eLearning Development Policy

Hi Folks

Not quite Articulate based as such, but I'm wondering if anyone has an eLearning Development policy in place?  We're having staff in the company thinking that eLearning is a quick fix and decide to throw everything our way, in the hopes that a) an eLearning package is created when it's not appropriate and b) passing the buck off to someone else to design and figure out for them.  

Do you encounter the same problems?  If so, do you have a policy in place that has helped to alleviate the issues of using eLearning as a go to for all training?

Finally, is anyone willing to provide a copy of their policy in the hopes that I could possibly adapt and use it as a means of saying to the staff here that their requirements must fulfill the criteria as set in the policy?

Many thanks.


5 Replies
ricky snodgrass

Hi Ian,

I have recently been working on this to tackle issues you mention above. It has also helped me develop my own understanding and get a grasp on our approach to eLearning. So I can further embed our philosophy into everything I create.




Ray Cole

I've found that to distinguish between problems that can be solved via training and those that cannot, it's helpful to have a model you can use in the early stages of the project, as you are gathering information from the client. For this purpose, I like Carl Binder's "Six Boxes" model.

For a quick overview, see: http://www.sixboxes.com/Six-Boxes-Model.html

For a history of the development of this model, see: http://www.sixboxes.com/_customelements/uploadedResources/SixBoxes.pdf

The model identifies six major factors that influence people's behavior, and you can see that "Skills & Knowledge" (Box 4) is only one of the six factors. Hence, only problems which are caused by a lack of skills and knowledge are candidates for being solved via training, and not every problem falls into the "Skills & Knowledge" box.

Even when skills and knowledge are a component of the solution, it's often necessary to address factors in boxes 1-3 to avoid sabotaging training's effectiveness. For example, if learners are going to be trained to use a particular software or hardware tool, but the tool is not issued to them, then it doesn't matter how effective the training is: they won't be able to act on the training due to lack of the tool (Box 2).

Using the Six Boxes helps take you out of the role of "order taker" who is just expected to grind out whatever crazy e-learning course a client asks for, and instead puts you more in the role of performance consultant who creates training only when analysis indicates it is the right solution. That makes the model an important and useful tool.