Analysis, the Session Wheel, creating curiosity for next session, and the HLD and LLD approach useful.
Most frequent questions and answers
Take the metaphor of a film to understand a good Instructional design. There are 3 big components of a movie: 1) the story 2) the direction and 3) the acting.
You can have a great storyline, super direction and average actors and still get a box office hit. But, the reverse is not true – an average story and direction with great actors can get you something that tanks at the box office.
You can’t mass produce charisma: Instructional Design is like the storyline and the direction. Take care of the micro elements of the instructional and sum it up. With this, even a reasonably good facilitator can get outstanding results.
It takes –
– A week to learn the key concepts.
– An year of continuous application to become a good entry level Instructional Designer working at a global Instructional Design firm.*
– 4 to 5 years to be able to independently create and execute a good First Time Manager Workshop.
– At least a decade (often times more) to become a seasoned facilitator/trainer*
*Note: these figures are based on our experience and averaging across the people we have trained – individual time frames may differ from person to person