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Master
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What does the learner need to do in risky, remote and rare operational environments? Why aren’t they doing it? What’s the problem, and how will we know we’ve solved it? How can we help them practice in more authentic, measurable and memorable ways?
My mission is to change what people DO, not just what they know. I design experiences, not information.
My trainees are put into situations that are realistic… to solve problems, & possibly fail, & have someone help them. It’s less about, “Can you turn this into a course?, and more about, “We have a performance problem, can you help?”
We have become focused on EVENTS, learning NEW things and MORE
These are 2 moments of learning need -novelty- the first time and info dumps-expanding upon knowledge are overused in training. There is a moment where organizations are less prepared for: This is the performance piece: APPLYING, acting upon learning knowledge and skills where people have to DO what they’re been trained to DO.
Knowledge isn’t power, APPLIED knowledge is
The content we design for (new or more) is almost obsolete by the time we have to deliver and deploy it at the point of need. So being able to survive in a world of CHANGE for both the learner and ISD is about adapting knowledge to new trends This means putting trainees into a situation IMMEDIATELY.- Something happened…what happened? Why did it happen? Can you fix this, change this… do this?
Scenarios are there to help learners make decisions they would make in the workplace
We simulate not the entire environment, just the decision. This gives them agency. The framework is: First, What’s the story? Next, What’s the big decision? Next, What are the choices, and ways to approach it? Finally, What are the outcomes, the consequences for those choices? Learners get themselves in trouble they have to SOLVE- they have to find out ways to get themselves out of the situation they’re in or recall or transfer so they can perform better.
We have become focused on EVENTS, learning NEW things and MORE
These are 2 moments of learning need -novelty- the first time and info dumps-expanding upon knowledge are overused in training. There is a moment where organizations are less prepared for: This is the performance piece: APPLYING, acting upon learning knowledge and skills where people have to DO what they’re been trained to DO.
Knowledge isn’t power, APPLIED knowledge is
The content we design for (new or more) is almost obsolete by the time we have to deliver and deploy it at the point of need. So being able to survive in a world of CHANGE for both the learner and ISD is about adapting knowledge to new trends This means putting trainees into a situation IMMEDIATELY.- Something happened…what happened? Why did it happen? Can you fix this, change this… do this?
Scenarios are there to help learners make decisions they would make in the workplace
We simulate not the entire environment, just the decision. This gives them agency. The framework is: First, What’s the story? Next, What’s the big decision? Next, What are the choices, and ways to approach it? Finally, What are the outcomes, the consequences for those choices? Learners get themselves in trouble they have to SOLVE- they have to find out ways to get themselves out of the situation they’re in or recall or transfer so they can perform better.
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