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Carl Roodnick Go-to learning and development consultant and hands-on instructional learning designer and training course developer, when I not editing, sub-editing, proofreading, or sourcing written content as a Journalist.

Showing category "resources" (Show all posts)

Content Development Interview Priorities

Posted by Carl Roodnick on Wednesday, February 28, 2024, In : Content Development 
How do you ensure that you answer the questions right in a Content Development Interview?

LinkedIn posed the question above in a Content Management post. Here's my best practice response:

  1. LISTEN attentively and actively. This means balancing eye-contact and nodding with concise note-taking.
  2. SEEK CLARITY when regaled with jargon, shop-talk, and curved-ball statements,
  3. REFLECT to confirm your understanding.
  4. PROBE to gain what has not been stated - those unspoken gaps and unknown factors critical to ...

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M = Mastery

Posted by Carl Roodnick on Friday, April 1, 2022, In : Learning Transfer 
Leadership: The Catalyst for Learning Transfer and Impact*

The challenge is how leadership can actively facilitate the effective transfer of recent learning investment; whether by follow-through, coaching, mentoring, and modelling; and particularly by creating time, opportunities, resources, and empowerment for learners to practice and apply newly acquired learning in the work environment.

Implementation and Evaluation

Perhaps it is time we revisit, re-assess, and redefine what both implementati...

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M = Mastery

Posted by Carl Roodnick on Wednesday, September 22, 2021, In : Learning Transfer 
The challenge is how leadership can actively facilitate the effective transfer of recent learning investment; whether by follow-through, coaching, mentoring, and modelling; and particularly by creating time, opportunities, resources, and empowerment for learners to practice and apply newly acquired learning in the work environment.

Perhaps it is time we revisit, re-assess, and redefine what both implementation and evaluation of learning mean in the context of successful transfer of learning to...

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A = Ageism

Posted by Carl Roodnick on Wednesday, February 19, 2020, In : Industrial Relations 
Bizcommunity.com carried an 18 February 2020 article titled: Enough of 'OK, Boomer' highlighting Boomer versus Millennial shenanigans. This is what it had to say about ageism:

Should an individual feel he or she might has been unfairly discriminated against because of age, Nicol Myburgh, Head of the HR Business Unit at CRS Technologies says there are various steps that can be taken.

“At the most basic level, the employee should report the issue to the HR department.”

I commented that failure...

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L = Learner Engagement

Posted by Carl Roodnick on Friday, September 20, 2019, In : Engagement 
Some of the ways we reinforce learning, could be adapted for "hearing it twice". These would obviate any boredom or tedium some may find find due to mere rote repetition.

So, what I am proposing is utilizing simple checklists the second time around. For instance, a peer could be requested to read "our guidelines for working together” the first time; to ensure everyone had "got it" and concurs with the spirit of each guideline, each participant either goes online or is issued with Our Guideli...

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M = Microlearning

Posted by Carl Roodnick on Monday, August 20, 2018, In : Learning Transfer 


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D = Death by PowerPoint

Posted by Carl Roodnick on Monday, March 5, 2018, In : Learning Transfer 
Scenario
Only PowerPoint Presentations or a more blended learning approach?
The uploaded image from LinkedIn's Instructional Designers and Curriculum Writers forum refers.

Comment and Solutions


What are your views and comments in this regard? Have a similar problem and want to explore alternatives? Kindly click on the Contact Us button on the top of this web page, and drop us a note.



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E = Elements of Learning Experience

Posted by Carl Roodnick on Thursday, February 1, 2018, In : Learning Transfer 
What elements would you include in a comprehensive learning experience toolkit? I attempt to expand on an already extensive list provided by a fellow LinkedIn Learning, Education and Training Professionals Group member.

You may have to increase your screen-size setting somewhat in order to expand this LinkedIn graphic, for a more comfortable reading experience.

Which elements would you like to add, discuss, or inquire about? Kindly click on the Contact Us button, which you will find towards the...
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Evaluate for Plagiarism

Posted by Carl Roodnick on Tuesday, September 26, 2017, In : Evaluation 
The elephant in the room is Evaluation – as per the ADDIE Model of Analysis, Design, Development, Implementation, and Evaluation.

