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Basic Instructional Design Principles - A Primer
 

Basic Instructional Design Principles - A Primer

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This is a very basic primer I once created to teach a staff of technical writers about instructional design. It was not designed for non-verbal delivery, but it will give you an idea of basic ISD ...

This is a very basic primer I once created to teach a staff of technical writers about instructional design. It was not designed for non-verbal delivery, but it will give you an idea of basic ISD concepts.

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  • @gbarron2 You're welcome, Gloria. My pleasure - glad you found it helpful. Thanks for taking the time to comment.
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  • Thank you for a nice review of Instructional Design Principles.
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  • @MelindaDooley Hmm. Only a 9 month lag in my reply. Guess I need to check here more frequently. ;-) Thanks for the kind comment, Melinda. Glad you found it helpful and best of success with your program. If interested in connecting on LinkedIn, send an invite via http://bit.ly/InviteMike-LinkedIn - I'd be pleased to connect.
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  • @PatrickWinters Patrick, hey as a former practitioner, I've stood on that same soapbox and get it. Glad you liked the primer and found it helpful. Congrats on your educational pursuits. If interested, feel free to send an invite on LinkedIn... you can use http://bit.ly/InviteMike-LinkedIn to make it easy. Thanks again! Mike
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  • Mike, I am getting my MS in curriculum and instruction and this is a great review of ID principles. Thanks for sharing. This is what the internet should be able to do for the free exchange of ideas and information. Unfortunately greedy publishing companies are hoarding the works of intellectuals and academics for their own profit. Sorry, getting off my soapbox now. Again, thank you.
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    Basic Instructional Design Principles - A Primer Basic Instructional Design Principles - A Primer Presentation Transcript

    • Training is… The achievement of pre-determined learning objectives through planned instructional techniques The transfer of knowledge, skills & attitude (KSA) • Training focuses on influencing attitude, providing knowledge and transferring skills Developed through a systematic process known as instructional design or instructional systems design
    •  The analysis of learning needs and systematic development of instruction to meet those needs Models typically specify a method, that if followed will facilitate the transfer of knowledge, skills and attitude to the learner Some Names to Know and Resources: • Robert Mager • Robert Gagne • Benjamin Bloom • Walter Dick, Lou and James Carey (Dick & Carey) • Ruth Clark • M. David Merrill http://www.instructionaldesign.org/ http://www.nwlink.com/~donclark/hrd/sat.html http://en.wikipedia.org/wiki/Instructional_design http://www.afc-ispi.org/Repository/hptprimer.html
    • Analyze ADDIE Determine needs and Analyze performance gapEvaluate Design Write learning objectives Design Plan the training Develop evaluation plan Develop Build the course Implement Teach or make available Implement Develop Measure effectiveness or Evaluate impact
    • Objective Part Description Example Statement describing Given 5 case examples where a Condition circumstances under which clear need is presented… behavior is to be performed The agent will determine and Behavior What the student will say or do explain why term or whole life insurance is a better choice Statement that specifies how Within 5 minutes per case, with Criterion well the student must perform 80% accuracy (4 of 5 cases). the behaviorAt the end of this module, given <a set of conditions>, you will be able to <action verband behavior> to <criterion - level of accuracy>.
    • • RememberingKnowledge Acquisition • Understanding • ApplyingKnowledge Deepening • Analyzing • Evaluating Knowledge Creation • Creating
    • Chunk Sequence 1 2 3 4 5 Layer C. Then This B. Then This 6 4 A. This First 5 3 1 2
    • A Simple Method That Works: Tell: Provide the information, knowledge, expectations. • Include “What, Why, and How” (and sometimes, “When and Where”) • Have them verbally summarize their understanding to your satisfaction Show: Demonstrate how to do it • Have them demonstrate it back to you, to your satisfaction Do: Set expectations and have them do it • Observe them do it Review: • Provide feedback and shape their behavior appropriately • Have them do it again, using the feedback • Cycle between Do and Review until they master it • Monitor results after that, coaching as required.
    • Adults: Want to know why they should invest the time Need to feel responsible for their own learning Bring valuable experience to learning Are ready to learn when the need arises Are task-oriented (hands-on, activity-based)
    •  Find ways to restate and review important concepts Get them doing something (Tell, Show, Do, Review) Engage multiple senses when possible Separate review and learning assessment • Review helps them and doesn’t need to be scored • Consider scoring assessments – they tell us whether students “got it” and helps us know how we’re doing, too (was the course effective?)
    •  Write great objectives Think ADDIE but don’t get locked into a linear model Using objectives as a guide, how deep do they need to go per topic (per Bloom)? Design accordingly Keep Gagne’s Nine Events in mind – flow the events where you can Use the “Tell, Show, Do, Review” method – make training active Treat learners like adults Chunk, sequence and layer Repeat key points where possible Repeat key points where possible Review for them, assess for us.
    •  Transfer, when it occurs, does so via strategy or luck • Note: Strategy is better! (Hope is not a business strategy.) Transfer is a purposeful, shared responsibility What will each stakeholder do to ensure transfer occurs? will Stakeholder Before During After Learner Trainer Learner’s SupervisorAdapted from Broad and Newstom’s book: Transfer Of Training: Action-packed Strategies To EnsureHigh Payoff From Training Investment
    • ReactionLearning Names to Know  Donald, Jim and Wendy KirkpatrickApplication of Kirkpatrick Partners  Jack and Patti Phillips of the ROI InstituteResults  Jac Fitz-enz of Success Factors and founder, Saratoga InstituteROI / ROE (Expectations)
    •  Stolovitch & Keeps: Telling Ain’t Training Mager: The New Mager Six-Pack Hodell: ISD From the Ground Up Swanson: Analysis for Improving Performance 15