I recently posted a question in the community about learning objectives and how community members go about identifying them before they design e-learning. I got some great feedback from community members and thought I’d compile some of their most practical tips into an article.
Ralf Baum: I usually prefer a direct communication with the client about the learning objectives. I ask the client "What is the goal of this training?" Usually you'll get usable answers.
Steve Flowers: I like to engage in a conversation to help structure goals. It's almost never a single conversation. I also like to ask if I can interview a couple of folks that regularly perform the job well.
Adele Sommers: I aim to have the clients explain their business case for the training they would like to create. I then remain on high alert for evidence of whether the training is poorly aligned with the organization's business goals, a Band-aid for badly designed processes, or a way to work around obstacles to performance that have little or nothing to do with employee skill sets.
Edgar Mueller-Gensert: I go with the good ol' Kirkpatrick pattern when talking to the client:
- What is the one company key figure to be changed?
- What is the desired behavior that the learners must acquire to make that happen?
- What is it that the learners will have to know to achieve that behavioral change?
- How must the course be designed to achieve good learning?
The learning objectives, as I understand them, are hidden in item 2.
Want to read more from this discussion? Feel free to jump into the conversation or start your own.
Follow us on Twitter and come back to E-learning Heroes regularly for more helpful advice on everything related to e-learning.