Map It: The hands-on guide to strategic training design
Write a business goal (chapter 4) Answer, "What do people need to DO to reach the goal?" (chapter 5) Answer, "Why aren't they doing it, and what changes will help?" (chapter 6)
Cathy Moore • Map It: The hands-on guide to strategic training design
Your goals for the meeting are to get the client and SME to do the following: Write a goal for the project. The goal identifies how the problem is being measured and how you’ll know it’s solved. List what people need to do on the job to reach that goal. Start to discuss why people aren’t doing those things now.
Cathy Moore • Map It: The hands-on guide to strategic training design
If you decide to have a live session, the question for a practice activity can be displayed or just read aloud, and participants can debate it.
Cathy Moore • Map It: The hands-on guide to strategic training design
Identify some aspect of the problem that’s interesting to you, or say that it’s great to be working on something so worthwhile, or find some other way to express genuine enthusiasm for solving the client’s problem.
Cathy Moore • Map It: The hands-on guide to strategic training design
They’re everywhere because supposedly our job is to present information and create tests about it. Who else has a job that can be summarized as “present information and create tests about it?” Teachers.
Cathy Moore • Map It: The hands-on guide to strategic training design
"What are you hoping to achieve with the project?" The response often hints at something measurable, like "People need to create better TPS reports, because they keep getting rejected by Processing."
Cathy Moore • Map It: The hands-on guide to strategic training design
What happens to your work product down the line? Where does it go next? (Look for low motivation due to lack of communication about the big picture.) What do you like about your job? Why do you do it? (Look for values that you can highlight to help motivate everyone involved.)
Cathy Moore • Map It: The hands-on guide to strategic training design
Then you’ll help me understand what people need to do on the job to reach that goal. Draw a few lines radiating out from the goal and write DO at the end of each line. 6. Finally, we’ll look more closely at the most important things that people need to do. We’ll try to identify why they aren’t doing them or what might make it hard. Circle one of
... See moreCathy Moore • Map It: The hands-on guide to strategic training design
But even if training is an appropriate solution, no course is a cure. People develop habits over time and need time to create new ones. We especially need spaced practice to cement the new habits.