Most employers want training solutions that reflect the realities of the modern workplace and those solutions can be broadly supported by instructor-led, hybrid, and self-paced options. There’s no disputing the need to strategically diversify, update, and enhance learning experiences to meet the growing needs of on-boarding, sales solutions, customer support, professional services, and other critical areas. But modernizing your L&D offering is not as simple as just hiring an elearning developer and hoping all goes well.
Leaders in the training organization can only provide the most meaningful and consistent training and performance support by embracing an agreed upon set of strategies and best practices. After brainstorming with the professionals in your training development team(s), you’ll be able to document these strategies in a kind of “content development profile,” or something similar. And this is exactly what we did at one of my previous employers.
Below is a sample profile that I put together for a training development team I led. The goal was to provide guidance on developing training assets (materials) that could support the training objectives in any delivery medium that we were employing. It was also used to prove that content was being designed and developed thoughtfully – there’s nothing worse than stakeholders (executives, managers, SMEs, or learners) assuming that we are just winging it, right?!
And here is a sample list of training assets which also helps to document the various instructional treatments available to bridge knowledge, performance, or motivation gaps.