Instructional Design | ImpactSales
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Instructional Design

We believe that all training should engage the learner to make discoveries, ask questions, practice and apply what they learn in practical and realistic situations. We use an experiential design model based on sound adult learning principles to ensure that learning takes place. Great facilitation is enhanced even more by great design.

 

We match a variety of different learning methods to each part of the learning cycle to best meet the desired learning outcomes.

Our Instructional Design Services include:

 

  • Create performance-based learning objectives including deliverables and learning outcomes.
  • Design pre and post training activities to support and accelerate learning.
  • Design pre and post session assessments and transfer of learning assessment.
  • Incorporate accelerated learning methods where appropriate.
  • Provide content in our subject matter expertise where needed.

 

Design comprehensive facilitator guides incorporating introduction, learning objectives, key learning points, workshop structure, agendas, lesson plans, word by word leader guide.

We believe training should inspire real-life application.

What is Experiential Instructional Design?

 

We know that adults learn through interactive experiences which are applicable to current situations and results. We also know that individual adults learn differently from each other.

 

So, what’s the best approach? Experiential learning.

 

Experiential learning simply means that we let adults learn for themselves with guidance through means that allow them to experience real life situations, reflect on those situations, draw conclusions about those situations and apply them in a meaningful way. Employing experiential learning experiences appeals to all learning styles and enhances the learning experience.

Traditional vs. Experiential Learning

 

To understand experiential learning, it is sometimes helpful to address what it is not. It’s not facilitator centered, it’s learner-centered. Traditional training has relied on the instructor as the expert where learners are situated in a classroom and listen to an expert who has a lot to say. Experiential learning requires learner engagement and interaction. The trainer becomes the facilitator of learning as opposed to the well of knowledge which most can’t absorb and is boring. If you allow learners think for themselves, they will come up with what you had intended on telling them most of the time. If they could read the information in a book, then why do you need to get them together for training?

 

  • Experiential design usually takes more time in up front planning, but it’s worth it!
  • Learners not only enjoy the session’s more than straight lecture or text on screen, they also learn more.
  • Utilizing an experiential delivery process is also more enjoyable for the trainer.
  • You don’t have to worry about being “on” the whole time.
  • Your role becomes that of a facilitator of learning rather than the expert who imparts knowledge.

Are you interested in learning more? We’re here to help.