Designing learning that works, that’s designed for clear business and performance goals, is vital for the effectiveness of an L&D department.
Taking a different approach to learning design is a cultural shift—for both L&D and stakeholders. So how can you convince everyone to get on board?
Use these tips on how to create learning outcomes to support the performance and business goals for your training program.
Setting performance goals is arguably the hardest and most important part of instructional design. Try these helpful tips to get started.
Want to set good business goals for learning programs? In this learning evaluation article, we cover four rules to help you get started.
Watershed's BALDDIE instructional design method combines elements of popular learning measurement models, such as ADDIE and action mapping.
What is LEO Learning’s Chain of Evidence learning evaluation model? Find out more in this article by Rose Benedicks.
Training needs analysis helps ensure training not only meets learners’ and organizational needs, but also remains relevant, current, and comprehensive.
Action mapping is an instructional design method that’s meant to streamline and simplify the both design and learning evaluation process.