Can You Relate to Carolyn’s Training Challenge?
Based on employee complaints, the human resource director, Carolyn, hires a consultant to offer communications training. Carolyn permitted the vendor to use a communications training that had proven useful for other clients. After several training sessions, a number of employees complained afterwards that it was too basic and uninformative. They requested more focus on communication skills to help them deal with bullying and insensitivity among colleagues.
How training & instructional design is typically done
It is common for trainers to use an off-the-shelf module to address what appears to be a common training need, such as communication. Even when conducted in detail, training needs assessment tends to be limit focus to awareness (e.g., personal communication style) or skills (e.g., How to ask powerful questions). High impact training, in contrast, is only possible with a depth of understanding about the problem that needs to be addressed and the corresponding competence component or components.
DTUI.com, a San Francisco based company, specializes in training systems design, development, and implementation. The following provides a general overview of this service. We use the High Impact Instructional Design™ approach, which assumes that competence can be characterized as made up of four components: awareness, attitude, knowledge, and skills. Most training is designed with poor conceptions of the relationship among of the components and which to address for high impact results.
Our specialty training areas:
- Sexual harassment
- High impact recruitment and retention
- Coaching difficult employees
- Show a Little Respect for Me series (diversity training)
Assessing the existing competence gaps among employees provides insights into the specific training needs. The result is a training system that that increases awareness, attitude, knowledge, and skills depending on the gap analysis results.
Curriculum design involves creating and developing training content. We utilize our competency based training design approach, which characterizes training as involving four learning components: awareness, attitude, knowledge, and skills. Training design focuses on the component identified as the learning target based on assessment. The result is high impact training content.
Just in time learning fits nicely into the modern workplace continuous education needs. Adult learners often need new information quickly or to refresh their memory into order solve time sensitive, demanding tasks. Consider someone who wants to give a presentation about Martin Luther King Jr.’s legacy during his annual holiday. She just wants to highlight the facts in a general overview presentation. Suppose she had the following video at her fingertips . . .
The video is less than four minutes in length yet packed with more information than she needs. In fact, she let video do part of the work for her. Just-in-time solutions in the form of videos, wiki content, and raid e-learning are examples of what DTUI.com partners with organizations to achieve productivity goals.
Click here to learn more . . . The Top Ten Questions Managers Ask About Training
Contact us about training and consulting services.