When someone asks if you have experience in instructional design - Train the Trainer Training by The Bob Pike Group (Creative Training Techniques)


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When someone asks if you have experience in instructional design

By Bob Pike and Betsy Allen

Asked and Answered

When someone asks if you have experience in instructional design, what is it that they are looking for? I've written a lot of training documentation, but I'm not sure this qualifies as instructional design.

Thanks for regarding the Bob Pike Group as your partner and resource. When someone asks of your experience in Instructional Design, I believe in addition to documentation they are looking for ADDIE (Analysis, Design, Development, Implementation and Evaluation) or a related model. Our model of Participant-Centered/Instructor-Led Training is an eight-step model and taught in our Train-the-Trainer Boot Camp.

Betsy Allen

I have a new intern coming on and wanted to measure their performance. Due to their short stay here, there is little opportunity to create one big project, but would like an exercise/document to work from. I was thinking of a diary, but didn't know if there were any other creative ideas out there.

A diary sounds good. An additional idea would be building a PowerPoint Slide Deck with lessons learned from the intern experience or “why a college graduate would want to work here.” Do our readers have any other ideas or questions to add? Send them to EzineEditor@BobPikeGroup.com .

Betsy Allen

I have attended Bob's sessions at conferences. Bob speaks about how organizations are always throwing training at problems, and training is not always the answer. I know that you have a cube with questions on it to better identify if training is needed or not. Please help me find more information on this topic. Are there any articles, possibly? Thanks.

The Performance Cube or Needs Assessment Matrix is a tool we use at The Bob Pike Group to better enable us to be performance consultants and trusted advisors, not just training providers. The cube you’re referring to is reproduced below. Level One looks at what type of need you have: a problem or deficiency? Needed improvement? Future planning? Level Two determines which level of the organization has the problem—is it the entire organization? A division? A department? An Individual? Or a particular job? Level Three is where the corrective strategy is put into place—and this may be where training comes into play.

Cube/Matrix pdf download

If you have additional resources or questions for The Bob Pike Group, email us at EzineEditor@BobPikeGroup.com.

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