Training Industry Magazine - May/June 2020 - 19

ENCOURAGE CHANGE BY
WORKING TO UNDERSTAND THE
MOTIVATIONS AND NEEDS OF
YOUR TRAINERS AND MANAGERS
AS YOU DO FOR LEARNERS.

The end result gives learners a stressfree practice opportunity that reduces
errors in the real system.

Deliver Dialogue and
Realistic Scenarios to
Improve Performance
Management
In this final example, you are brought in to
help a company move from once-a-year
performance reviews that managers
and employees dread to year-round
discussions that support performance
enhancement. You are focusing on
strategy and delivery related to content
and change management.

Problem: Move the needle from
generic to specific
The client team says they want to
revolutionize
their
performance
management process to improve
communication
and
employee
satisfaction, yet the materials they give
you are still generic and cold. So, you
decide to interview them about some
of the most challenging performance
review conversations they have had to

get more context and brainstorm how to
create practical conversation guidance
rather than more slide deck copy.

Support change: They say they are
ready for change but do not know
how to do it
You know that videos are popular in
learning environments, yet you also
know they need to be instructionally
sound and context specific to deliver
meaning to your learners. After you
interview the client team, you realize
reproducing real conversations in
videos with illustrated characters could
go a long way in transforming the
performance management process into
meaningful, year-round collaboration.
By watching, hearing and seeing the
content, learners can gauge when a
conversation is productive or becoming
aggressive and awkward.

Solution: They see it, and they expand
on it
The video content does more than
you expect. By using the right medium
at the right time, the learning activity

meaningfully connects with learners
in a way you hope for but can never
guarantee. When they respond to
surveys after specific video lessons,
they do not focus on the quality
of video. Rather, they report they
have connected with the learning
experience so much that they request
additional video-based learning on
other challenging situations they
encounter and do not know how
to handle.
There is no one-size-fits-all approach
to writing, designing, delivering and
maintaining
meaningful
learning
experiences. However, you can
diagnose problems with outdated
learning approaches and organizational
resistance, communicate well to make
change less daunting, and deliver
quick wins to improve portions of
learning content.
Jill Martine is an instructional designer,
instructor and interactive marketer with
14 years of experience in consulting,
information
technology,
higher
education, finance and healthcare.
Email Jill.

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Training Industry Magazine - May/June 2020

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