en
Corporate Digital Learning
Andreas Maugg
08. Avr 2016 01:03 heures
Chapitre 3 › Unit 3: Backwards Learning Design:
Help out Martina!
Afficher le devoir
Masquer le devoir
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
0
0
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?
- Understand what is expected from her; how do their bosses think, what is important for them and how do they want to get that communicated
- How is the connection to other leaders of other teams on same hierarchical level (if existing, depending on kind of project organization)
- But first of all she needs to get into her new role as "leading team member".
- This means:
- manage some more things and don't do them by yourself.
- Tell your team what your are expected and look to get support therefore
- run a kind of plan - do - check - act cycle
- find out how you can make your people to work for teams' objectives in a very engaged way
- Find out what to do to get the resources from your bosses (develop "standing" up and down the line)
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?
- She will demonstrate it in team meetings with her reports, with the project progresses and with the feedback I'll get from her team members.
- I'lll see it by the kind of requesting ressources
- She'll document plans, progresses, results
- She'll ask questions regarding her reports and requesting feedback instead of "take it, my job is done".
- I'll see it on continuous improvement process in her results.
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?
- I would hope that she will have fun by doing what she should do
- Depending on the projects, there are different possibilities to learn necessary things, but a kind of personal feedback (even listening by a cup of coffee or in bigger areas)
- Telling her my own experience as a possibility, not as instruction and encourange her going her own way - even if there are setbacks.
- if there are online courses regarding to the project: recommending her to try them out. (My own experience is ultra-positive)