Granted, this is usually applied as ADDIE; but there is a strong case for applying it as ADDEI; where the necessary due diligence and checks other than fit and proper are performed prior to trade and roll-out.

If you are a training material broker, it would be irresponsible for you to trade in content that is not Subject Matter Expert (SME) vetted and checked for p...

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M = Measuring Training Writing/Writer's

Posted by Carl Roodnick on Tuesday, March 14, 2017,
Jada M Addison, MA, an Innovative Change Agent, Resourceful Knowledge Executive, Agile Training Specialist, asked on LinkedIn:
How Do I Measure Training Technical Writing/Writers?

"I will be adding two technical writers to our ever-growing training and development team. I will need to create criteria for measuring their written work.
  • What is the best way to determine the quality of the work they produce? 
  • Is it best to create a written feedback form and send to participants and ask them to measu...

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T = To Measure or not to Measure Writing Outputs

Posted by Carl Roodnick on Tuesday, March 14, 2017,
Training and development generally, and technical writing particularly are not like baseball - three strikes, and you're out.

Rather, it is an iterative process, with as many SME reviews and corrections as it takes to produce quality documents.

Typically, with writing any piece of content, measuring is more an art than a science. It's like asking how long is a piece of string? The reason being, that content length and complexity varies from project to project, with multiple variables, some unkn...

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70:20:10 Learning Mix

Posted by Carl Roodnick on Wednesday, June 22, 2016, In : Learning Culture 
Seventy-Twenty-Ten Learning Mix or 70:20:10 Learning Mix-up?

Attracting and retaining savvy talent has got - well - complicated. Gone are the days when a mechanistic model of learning could be willy-nilly applied in the workplace with any measure or hope of success. Here are some reasons why.

What could you gain from a fifteen-minute free consultation over the phone or exchange via email? You won't know until you have taken up this offer. Click on the Contact Us button at the top-right of this ...

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S = Stickability

Posted by Carl Roodnick on Monday, June 20, 2016, In : Learning Transfer 
So how does learning stick?

Glad you asked. The post from Linked In's Learning, Education and Training Professionals Group below, attempts to answer this.

See the Learning Transfer category for more great ideas (You may need to zoom in to get a clearer view).



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N = Needs Analysis

Posted by Carl Roodnick on Monday, January 26, 2015, In : Needs Analysis 
So often the perceived need is band-aided - by providing soft-skills training in order to help managers achieve their goals

Click on the upper graphic to gain the gist of a similar LInkedIn correspondent's dilemma. Thereafter, click on the lower one to find my response to his question, together with several new and allied questions that arise, as I attempt gain clarity around what indeed led to his original question, and how best to tackle it.



Does this discussion spark off or resonate with a q...

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I = Instructional Designer

Posted by Carl Roodnick on Monday, November 10, 2014, In : Instructional Designer 
How would you describe the role of an Instructional Designer? 
Is this distinct from that of a Subject Matter Expert?

Glad you asked - as this was the subject of a LInkedIn query to which I replied. Also under discussion, was the pivotal process of Needs Analysis and Subject Matter Experts. Intriguing? Zoom in on the graphic below for more:



Have you or do you need to determine a perceived learning need, and want to discuss this with a Learning Specialist or Consultant? Kindly click on the Contac...

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T = Training as a Service

Posted by Carl Roodnick on Wednesday, October 15, 2014, In : Capturing Market 
Training as a Service (TaaS) is the latest buzz phrase - where training providers consciously choose to change their traditional offerings from being merely product-based to being service-driven in order to keep abreast of the shift in the training market.

For far too long providers of training have been content to put their products out there in the mistaken hope that clients will place their orders accordingly. I make the case for a mind-shift, based on the latest thinking and best practices...

