2015 WECC Train-the-Trainer Workshop CAISO...Jul 30, 2015 · Rapid ADDIE Instructional Design (or...

Rapid ADDIE Instructional Design (or “Quick & Not So Dirty ISD”)

2015 WECC Train-the-Trainer Workshop

CAISO

David McKay

Compliance and Technical Training Manager

PNM Resources, Albuquerque, New Mexico

Rapid ADDIE Instructional Design…

All, about me, or…

The David McKay Show


Phrase Pairing Activity Red & Blue leads – 1 minute drill

Find a Phrase drill – 2 minute drill

…ready, move…

Phrase sharing and handouts


When I realized I might be in trouble…

…and then she said…

So, I decided to…

…then I found out…

So, how long should it take to develop training?


Other Challenges:

Rapidly changing standards

New procedures

Varied leadership interests

Unreasonable leadership expectations

Development workload (new programs)

How can these challenges be met while still adhering to a systematic approach?


Goals: • Present suggested methods for rapid

development of effective training using a systematic approach to training (SAT)

• Provide examples of documentation options for validation of use of SAT

• Practice rapid development through “Flash-five” exercises using provided scenarios


Overview:

• The Analysis Phase is More Than a JTA, and Sometimes it’s Less

• Design for Success, Objectively

• Development; Evolve, Devolve, Deliver

• Implementation and Evaluation Considerations

• Of Course I use SAT, it says so right here

The Analysis Phase is More Than a JTA, and Sometimes it’s Less

Crucial elements of analysis

Whatever approach is taken the main intent is to answer certain questions…

• What is the desired state? • What is the existing state? • What is needed to bridge the gap between these

states? • What skills/knowledge will bridge the gap? • Who needs training? • How should training be provided? • Where should training be provided? • When should training be provided?


Need to knows, nice to knows, and “I don’t knows”

Need to Knows:

• Clearly described current and desired states

• Valid indicators need(s) exists

• Specific drivers for the desired state

• Achievable outcomes aligned with desired state

• Skills and knowledge required to meet outcomes

• Verification that training is the proper action



Nice to Knows:

• What changed to create the gap?

• Have others implemented valid solutions?

• How urgently does outcome need to be achieved?

• What known resources exist to support training?

• How stable/long-term is the need?

• Can outcomes be met better through outsourcing?



I Don’t Knows:

Identify any unknowns that apply… …seek the answers!


• Achieving Outcomes that create the desired state

is the central intent of training • Spending the necessary time to establish a solid

foundation is critical • First lock-in the what, then who, why, how, where,

& when


Needs Analysis “Flash-Five Development” • Working with your “Phrase-partner” • Use the provided scenarios and “Needs Analysis Outline”

• Sketch-out the answers to the needs analysis questions

• You have five minutes to complete and document as much

as you can of the needs analysis

Design for Success, Objectively

What’s the point? • Set your route • Clearly document targeted outcomes • Determine how to reach targeted outcomes • Define how to know when you have achieved

targeted outcomes


Crucial elements of design:

• Refinement of need statement • Brief, clearly defined training goal

• Clarification of training target

• Identification of pre-requisite skills/knowledge

• Identification of objectives • Observable, measurable and achievable • Behavior-based


Crucial elements of design: • Provisional content outline

• Establish scope/organization of training

• Evaluation strategy

• Training methodology identification

• Necessary resources


Are critical questions answered? • What is expected after completing the training?

• What skills/knowledge are needed?

• What foundation/supporting S/K are needed?

• How can S/K be: • Attained? • Measured? • By what standard?


Are critical questions answered? • What is the most effective training method?

• What is the most efficient?

• Which method is best?

• What resources are needed to enable them to meet expectations?


It’s all about the objectives • Are the objectives aligned with required

outcomes?

• Are any miss-aligned? If yes, why?

• Are objectives observable, measureable, achievable?

• Do objectives specify the condition? Behavior? Standard?

• Do objectives address all required skills/knowledge?


Additional considerations: • What scope/detail of content will be needed?

• How should content be organized?

• Is a single product appropriate or several used in sequence to support the overall goal?

• What S/K are needed by trainers?


