Training Industry Magazine - Winter 2023 - 60

EQUIP LEADERSHIP
› Tie continuous learning to yearly
reviews and evaluations.
› Partner with leaders to ensure they
understand the " why " behind the
program.
› Gain alignment on the importance of
this culture shift.
› Explain the impact of their positive
attitudes towards the program.
PROVIDE THE RIGHT TOOLS
› Implement a top-down approach in
which senior leaders champion and
disseminate the program.
EMPOWER AND MOTIVATE EMPLOYEES
› Provide a teaser video or
communication plan to show
employees the " why " behind the
initiative.
› Communicate with encouragement.
› Empower employees to hold
themselves accountable for their
learning.
› Create a safe and comfortable
learning environment.
LINK THE PROGRAM TO
PERFORMANCE DEVELOPMENT
› Consider an " activity tracker " for
employees to list their workplace
learning activities.
› Ensure relevancy in everything you
create by partnering with subject
matter experts (SMEs).
› Deploy each solution at the right time
through the right avenue.
› Establish easy-to-search repositories
for quick access.
STEP 2 | DESIGN THE JOURNEY
CHAMPION THE PROCESS
› Take ownership of the process.
› Act as a positive change champion to
drive the culture shift.
› Create advocates who can positively
impact the rollout.
5 Steps for
Implementation ›››
You are probably familiar with ADDIE
or
a
related
instructional
design
Map your learning journey by
considering the knowledge,
skill and
behaviors you need to address; your
deliverables; the required tools; and how
you will evaluate success. Gain subject
matter expertise as well as leadership
buy-in and, if required, approval from
HR/compliance.
STEP 3 | DEVELOP THE SOLUTIONS
Build
out
your
training
› Ensure employees are encouraged
to freely discuss their developmental
goals.
› Find ways to recognize workplace
learning.
methodology. The good news is you can
employ a similar process for rolling out a
continuous learning program.
As you review the following steps, reflect
on a specific role that you support from
a training
standpoint. Consider each
step and how it might apply to that role,
also shown in Figure 1.
STEP 1 | ANALYZE THE ROLE
Start by conducting a job analysis, task
analysis and content analysis. This will
equip you to determine what " good " looks
like. Then identify performance gaps and
what you are trying to solve for. Your
answers will lead you to the next step.
materials.
Depending on your organization's
needs, this may include a wide range of
Start by conducting
a job analysis, task
analysis and content
analysis. This will equip
you to determine what
" good " looks like. Then
identify performance
gaps and what you are
trying to solve for. Your
answers will lead you
to the next step.
Map your learning
journey by
considering the
knowledge, skill
and behaviors you
need to address;
your deliverables;
the required tools;
and how you will
evaluate success.
Gain subject matter
expertise as well as
leadership buy-in and,
if required, approval
from HR/compliance.
| 60
Build out your training
materials. Depending
on your organization's
needs, this may include a
wide range of materials,
such as performance
support documents,
microlearning playlists
and reinforcement
guides, to name just a few
possibilities. Be sure to
partner with SMEs as you
develop these solutions.
When deploying your
program, consider
sending out " awareness "
materials, such as
teaser videos. Equip
leadership to assist during
implementation and beta
testing of your rollout.
It can be a good idea
to conduct a formative
evaluation along the way,
rather than waiting until
the end.
Implement your
measurement plan to
determine trends by
surveying learners'
reactions, observing
and interviewing
participants to identify
gaps and gains, and
analyzing available
data, including pre- and
post-work samples.
Note any needs, refine
the program and
repeat the process
from Step 1.
https://trainingindustry.com/wiki/content-development/addie-model/
Training Industry Magazine - Winter 2023

Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2023
