Today, Instructional Designers are stretched thinner than ever before. The requests for new training to work in the post-pandemic world continue to mount. Training departments around the country are being asked to create new learning experiences faster than ever before. We want training, we want it to be short, we want it to drive new behaviors, and we want it now!
One of the earliest steps in the Orgwide Course Development Methodology is determining the information, experiences, and materials to be included in a training program. The team here at Orgwide finds it beneficial to organize this information around 4 instructional expectations: What the learners will Know, Do, Believe, and Achieve after taking the training. We refer to the document that outlines this as the “High Impact Learning Map” or HILM. Once documented, these expectations can be prioritized and converted to specific learning objectives. These learning objectives constitute the framework upon which the course is designed and delivered.
First is Know. This answers the question: What will the learner KNOW after taking the training. The “knowledge transfer.” The accompanying chart shows some of the types of information that might be found in the “KNOW” column of our HILM. Achievement of the KNOW can be measured by learners taking a job knowledge check, quiz, or test.
Second is Do. This answers the question: What will the learner BE ABLE TO DO after taking the training. These include the learning objectives for the course (“Will be able to’s” as instructional designers like to say) and outline the new behaviors that are desired from the target audience. The DO achievement is measured through observation or other means of proving the performance of a task.
Third is Believe. We know from Malcolm Knowles’ adult learning theory that adult learner’s motivation to learn is internal and is rooted in a “need to know why I need to know.” Knowles describes this as; Adults are most interested in learning subjects that have immediate relevance to their job or personal life. The question instructional designers need to answer here is: What does the learner need to BELIEVE in order to be motivated enough to change their behavior and put the KNOW to work and DO the new skill?
Finally, there is Achieve. This final pillar looks at the outcomes from the changed behaviors enabled by the new job knowledge. Will costs decrease? Revenues increase? Customer Satisfaction increase? Reworks decrease? What is the business outcome that is driving the desire for the creation of this new training? Orgwide likes to ask: What measure will you look to in order to know the training actually worked?
When developing the instructional expectations and objectives, it is helpful to also consider how you will “confirm” the results of the course or program. As shown in the following table, we suggest a combination of tests, direct observations, and valuations of specific outcomes are the appropriate confirmation methods for most courses.
| KNOW | DO | BELIEVE | ACHIEVE |
| As a result of participating in this program, students will know: | As a result of participating in this program, students will do: | As a result of participating in this program, students will believe: | As a result of participating in this program, students will know: |
| • The organization’s vision and the missions that energize our teams everyday • The history of our organization and the foundations of our service • The organization’s culture, service philosophies, and team expectations • How our organization operates and your role in our success | • Complete a “first pass” professional development plan • Behave in accordance with our organization’s standards • Create their NHO 90-day checklist | • Our organization is a great place to work • Our organization looks after team members • If you work hard, anyone can have a career and future here | • The organization’s vision and the missions that energize our teams everyday • The history of our organization and the foundations of our service • The organization’s culture, service philosophies, and team expectations • How our organization operates and your role in our success |
If you are faced with the request to create new training to support your organization in the “post pandemic world” or need a way to measure the impact of your training on the business – try using the HILM and see if it improves your outcomes. Questions? Give Orgwide a call. We’d love to help!