“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.
“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.
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.
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.
I’m in your branching scenario, and I’ve made a bad choice. Can I go back and change my decision, or do I have to continue, looking for ways to recover from my mistake? It depends! Learn more.
“How can I design training for new software?” Maybe training isn’t even necessary. Let’s look at some alternatives. Learn more.
Your client wants “one course for everyone.” You know this means “one generic info dump that everyone will forget.” How can you steer the project in the right direction? Learn more.
Your new client wants you to design training for chainsaw users. But what does he really need? And could I possibly be serious about this scenario? Learn more.
Can Bob the training guy get $40,000 to develop his course? Find out how a strong goal can justify your project and focus your design. Learn more.