L&D – in an Enterprise Learning Context – is about much more than some ADDIE-like Methodology and your LMS.
At the Core of L&D – in my model – there is:
- Curriculum Architecture
- Curriculum Development
- Curriculum Deployment
To avoid gaps and overlaps from Rapid Development – one should architect the modularity of the Content of all Learning, training, curriculum, etc., so that it works as a system of instruction to enable specific Performance Competence. And by modularity of Content – I am not talking about a collection of modules – even if put onto some Path. Anyone can do that.
If this kind of an effort is not informed by an adequate analysis of both the terminal Performance – and – the enabling Knowledge/Skill requirements for that terminal Performance – you will pay for the analysis effort on the back-end instead of on the front-end – and that is pretty much guaranteed to be much more expensive in the rework and lost opportunity that results.
This is best accomplished via some ADDIE-like process approach – which in and of itself guarantees nothing about the quality or quantity or costs and schedule of your efforts.
Methods, particularly Instructional methods – and others – sit within that type of Process Framework.
Enables access for Pull – and deployment for Push – and/or both.
It’s more than your LMS or LCMS.
It’s more than your facilities for classroom kind of modes.
It might involve the processes the enable Coaching – F2F or remotely.
It might involve certification of Coaches and/or their initial selection.
But Wait – There’s More!
There are Leadership processes and Support processes.
Here is my full list – and please note that the AoPs listed here – represent bundles of Processes – as there are more than 13 Processes – there are 13 Process-sets.
For more about all of this – see my book: The Curriculum Manager’s Handbook – for more about that please go here.
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