Innovative Design Co.

In this three part series, I plan to explain how to take learning theories and apply them to the work that we do as practitioners. Check out  parts one  and two to learn how to apply behavioral and cognitive theories. SOCIAL LEARNING THEORIES The previous concepts focused on the learners’ behavior and thought process, but the concepts within social learning focus on social environments and learning from others. The use of modeling is when people perform for others to learn from. This can be shown by physically doing something or completing a think aloud to demonstrate the thought process behind a decision. Models can also be in the form of images or symbols and can be used as a reference tool throughout and after the training. It’s important to note that the model should be relatable to the learner i.e. the barista that shows how to make a drink should be selected based on learner demographics from the analysis phase and they should also be creditable. Self-efficacy...

In this three part series, I plan to explain how to take learning theories and apply them to the work that we do as practitioners. Check out parts one and three to learn how to apply behavioral and social theories. COGNITIVE LEARNING THEORIES Cognitive learning is defined as what connections and processes are going on inside one’s head. These are not observable, but explain the actions a person takes to complete a task. Concepts related to cognitive learning focus on the structure of content and how the brain receives and recalls information. The first concept is critical to the planning phase of a project. Cognitive task analysis is the process of identifying what process happens within the brain while performing a task. Essentially, it is the why behind an action. Behaviorist based theories focus on what is observable, while the cognitive based theories are more interested in what is happening within the mind. When an instructional designer is planning a course, they might co...

Quality instructional designers should apply multiple theories and concepts based on valid research within and outside the field. Designers formally educated in instructional design (ID), can spend years learning these abstract concepts of how adults and children learn best, but can fail to implement them as practitioners. Some designers who landed this gig by chance, might use their experiences of mostly trial and error. In this three part series, I plan to explain how to take learning theories and apply them to the work that we do. The following concepts may not all need to be used every time for every course, but each one or a combination of some will move the design and development of a course from basic to advanced. For each theory or concept, an example of a barista training will be used. In some cases, examples will deviate depending if the course is instructor-led or online. BEHAVIORAL LEARNING THEORIES To begin, lets define behaviorism as the study of actions that are ob...

A  problem in instructional design and training is how to implement shifts in the learning culture to appeal to the younger group entering the workforce. Each day more and more baby boomers are retiring while Millennials are taking their place, and Generation Z isn't far behind them. I won't go into detail about the stereotypes or values of each generation, but it is true that adults entering the workforce learn differently than the ones before them. The younger generations have shorter attention spans, benefit from image heavy content, want to engage socially with their peers, and enjoy self-directed and flexibility in their learning. Training and learning can no longer be a passive experience. Gone are the days of clicking next, next, next in order to check a box for compliance. Training must be relevant and timely because the newer generations demand it. As the economy improves so do job opportunities, and if a worker does not feel satisfaction from their positi...

As an instructional designer in an ever changing world, you have to keep up with the trends and shifts in learning otherwise your skill set will become replaceable. I'm not saying jump on the bandwagon of the latest trends blindly, but instead do research to determine how it would help improve learning and when it would be appropriate to execute. One thing I really love to do is research . But I'm not talking about literature reviews of some fifty page thesis that describes the methodology for twenty of those pages. I'm talking about concise, to-the-point articles, videos, or infographics. I could spend all day and explore down rabbit holes until I have a conceptual grasp of something. But what makes me a good researcher, is I can do it quickly. And in a fast pace world, that is critical. To be innovative, research is key. I suggest you talk to others within the field and find out what they are doing, how has it worked for their companies, and what lessons learned did...

It's a new year, and that means it's time to set goals to become a better person. While many will give up or make excuses for not keeping up with their new found aspirations, no is NOT an option for me. My personal goals range from traveling more, exploring new places, and increase my skills in the kitchen...but it's my professional goals that somewhat intimidate me. But if your goals don't intimidate you are they really worth achieving? Here's my point: I'm coming to the end of my graduate studies, and that scares the heck out of me. My goal is to have a new job by the time I graduate in Summer. This means I need to get myself together in 5-6 short months if I hope to have something lined up come August. Here are two major goals I am working towards to have any type of chance of landing a new job. 1. Add to my portfolio   This is where coffee/espresso comes in! I have the website . I have the pages and navigation set up. I have sample work from my...