Instructional Design for Action Learning

by Geri McArdle

Overview

This book gives you all the guidance and exercises you need to incorporate action learning into every training you conduct.

A trainer’s job is to ensure their lessons stick, which means relating lessons to their trainees’ own on-the-job experiences. Author Geri McArdle teaches trainers how to do this by using the strategies of “action learning” in their lesson design and presentation to help learners better absorb the material.

Filled with examples of easy-to-implement action learning techniques, Instructional Design for Action Learning shows you how to:

• create fun and memorable activities that match participants’ needs, learning styles, and levels of understanding;
• encourage learners to build on their own experiences;
• evaluate learner mastery during the entire learning event;
• strengthen learning transfer back on the job;
• and accurately measure post-training results.

By providing trainers with the tools they need to make real learning happen, this essential guide strengthens the value of your program—and the job performance of those you train.

Product Details

ISBN-13:	9780814415665
Publisher:	AMACOM
Publication date:	09/01/2010
Pages:	272
Product dimensions:	7.30(w) x 9.10(h) x 0.90(d)
Age Range:	18 Years

About the Author

GERI MCARDLE, PH.D. has been a practitioner in the human resource field for 20 years, and has published numerous articles on HR development and training. She has served as coordinator of a Ph.D. program in HR development at Barry University in Fort Myers, Florida, and is one of the ASTD seven master trainers recognized by T+D.

Read an Excerpt

Preface

This book presents numerous thought-stimulating examples of activeoriented learning techniques that you can apply to your training design and delivery. If you apply these techniques and strategies to your training design and presentation, that training will stick! Specific strategies will show you how to do the following:

▪ Create trainings that are fun and memorable.

▪ Write learner-based trainings that guarantee success for each learner performance.

▪ Develop learning activities that match the need, learning style, and level of understanding of the participants.

▪ Use learning strategies that encourage learners to build on their experiences.

▪ Plan ongoing training activities that evaluate learner mastery during the entire learning event.

▪ Design blended and accelerated learning strategies that strengthen learning transfer back on the job.

▪ Identify methods that accurately measure training results.

Table of Contents

CHAPTER 1: DEFINE THE TRAINING NEED 1

CHAPTER 2: DESIGN THE LEARNING TO FIT THE NEED 55

CHAPTER 3: PREPARE TO CONDUCT THE TRAINING 127

CHAPTER 4: SET THE SCENE FOR LEARNING 184

CHAPTER 5: IMPLEMENT THE TRAINING 207

CHAPTER 6: MEASURE THE EFFECTIVENESS 235

APPENDIX

ADDITIONAL READING

INDEX