Sublime

Let them decide when they need it and how much.

(e.g., show don’t tell; consequence-based feedback),

Why are you learning this?

• Ask “If someone is getting this exactly right, what would that look like?”

1. Write the goal for your project By getting everyone to commit to a business performance goal, you'll show that your role is to solve the problem, not just provide training. You'll measure your success in a way that matters to the organization. 2. Ask, "What do they need to do, and why aren't they doing it?" By focusing on what people need

keep learners interested:

Option 1: Lots of Examples

walk learners a few steps down the path as part of the learning design.

Use a story. People have amazingly sticky memories for well-told stories, particularly ones that arouse emotions.