Thanks to those who attended.

Today we discussed an article about the ADDIE model. We made reference to:

• The importance of ADDIE to the ISD community.
• The imaginative analogy of ADDIE to the 5 Rules of Zen Buddhism.
• The Zen concept of Design (Shibui) and the following passage from the article:

Think of design as minimalist that articulates brevity. If you decorate or carry it beyond what it was meant to be, then it becomes gauche rather than deco. Think lean by identifying the minimal steps and activities that will enable the learners to master the performance rather than overdoing it by including every possibility.* To help transform the learning from an activity to a process and reduce the complexity of training; determine the support, such as tools and performance aids, they will need to enable their performance in the workplace.

[*Bold mine]

Thanks to those who attended.

Today we discussed:

Components of Informal Learning (e.g. eGuides):

1. Short and Targeted
2. Procedural/Step Action-oriented
3. Easy-to-Access

The Venza Sherpa® tool for the development of eGuides:

1. Small file size
2. Rapid development
3. Flexible deployment (i.e. LMS, Sharepoint, ThinClient)

How eGuides and other informal learning materials can supplement formal training materials such as eLearning modules.

I look forward to next week’s discussion on Referencing Reference Material.

Today we discussed:

The Three Components of Great Formal Learning (e.g. eLearning):

1. Context
2. Process
3. Information

The training situations that lend themselves best to formal learning. They are:

1. When a lack of specific (i.e. technical) knowledge may damage credibility, either at the organizational level or the individual level.
2. When a speedy and/or fluid performance improvement is required.
3. When novel situations predominate.

Diane also brought up some great points about how our subject matter experts may not share context or general information because that content may appear as obvious to them. However, as advocates for the learner, the instructional designer must endeavor to include all Three Components of Great Formal Learning:

Next Week

I look forward to next week’s discussion on Informal Learning.

Thanks to those who attended.

Today we discussed:

• The Four Primary Roles of a Training Initiative and the Interloper Syndrome. This was shared to illustrate the sometimes challenging dynamic between SME and ID.

• The McGurk Effect and how conflicting visual and audio information creates confusion for a learner. This was shared to illustrate the importance of making sure audio narration supports, not conflicts with, the on-screen visuals.
  
  
• Monica also brought up some great points about screen length and how learners can fatigue from too much step-by-step information and a lack of “big picture” explanation. So, we reviewed the 3 components of great formal learning:

1. Context
2. Information
3. Process

I look forward to next week’s discussion.

Mark G. Richardson, author of How Fit is Your Business, facilitated a workshop entitled "Translating Optimism Into Action" at the Georgia Aquarium yesterday morning. Members of the Venza Group leadership team were in attendance.

During the workshop, Richardson outlined five keys necessary to position one's business for the future. They are:

1. Your Products
2. Your Team
3. Your Client
4. Technology
5. Strategic Partnerships

The workshop included business leaders representing the entire spectrum of industries. Interestingly, however, the morning concentrated on training initiatives for both internal and client consumption. The focus on learning and communications was to such an extent that one could easily imagine that Richardson was a member of the Venza Group, rather than a nationally recognized leader in the home renovation industry.

For example, considerable attention was given to the importance, in today's business climate, of making sure your team consists entirely of "A" players. And, if they are not performing as “A” players, providing them with the training they need to achieve peak performance.

In addition, the workshop included a discussion on the importance of educational programs as a means for enriching relationships with clients as well as bolstering the real value of goods and services.

Richardson wrapped up the workshop by offering attendees three options:

• Watch It Happen
• Wonder What Happened
• Make It Happen

It was abundantly clear how leveraging training and communications are essential elements to business leaders who want to Make it Happen. This is regardless of whether they are Rebuilding, Enhancing, or Growing their possibilities for the future.