Applying Design Models to e-learning Modules

Presented by Adrianna Henry, of Dell Inc.

- Note - first session where I've seen the infamous objective slide to start of the session.

She starts off with defining process models and defining what they are in relation to design models. She states "Most of the models you will see are traditionally referred to a design models, but they are truly process models" This was discussed in a prior post (Ganci). Some examples of process models are ADDIE, Dick and Carrey, Clark & Lyons, Savvy Process. she says the purpose of a process model is to provide a visual representation of the stages of a training project, but this doesn't necessarily affect the design, which is a stage in the process.


Examples of design models -

For procedure and technical, follow the 4-mat cycle by McCarthy - Why, what, how, and if (which can be replaced with when).

Situational Learning can use the SEDA model - Situation, evaluation, decision, action by Will Thalheimer (another prior post)

Good for Blending learning - Star Legacy from Vanderbilt learning technology - Look ahead and reflect back, define the challenges, generate ideas, form multiple perspectives, research and revise, test your mettle, and then go public.

And traditionally, Gange's 9 events - however this is more instructor centric and linear then the others.

She now shares her learning philosophy - Provide the underlying approach and driving mechanism that creates the relationship between the teacher and student or facilitator and participant. How does this relate to the design models? Where does the breakdown of instructor to student roles fall out with Behavioral, Progressive, and Constructivist's philosophies with these design models?

There is an online assessment of learning philosophy that can be taken to determine your philosophy. You may experience some significant ah-ha moments. You may also find that you are creating inconsistent deliverables from design to presentation of the material.

Selection of the design model -
1. Choose one that supports 50/50 or 30/70% approach.
2. Understand the learner
3. Define the goal of the training project.

Benefit-
Discuss the idea of using design models with your team
Share the design models with your team
Identify one to start with
then leverage each others creativity.

She recommends laying out the model in PowerPoint, then importing into your design tool (Captivate, Articulate) to guide the process.

Templates will be available on the eLearning Guild website or on dropio.

She showed examples from a call center type example for sales calls and how do you build rapport with a person if your personality differs (or is the same) from the caller. Great activity before the instruction begins that allows the learner to self reflect and get into the mindset of the material. It's a wonderful example of how to generate interactivity with only reflection in mind.