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Focus on the analysis and design phase

It is the nightmare of L&D managers: You have provided all the necessary learning content and your employees have finally completed the training. But now you realize that many of them can’t use the knowledge at all, have already forgotten the learning content, or haven’t learned enough to be able to use the knowledge appropriately in their everyday work.

How can you make your training measures and training materials available in such a way that your employees don’t just “check off” another training course without any long-term added value, but instead build up skills that enrich your company with the necessary job profiles and thus arm yourself against the shortage of skilled workers?

We have found that companies often focus on the development, implementation and evaluation phases – in other words, on the questions: How do we make learning and development possible in the company? How do we make the learning content available? Via our own LMS or an eLearning provider?

In our monitoring of further training measures in large companies, we have recognized that – based on the ADDIE instructional design model – especially analysis and design are crucial to the success of training. Without analysis and design, it will be difficult to reach those employees who lack competencies with the right learning content and methods. This is why our core competence is company-specific consulting and support in exactly these two phases.

In this article, you will learn how to implement analysis and design so that re-skilling and upskilling have lasting success in your organization.

The ADDIE instructional design model …

Analysis: How does the content lead to success for learners

Without a sound, in-depth analysis, the training may miss its target. The A in the ADDIE instructional design model stands for the analysis of the current situation, target groups, knowledge gaps, and learning objectives. The core question here should be: How can we improve the situation and achieve the business goals through training?

In order to create an analysis of competency needs and a training plan based on this, the following points are helpful:

1. Taking time for workshops with different experts

Allow sufficient time for workshops. Start by talking to the department heads. Evaluate together:

Subsequently, people from different sectors should be able to contribute their expertise.

2. Identify important competencies on the basis of use cases

Work with concrete use cases from your company and with competencies that your employees require for those cases:

Design: How DOES the content LEAD TO SUCCESS FOR learners?

Developing a strategy and determining learning methods, structure, learning duration, assessment and evaluation should not be underestimated. To create storyboards or prototypes of the training which are appropriate for the learning objectives and your target audience, consider these tips:

1. Teaching more goal-oriented with backward design

In the traditional learning approach...

In the backward design…

The traditional approach is very topic-based, but it is not lasting and transferable. Learners spend a lot of time with a large amount of content, the benefits of which are not comprehensible. This approach therefore often fails when it comes to implementing what has been learned: If learners feel they are doing something pointless and learning irrelevant material that has little connection to the world of work, they merely store the knowledge for the short term, until it is reviewed, but do not acquire any long-term competencies from it.

With backward design, you approach learning from the other side and start from the outcomes you want to achieve. This approach helps you define clear learning goals, find appropriate assessments, and design learning content efficiently because you prepare only those topics that learners really need to achieve the necessary competencies.

2. Understanding how adults learn

Put yourself in the shoes of your employees and prepare the learning content in an adult-friendly way. There are a few principles we should keep in mind when designing content that will motivate learners and add value. The best way to do this is to follow Malcolm Knowles’ “Theory of Andragogy”, the theory of lifelong and adult learning.

3. Achieving the learning objectives with a blended learning format mix.

Don’t just rely on videos in a library but supplement your learning material with additional learning formats such as live sessions with experts, challenges or discussions. Depending on whether you want your employees to gain new skills, more knowledge, or a change in attitude, you also need different blended learning formats that are combined with each other. By offering a variety of formats, you promote interactivity, make training more exciting, and appeal to different types of learners. But how do you combine the many different learning formats so that your learners achieve the learning objectives and your company benefits employees with future capabilities? You can find an overview here:

Overview on the Blended Learning formats

We recommend testing the training in a pilot phase after the design phase to ensure that the learning content and methods are effective.

We would be happy to arrange a meeting with you via the contact form below!

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