Rapid Prototyping that Really Works!_ web version092010


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How do you figure out the objectives and content you need for a course - in an afternoon?

This presentation shows a low tech way to do just that - and lets you practice it too! Best of all, the approach can be modified to work virtually as well as in person.

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Rapid Prototyping that Really Works!_ web version092010

  1. 1. Rapid Prototyping that REALLY Works! <ul><li>Presented by: </li></ul><ul><li>Sharon Boller, Bottom-Line Performance, Inc. </li></ul><ul><li>Denise Rucker, Effective Performance Solutions, Inc. </li></ul>
  2. 2. Agenda <ul><li>What is rapid prototyping? </li></ul><ul><ul><li>Definitions </li></ul></ul><ul><ul><li>A real-life story </li></ul></ul><ul><li>Rapid prototyping in action </li></ul><ul><ul><li>Say Yes Shoe Store </li></ul></ul><ul><li>Moving from design into development </li></ul>
  3. 3. Objectives <ul><li>Define rapid prototyping and the elements of the Cube  Model </li></ul><ul><li>Design a customer service training program using the Cube  Model </li></ul><ul><li>Select the best learning activities </li></ul><ul><li>Recognize techniques to streamline development and implementation </li></ul>
  4. 4. Our Definition <ul><li>An approach to training program development that combines analysis and design steps and creates a bridge into preliminary development of the end product. </li></ul><ul><li>The end result is a robust design document that streamlines the development process. </li></ul>
  5. 5. The Kitchen Table Story <ul><li>The Situation </li></ul><ul><ul><li>Need for a workshop to teach OD consulting; client had defined processes </li></ul></ul><ul><ul><li>Target audience HR managers with little/no consulting experience </li></ul></ul><ul><ul><li>Delivery method already defined workshop </li></ul></ul><ul><ul><li>Design needed quickly </li></ul></ul>
  6. 6. Rapid Design Approach <ul><li>Identifying major tasks associated w/ OD consulting. </li></ul><ul><li>Specifying what an HR Manager needed to know and be able to do to effectively implement the processes. </li></ul><ul><li>Identifying common mistakes new managers might make. </li></ul><ul><li>Identifying what learners already knew or knew how to do. </li></ul><ul><li>Describing the appropriate performance check. </li></ul><ul><li>Identifying post-training support required. </li></ul>Use flipcharts and Post-Its
  7. 7. Rapid Design Approach (cont) <ul><li>Specified content needed to support objectives. </li></ul><ul><li>Wrote descriptions of learning activities that built skill and knowledge required to complete the performance check. </li></ul>Use flipcharts and Post-Its
  8. 8. Rapid Design Approach (cont) <ul><li>Created detailed design in 1.5 days. </li></ul><ul><li>If you want to expedite development, it’s critical to include all designers who will participate in development. </li></ul><ul><li>Process can be done with a single designer. </li></ul>
  9. 9. Your Turn: Part 1 of Case Study <ul><li>Read the case study. </li></ul><ul><li>Form a triad. </li></ul><ul><li>As a group, review the instructional goal and complete Step 1 of the Cube © Model using the worksheet provided. </li></ul><ul><li>Take 12 minutes. </li></ul>
  10. 10. Your Turn: Say Yes Shoe Store <ul><li>Instructional Goal: </li></ul><ul><ul><li>SYS sales clerks will provide exemplary customer service. They will create a warm, friendly environment for shoppers, conduct error-free transactions, and provide accurate answers to all customer questions. </li></ul></ul>
  11. 11. Answers to Part 1 Demonstrate interpersonal communication skills Apply policies and procedures Demonstrate product knowledge
  12. 12. Part 2: Two-Minute Brainstorms <ul><li>Take two minutes for each of the following activities: </li></ul><ul><ul><li>Identify what SYS sales clerks need to know and be able to do to perform your assigned task. </li></ul></ul><ul><ul><li>What common mistakes might new SYS sales clerks make when performing this task? </li></ul></ul><ul><ul><li>What are you assuming that learners will already know when they come to training? </li></ul></ul>
  13. 13. Part 3: Performance Check and Post-Training Support <ul><li>Identify the appropriate performance check for your assigned task. (How will you test learners to make sure they’ve achieved the objective?) </li></ul><ul><li>Identify appropriate post-training performance support. </li></ul><ul><li>Take 10 minutes. </li></ul>
  14. 14. Part 4: Bridging into Development <ul><li>Key question to ask: </li></ul><ul><ul><li>What learning activities and content are essential to helping learners gain the knowledge and skill needed to complete the required performance check? </li></ul></ul>Use more Post-Its!
  15. 15. Streamlining Development and Implementation <ul><li>Spend lots of time creating templates; save time later using templates. </li></ul><ul><li>Develop 1 module first; refine it; then do others. </li></ul><ul><li>Encourage “content-only” first draft review (no typos, grammar issues, etc.) </li></ul><ul><li>Push HARD for face-to-face reviews w/ clients. </li></ul><ul><li>Identify key decision-maker; clarify responsibilities of EACH review team member. </li></ul>
  16. 16. Streamlining Development and Implementation <ul><li>Develop and standardize a formal process for review: </li></ul><ul><ul><li>Name drafts; define stages </li></ul></ul><ul><ul><li>Inform review team of estimated time required – be brutally honest </li></ul></ul><ul><li>Create coaching guides for post-training follow-up. Include step-by-step instructions. </li></ul><ul><li>For instructor-led only : Create easy-to-follow leader’s guides with icons, cue words, and copies of visuals. </li></ul>
  17. 17. <ul><li>When face-to-face reviews aren’t possible: </li></ul><ul><ul><li>Specify what each reviewer’s task is. </li></ul></ul><ul><ul><li>Define who will resolve differences in opinion. </li></ul></ul><ul><ul><li>Have a face-to-face with project manager. </li></ul></ul><ul><ul><li>Put requested changes in writing before actually making them. (laundry list). </li></ul></ul><ul><li>Develop a standardized implementation checklist: </li></ul><ul><ul><li>Timeline, activities (pre, during, post), responsibilities </li></ul></ul><ul><li>Standardize train-the-trainer process </li></ul>