Is training really the best solution? Often, no. Here’s a flowchart that will help you find what will really work, whether it’s a job aid, a workflow improvement, training, or something else. Read more.
Do your clients expect you to create training on demand? By changing how you talk to them, you can steer them away from an information dump and help them solve the real problem. Learn more.
“Training will help solve this problem.” Before you say this, make sure more powerful changes have been made first. Here are 7 factors to consider. Learn more.
Your client thinks a course will solve their problem, but you’re not so sure. Help the client see the real cause by asking not only “why?” but also “what for?” Learn more.
How to write a strong mini-scenario, why you want to use “showing” feedback, and how to make your characters sound like real people: Three classic scenario tips from my blog. Learn more.
Check out these examples of branching scenarios, and examine the design decisions behind them. Read more.
“Our job is to give the client what they want.” Nope. Our job is to save the client from themselves. We need to learn who they are and what challenges they’re facing, and then help them do the analysis that they probably skipped. Learn more.
“I’ll create whatever you want, even if it will never work!” That’s what the typical training request form promises clients. Set the right expectations by burning that form and replacing it with these ideas. Learn more.
Does that learning objective really want what’s best for you? Conventional objectives aren’t always our friends. These three questions will help you set boundaries with our frenemy. Learn more.
“This thing is new, so of course everyone needs to be trained on it.” Your client is heading toward an information dump. Steer them to a better solution with these tips. Learn more.
How can we make mandatory training actually useful? With some disobedience, questions, and a sneaky workaround to “everyone must be exposed to all the information.” Learn more.
A good job aid can reduce or eliminate the need for training. Here are two examples of interactive job aids created in Twine, a free tool. Learn more.
Here’s an alternative to traditional software training: Create self-contained activities that help people learn by doing, and make the activities available on demand. Learn more.
“How can I design training for new software?” Maybe training isn’t even necessary. Let’s look at some alternatives. Learn more.
“You can’t just throw people into an activity without first teaching them the concepts.” Yes, we can. Check out this simple example. Learn more.
Dig deep into action mapping and activity design with my new book, and find out the lessons I learned while writing it. Learn more.