Design “Flash-Five Development” • Same partner, same scenario • Use the Needs Analysis Outline from last activity • Complete the “Design Specification” form

• Guess what…you have five minutes

Development; Evolve, Devolve, Deliver

What? I need more than a PowerPoint? To support consistency of delivery and transfer to other trainers, you need… • Yes, PowerPoint slides...and, • Lesson Plans, • Examples, • Exercise Directions, • Handouts, and…, and…, and…


Lesson content: Give ‘em enough, and only what matters

Build a lesson plan that meets the objectives

Limit the verbiage to: • Clearly state needed information • Provide sufficient examples

Validate the content by: • Comparing lesson plan content with objectives • Identifying/removing erroneous information


Presentation materials: Don’t let the words get in the way of the content

• Start with lesson plan verbiage, scale-down the content into: • slides • handouts • directions, etc...

• Connect lesson plan content with presentation tools • Use lesson plan as a delivery reference • Create note cards using LP • Etc…


Tests, Covey is right…begin with the end in mind Test to objectives (Test item-objective matrix)

Use objectives, determine what responses (cognitive) or actions (kinesthetic) will verify they have been met

Test to the appropriate depth and breadth; complex objectives may require multiple test items/performance elements


Test development timing, before or after content? Why not both?

Before • Less chance objectives will be missed • Ensures testing of targeted outcomes • Keeps erroneous info from being tested • Limits ease of item development

After • Easier to find relevant test topics • Able to identify objective complexity • Leads to testing erroneous content


Materials “Flash-Five Development” Actually Flash-Ten this time

Take ten minutes with your partner to come up with one of the following:

• A short segment of your lesson plan

• 3-5 PowerPoint “storyboards” (hand written/drawn)

• An outline for an activity to use in delivery

Implementation and Evaluation Considerations Finding the Right Route for Roll-out

Do I use instructor-led, self-study, or CBT? Yes!

• Design should have determined the best delivery approach, but things can change, be prepared to use multiple, blended, or situational delivery methods

Deployment; easy is not a synonym for best, don’t…

• Comply with other's deployment decisions • Choose based on timeline urgency

losing sight of the importance of the right delivery method can easily negate the training's effectiveness

Implementation and Evaluation Considerations

Did You Do any Good? Beyond the Happy Sheets

I always get all 5’s, I must be “that good!”

• What is the true value of the course survey? • How can it be optimized?

• Data from surveys can seem of little value; validate information & use to improve your training

• Volume/trends can help identify areas for attention


Did You Do any Good? Beyond the Happy Sheets Looking at test results, objectively

• Review all test responses, look for trends

If test items are often missed what might be the problem?

• Poorly crafted test item • Item not aligned with objectives • Objective not properly covered


Did You Do any Good? Beyond the Happy Sheets

Well, they knew it when they left the class… It's one thing to pass the test, how can you know

they put the training into practice?

• Evaluated drills • Work observation • Manager feedback • Organizational data (incidents, audits, etc...)

Of Course I use SAT, it says so right here

The proof is in the pudding…well, in the ADDIE Auditors are probably going to be looking for the connections between:

Needs identification

Development

Evaluation ...what is the common element?

Objectives


Let your evidence do the talking

What should be documented? • Steps/criteria used to identify training needs

• Evidence that S/K are targeted

• Task identification, training, and evaluation are based on effective objectives

• Formalized training consistently delivered by qualified personnel

• Verification that S/K transfer occurred

• Ongoing evaluation of training effectiveness


Show as you go and keep it fresh

• By integrating documentation for all training development in the process you are always prepared to prove the use of SAT

• Evolve & document changes; any improvement is proof of your ongoing program evaluation

• Review training products on a schedule; validate & record validity/currency/improvements


Flash-Five Out briefs

3 minute overview of flash development activities

•Read scenario •Brief goal •Identify one objective •Describe training methods & presentation materials, Summarize evaluation strategy

Your chance to shine! (Well, flicker a bit at any rate)


Summary


• Clear goals, identify/bridge gap with S&K Design for Success, Objectively

• Measurable, observable, achievable, relevant Development; Evolve, Devolve, Deliver

• Build to objectives, Scale to need Implementation and Evaluation Considerations

• Best method, align evaluations, assess/improve Of Course I use SAT, it says so right here

• Document as you go, review/revise/refresh


Who knows this? Medic’s Creedo… fi ti aws ont cudtedenom, ti aws ont neod


Medic’s Creedo… fi ti aws ont cudtedenom, ti aws ont neod If it was not documented, it was not done “So let it be written, so let it be done” Yule Brenner as Ramsese I “If you write it in your procedure, you better be doing it.” Unanimous WECC Auditor

2015 WECC Train-the-Trainer Workshop CAISO...Jul 30, 2015 · Rapid ADDIE Instructional Design (or...

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