Learning Design

My learning programs are based on proven methodologies of adult learning. The basic tenets are that…

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Why it works

Emphasis is on creating the right conditions for learning to ensuring lasting effect.

Learning experiences are based on proven methodologies of adult learning.

Participants are encouraged to apply their newfound knowledge immediately upon returning to their jobs.

Participants are encourage to think about and discuss issues using their own frames of references, allowing them to process information more effectively in order to reach conclusions. Based upon different personal experiences, they contribute to the discussions, adding insights from many points of view. By being allowed to draw their own conclusions – they will then be confident in taking the learning gained from the exercise and applying it to their real lives.

Students must take an active role and assume responsibility for their learning - allow participants to take responsibility for their learning rather than making it the responsibility of a teacher.

Learning is a collaborative process and students create their own meaning from obtaining multiple perspectives.

Solutions are designed to give participants ownership of their newfound knowledge – People support what they create.

Clearly distinguish between teaching and learning, with emphasis is on the participants’ learning, and how that translates in to desired work behaviors.

Allow people to understand the Big Picture thus creating a shared vision of success.

What to expect from an effective learning program

Participants’ Reaction

If training is going to be effective, it is important that students react favorably to it. It is similar to measuring customer satisfaction.

Learning Transfer

For a change in participants’ behaviors, these learning objectives need to be considered:

What knowledge will be learned?
What skills will be developed or improved?
What attitudes will be changed?

Behavioral Change

For optimal job impact, these issues need to be addressed:

What change in job behavior is desired because people attended a learning program?
What will happen when trainees leave the classroom and return to their jobs?
How much transfer of knowledge, skill, and attitudes will occur?

Business Results

The business results that accrued because of the learning program, determine bottom line impact of training and tie business objectives and goals to training.

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Characteristics of some of the learning methodologies include…

Complex topics made into easy to understand models.
Stepping into a Scene - experience a scenario.
Seeing something from someone else’s point of view
Best Practices
Visioning future successes
Your own perspective in relation to others / the bigger picture / the issues

I design programs that:

are scalable to span audiences and levels
are relevant to multiple functions and levels
link to on-going and planned initiatives
communicate a consistent message to all participants
are customized to reflect your reality
give people the opportunity to act on the learning

Niclas Nordensved

Learning designer

Methodology