My New Book: Performance-based Curriculum Architecture Design

One of my recent new releases – now a Paperback book – and soon to be a Kindle.

It joins 2 of my 6 new intended books due out by the end of July.

To see the Table of Contents and order a copy of this or any of the other 6 in this collection for $30 each plus S&H – go here.

CAD – Curriculum Architecture Design efforts is something I’ve written about and presented on and talked with clients and their staff about – hundreds of times. The first publication on Curriculum Architecture via a Group Process was in TRAINING Magazine in September 1984. I co-authored that with colleagues at R.A.Svenson & Associates – where I later became a partner at SWI – Svenson & Wallace Inc.

I presented that next year on Curriculum Architecture Design at NSPI (now ISPI) in April 1985.

Curriculum Architecture Design is one of three levels of design in The PACT Processes engineering/architectural approach to performance-based “content object design” – one of 3 levels of ISD – with a common Analysis and Project Planning & Management set of concepts, models, methods, tools and techniques.

PACT is 5 methodology-sets – and PACT is an acronym…

The last time I did a book on Curriculum Architecture design was when I covered all of the PACT Processes in 1999, in lean-ISD (cover by the late Geary A. Rummler) – this received an Award of Excellence from ISPI in 2002 for Instructional Communications.

Too much Training and Learning content don’t Transfer back to the jobs and would fail Level 3 evaluations – if they measured.

Too much Training and Learning content don’t Mastery of authentic job tasks and would fail Level 2 evaluations – if they measured.

Learning Objectives in Training/Learning should be more easily confused with Performance Objectives.

A Tweet of mine from June 21st:

Most Training requests to solve performance problems should be “suspected” – Most Training requests for the new hires should be “expected.”

MCD and/or IAD levels of ISD in the PACT Processes help you with the former – with requests to solve problems. The analysis will address how the existing master Performers” do the performance at their levels of mastery, employing the practices within the processes.

CAD followed by MCD and IAD helps you with the latter – when you need to address new hires.

The lean-ISD book has now been updated and re-configured into 3 books and with 3 related, companion books!

A Testimonial…

A CAD “business impact” testimonial from former client – on my LinkedIn Profile – with 35+ Recommendations:

“Guy is a true instructional design and performance improvement professional, author and practitioner. While I was working at Bank of America we commissioned Guy and his CADDI team to redesign the three retail bank learning and development programs into one high performing curriculum design. As a result of this work we were able to reduce turnover at the frontline teller positions by an average of 30%. 
Guy’s ethics and proven approach made the effort very cost effective and fast to implement.

I would recommend Guy for his knowledge of human performance technology, for his client service focus and for his business ethics. 

Randy Kohout 
VP, CUNA Mutual Group” March 22, 2009

Top qualities: Great Results, Expert, Good Value

 Randy Kohouthired Guy W as a Business Consultant in 1997, and hired Guy W more than once

 

I’ve done 74 CAD efforts to date.

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