11 October Defining the Problem: The Principles (...incomplete...)

[Paul Terlemezian]

For many years the training industry has focused on:

 

Understanding the skills that will produce desired performance.

Assessing the learner's current skill set

Measuring the skills gap

Applying a remedy

Measuring results

 

We have the ADDIE model (Analysis, Design, Development, Implementation and Evaluation.)

We have the Kirkpatrick model (4 levels)

 

...and our studies tell us that the majority of learning occurs from informal means (none of which have a formal ADDIE or Kirkpatrick model to support them.)

 

Is anything wrong with this "picture?"

 

I also recall a model that defined prerequisite knowledge, defined objectives for the training and then applied techniques to insure knowledge retention. Is this the right solution? Always? Sometimes? Never?

 

How about these questions?

 

Is the learner prepared to change?

Does the learner know how to manage the change?

Will the learner receive the support that is needed to sustain the change?

 

What is the likelihood of well designed training to succeed if any of these questions has "no" as the answer?