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4 contributions to Learning & Development Hub
Aug 27 •
Welcome! Start here!
I am excited to start this new community for instructional designers, corporate trainers, adult educators, and other L&D professionals! This is meant to be a space where we can share ideas, problems, and best practices to help us in the day-to-day tasks we face in our professional lives. Please take a moment to comment on this post with your name, a little about your job, and what brought you to this community! I'll start. I'm Billy, and I currently work as an independent training specialist with a focus on nuclear energy and the oil/gas industry. I created this community because I think there are so many people out there with great ideas when it comes to training, and I wanted a supportive place where we can share those ideas!
1 like • 15d
I am a retired Navy submariner and also retired from the commercial nuclear industry where I spent my career in training. I am now a training consultant for a training software vendor. Got my BS in workforce education while serving at the US Navy submarine school and by MEd in instructional design while at the power plant.
1 like • 15d
@Billy Daniel Can I ask what plant? I served on the George C Marshall in Scotland, and the Kentucky and Maine in Georgia. My commercial plant was building and starting up Vogtle 3&4
23d •
Opinion on objectives?
I grew up with ADDIE, so objectives are part of my religion. Proper writing, structure, verbs, etc…. However, I’ve recently seen some trends where IDs are moving away from them. I personally feel like they matter (I could just be brainwashed), but I would love to hear your opinions/experiences with using them!
1 like • 15d
I feel that objectives are more for the designer than the student. The student needs to know why they are in the chair, but all of the details that go into the lesson don’t matter to them. In your pump example, the learner needs to know how to “operate the pump safely”. That’s all. But the designer needs to know that to be effective teaching that, they need to cover power supplies, safety concerns, unexpected events, etc. In simple ID terms, give the learner the Terminal Objectives and give the Designer the Enabling objectives.
16d •
Training Win!
Yesterday I received a message that someone used a technique I taught them over a year ago in a one-off class to help close a real estate transaction. It’s fun to get that kind of feedback because it shows you made an impact in someone’s life and it stuck!
1 like • 15d
I fell in love with training when the words I used to explain a concept to an 18 year old trainee hit home after hearing several different explanations from others. Seeing his reaction when “the light went on” made me want to do this for a living. It was an incredible, empowering feeling I’ll never forget
15d •
70-20-10 Approach
I saw this on another platform and thought I would share here too. At first glance, it looks like it put's L&D at the lowest priority. However, I think it shows more: 70% of learning is done on-the-job. I really don't think many people would argue this point. This allows people to take experiences and knowledge and directly apply it in real time to their work. 20% of learning is done through mentoring and peer discussions. Again, I think this is valid. A mentor can make the difference between a good employee and an excellent employee. 10% of learning is from formal training. My ego wants this higher, but it's probably accurate. People don't retain 100% of the stuff we teach and if they are sitting in training, they aren't doing their jobs that support the company bottom line. All this is to say that it's the training program that builds the framework for the whole pyramid. Without the formal training program, the mentors have no direction and the OJT can easily devolve into bad habits and shortcuts. That's why L&D matters. It's not just the content in the classroom, but the whole picture of learning at an organization!
2 likes • 15d
As L&D professionals, don’t discount our role in that 70% OJT. Flushing out the foundation knowledge and skills through a thorough jobs/task analysis, and building job aids that can be accessed in the flow of work is an area we can excel at. It often goes under the radar since it isn’t recorded in LMS as completed “training”.
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