And the way to avoid that is to make sure that the Instructional Content for your T&D/ Learning/ Knowledge Management offerings
BEGINS WITH THE END IN MIND
…and not the Learning-ends in mind…but the Performance Competence-ends of the learner/Performer in the Enterprise process or processes.
Performance Competence – the ability to perform tasks to produce outputs to stakeholder requirements.
The more intended “mass-appeal” of your Instructional Content the trickier it is to make it performance-relevant AND actually create “performance capability” that will transfer to this performance context or that for one audience, and a different set for each of the other target audiences.
One size does not fit all very well.
I always am able to begin every instructional offering, BEFORE we cover the Learning Objectives with 2 items:
- Performance Context
- Performance Objectives
The Performance Context quickly says: we believe that you produce the following outputs to stakeholder requirements by performing these tasks. And then we walk through those, or the learner/Performer reads about them, or the screen uses color and motion (in moderation) to explain the understood context.
And since this “context perspective” comes straight from the project’s Performance Model, developed by a handpicked team of Master Performers, it has credibility and everything that follows should too.
And then the Performance Objectives are just a tighter way to express the Performance Context – “redundancy by design” starts for me here in Instructional Content. And they segue smoothly into the Learning Objectives which should be a restatement/reconfiguration of the Performance Objectives and the Performance Context.
Where do your Learning Objectives come from? Those that lead to your “testing/applications” design (for evaluation) and should proceed your content development efforts?
Do you need to revisit how you and your team are accomplishing this?
For a free PDF copy of my 404–page book: lean-ISD
…go to http://www.eppic.biz/
The cover of that book was designed by Geary A. Rummler of the Performance Design Lab who also wrote an early review in 1999:
“If you want to ground your fantasy of a ‘corporate university’ with the reality of a sound ‘engineering’ approach to instructional systems that will provide results, you should learn about the PACT Processes. If you are the leader of, or a serious participant in, the design and implementation of a large-scale corporate curriculum, then this book is for you. This system could be the difference between achieving bottom-line results with your training or being just another ‘little red school house.’ ”
# # #