How I design learning solutions

My approach to designing learning solutions is rooted in adaptability and tailored to the unique dynamics of each situation. I prioritize interactivity, real-world applicability (where feasible), tangible results, and the enrichment of participants’ knowledge.

Key process steps:

1. Thorough Analysis: I initiate the process by conducting comprehensive discussions with all stakeholders, constructing an action plan that precisely delineates objectives.
2. Needs Assessment: Engaging with owners, managers, subject matter experts, and learners, I perform in-depth job task and context analyses to ascertain genuine training needs.
3. Objective Formulation: Employing Bloom’s Taxonomy, I craft clear and measurable learning objectives aligned with desired outcomes.
4. Strategic Planning: I utilize Gagne’s Nine Events to strategically plan content, methodologies, activities, and media selection. Additionally, I employ Kirkpatrick’s Model for assessment, focusing on achieving Level 4 “Results” rather than just Level 1 “Reaction.”
5. Curriculum Development: I create tailored training materials and curriculum to effectively convey the desired knowledge and skills.
6. Implementation: I facilitate the training process, ensuring that the learning experience is engaging and effective.
7. Evaluation: To gauge training effectiveness, I assess outcomes and share feedback with stakeholders.
8. Continuous Improvement: Based on feedback, I make necessary adjustments to enhance the training’s efficacy.

My approach is rooted in constructivism and andragogy, recognizing that practical, valuable, meaningful, and realistic learning experiences are the most effective in fostering knowledge acquisition.