Where Do Your Learning Objectives Come From?

How are your Learning Objectives created? Are they just “made up?” – or – “scientifically made up?” Systematically derived?

Are they derived from a model of the performance competence required? Is that an authentic model – and will resonate with everyone in the target audience? If it will not – it is most likely an investment with a negative return. Your learning objectives should be derived from a  model of performance that is created/developed by a group of Master Performers, Exemplars, Stars, etc. Known by many names.

The important point is that it is created by them. Perhaps facilitated by you. But “owned” by them. Making it authentic.

And a guide – for targeting your learning objectives at performance – by deriving them from a model of performance. An authentic model of performance.

Do they lead to Performance Competence?

To improve Performance Competence – your instruction and information – before the moment of need and perhaps during the moment of need – needs to be authentic enough, accurate enough and complete enough. If you facilitate a team of Master Performers to create a consensus model on Performance – identifying the ideal and a gap analysis from that ideal – you can then systematically derive all of the enablers – for a targeted subset of their performance – or for all of their performance.

The former leads to a Modular Curriculum Development effort – and the latter leads to a Curriculum Architecture Design effort… from a PACT Process perspective.

The PACT Processes for T&D/ Learning/ Knowledge Management is covered in Guy W. Wallace’s 1999 book: lean-ISD – which is available at Amazon as a hardbound here, and as a Kindle here – and from Guy’s web site as a free 410-page PDF here.

In it you will learn how to derive and align your instruction and information to help enable Performance Competence – in a lean manner.

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One comment on “Where Do Your Learning Objectives Come From?

  1. Pingback: L&D: Learning Objectives in an Enterprise Context | EPPIC - Pursuing Performance

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