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Corporate Digital Learning
Patty Keegan
29 Mar 2016, 06:25 AM
Chapters 3 › Unit 3: Backwards Learning Design:
Help out Martina!
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Help out Martina!
Imagine Martina, a junior but enthusiastic project manager in her company’s marketing department. She was recently promoted to Senior Marketing Manager and Team Lead, supervising 3 other staff members she was previously colleagues with. Even though Martina is quite enthusiastic about her new position, she is also anxious about all the paperwork and new responsibilities. After the first few months, she is swamped with work, feeling shy to delegate and struggling to juggle her old tasks as a project manager on top of now reporting to management.
Martina’s boss feels she now needs to learn management and team leading skills, so she approaches her about getting trained. In order for the training to be effective, we need to identify her possible knowledge gaps and desired skills.
So think about what you want Martina to learn. How can you assess this and how do you want her to learn?
Start with the learning objective and design her training backwards. If you prefer to do this by hand, download the worksheet below.
1) What do you want/expect Martina to learn?
Formulate learning objectives and standards: What should Martina know, understand and be able to do by the end?
2) How will you know and make sure that Martina has learned it?
Determine assessment and impact measurement: How can Martina show what she has learned? What should she be able to demonstrate?
3) What learning experience do you want Martina to have?
Design instructions and decide on learning activities and content forms:
How do you want Martina to learn?
Help out Martina
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1) What do you want/expect Martina to learn?
Management & team leading skills:
She'll need basic management skills and confidence to get past her anxiety and shyness.
Understand management's expectations in terms of reports.
Based on her management reporting deliverables, Martina will need to learn to delegate appropriate tasks to her 3 staff members, depending on their roles/strengths.
Conduct performance reviews with staff.
2) How will you know and make sure that Martina has learned it?
Martina should have regular one-on-one meetings with her staff and agree on goals/KPIs for each. Based on this, she should be able to demonstrate that her staff are reaching their goals.
A 360 degree survey of colleagues could be used as a measurement tool.
3) What learning experience do you want Martina to have?
A coach or mentor would give Martina the guidance she'd need to be confident enough to delegate to staff. Perhaps Martina could enrol in a basic management skills MOOC. Also give her access to curated articles and case studies on best practice for managers.
