“Confusion is a word we have invented for an order which is not understood.” Henry Miller
I had a true AHA! moment last week that an organizing principle can sometimes confuse learners. For years, when I have taught trainers how to create specific, observable and measurable learning objectives, I’ve shown them the final product first. As a matter of fact, I’ve shown them several final products. And invariably, the participants’ design process was less than stellar.
Let me provide some context.
I teach a three stage learning objective design process. First, based on a needs assessment and the resulting learning goals, we identify the key content for a lesson plan using a template I provide. Second, we determine the desired … Read the rest
“Only two things are infinite, the universe and human stupidity, and I’m not sure about the former.” Albert Einstein
It is interesting how often the number two recurs in participatory training design, facilitation and evaluation.
In the design phase:
- There are two basic types of lesson plan formats: (1) the outline format and (2) the table format.
Although they are laid out differently, they have the same components: program title, learning goals, learning objectives, total length of the program, learning activities to achieve each learning objective (organized in learning modules that ultimately comprise the agenda), the duration of each module, handout materials, audiovisual aids and equipment needed, and a means to evaluate if learning has successfully occurred.
- There should
“Begin with the end in mind.”Stephen R. Covey
Learning objectives should explain in specific, observable and measurable terms what the learners will do to (a) learn specific skills and (b) demonstrate that they have learned them. This entails using active verbs that are sufficiently clear that they do not require additional verbs to explain what they mean. If the verbs are vague, the trainer will have no way to verify if the desired learning has occurred.
Unfortunately, it is very common to see lesson plans with learning objectives that use verbs that are vague and unclear, stating that the learners will: “know” or “understand” certain knowledge or skills. Without a second more active verb to clarify what the desired learning … Read the rest
“One important key to success is self-confidence. An important key to self-confidence is preparation.” Arthur Ashe
If learners lack confidence in their mastery of new learning when they leave the classroom, they are much less likely to apply this new learning back at their work site. As a result, the prime mission of every trainer should be to build the learners’ confidence in their own competence.
There are three closely related approaches that a trainer can take to accomplish this. Together, all three approaches will ensure that the learners have the preparation they need.
First, plan for the learners to demonstrate their learning in the classroom. When designing the curriculum, the learning objectives should identify what the learners will do … Read the rest
For a long time now, I have emphasized this key message in each and every train the trainer workshop: the training program is about the learner, not the trainer. And each time, as I’ve shown participants how to develop learning objectives, I’ve had to continually remind them that learning objectives identify what the learner will do during the session, not what the trainer will do.
Well, I’ve finally figured out what I’ve been doing wrong- and it has to do with a disconnect between my message and my semantics.
For example, I originally created and taught the following six-step LESSON planning process:
1. L OOK into the TRAINING NEEDS.
2. E STABLISH the TRAINING GOALS.
3. S ELECT the … Read the rest
The fifth step in the comprehensive nine step LESSON PLANning Process is:
STEP 5. ORGANIZE THE LEARNING OBJECTIVES.
Learning objectives explain in specific and measurable terms what the learner will do as a result of the class instruction to: (a) learn specific knowledge or skills and (b) demonstrate that they have learned them.
Objectives are behavioral, which means that they involve specific actions or behaviors that can be observed and measured.
The effectiveness of the training will be determined based on whether or not the participants exhibit these behaviors during and after the training session.
When we add an active verb (appropriate for the learning level) to the essential content, … Read the rest