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C = Case Studies

Posted by Carl Roodnick on Friday, September 5, 2014, In : Design & Development Tips 
A request was made  via a LinkedIn posting, for case studies which could be used to train analytical thinking to Sales Managers needing to grapple with analysing financials

Case studies and scenario-based examples are useful when training problem-solving, decision-making, communication skills, and occupationally-based content.

Zoom into the graphic below for a more pleasant reading experience if you are interested in finding a best practice solution that fits your need.



Click on the Contact Us b...

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O = Online Training

Posted by Carl Roodnick on Monday, September 1, 2014, In : Learning Culture 
The case for online training

The question was asked in a L&D Professionals LInkedIn posting whether online training is important. I offered a candid view  which you can click on or zoom into below for a more reader-friendly perusal:



At the end of the day, online learning has its pros and cons, depending on your company's learning culture, infrastructure, budget, and in-house expertise. Kindly click on the Contact Us button at the top-right of this screen, if you would like to discuss a blended ...

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Managing Learning versus Talent Development

Posted by Carl Roodnick on Friday, August 1, 2014, In : Development Goals 
Is there a difference between Learning Management and Talent Development?

A question along these lines was posed in the Learning and Development Professionals group on LinkedIn. While the contributor noted that not all organisations made this distinction, he believed there should be a difference.

Here's that posting together with my comments. You may need to zoom into the graphic below in order to make the text more legible:



Both affect succession planning and career-pathing, and both involve a ...

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B - Blended Learning

Posted by Carl Roodnick on Wednesday, June 18, 2014, In : Learning Culture 
The more traditional versus e-Learning decision

Never before has the debate and decisions around whether to opt for e-Learning solutions in favour of more traditional classroom-based learning raged more loudly.

Now I concur with a LinkedIn Contributor's carefully considered viewpoint, which you may need to zoom into in order to read our discussion more clearly:


I consult on this and other learning and development considerations. Kindly click on the Contact Us button towards the top-right of you...

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S = Scenario-based Roleplays

Posted by Carl Roodnick on Monday, June 2, 2014, In : Design & Development Tips 
A LinkedIn Contributor lamented the time expended when opting for scenario-based role-playing during the design and delivery phases of a learning programme. I beg to differ . . .

Kindly zoom into the graphic below to gain a clearer view of this scenario (pun intended) and the time-saving strategies that I propose he follow in order to effectively utilize this best practice:



I have some additional guidelines for identifying, recruiting, and collaborating with potential Subject Matter Experts to ...

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I = Induction

Posted by Carl Roodnick on Monday, June 2, 2014, In : Onboarding 
A fellow LinkedIn Contributor request assistance with coming up with a suitable induction programme for new employees.

Here's his posting together with the strategy that I proposed he follow. Kindly zoom into the graphic below for a more comfortable read:


I can probably be of assistance to you too! Please add your query, by clicking on the Contact Us button, which you will find towards the top-right of this screen for my attention.

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D = Developmental Goals

Posted by Carl Roodnick on Thursday, May 29, 2014, In : Development Goals 
How many organisational career developmental objectives are too many?

How long is a piece of string? Well, I was able to offer some best practice guidance to a LinkedIn contributor who posed a similar question. Zoom in on the graphic below to view this scenario and my inputs:


Every organisation has career developmental needs - to ensure employee engagement, career-pathing, fast-tracking high performing talent, providing quality candidates for future promotion and succession planning. Click the ...

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L = Learning Culture

Posted by Carl Roodnick on Monday, May 26, 2014, In : Learning Culture 
Where do you begin when you want to instil a culture of learning in your organisation?

I was fortunate to spend around a decade and a half in high performing organisations that were modelling themselves as learning organisations. So here's how I responded to a similar query raised by a LinkedIn contributor (you may need to zoom into the graphic below for a more comfortable view:



You are welcome to pick my brain should you aspire to instil a culture of learning in your company, organisation, or ...

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C = Compliance Training

Posted by Carl Roodnick on Thursday, May 22, 2014, In : Compliance 
How do you get and keep employees engaged with legislated compliance duties?

A LinkedIn group member raised a similar issue in a posting which I and other replied to with some creative solutions for her consideration and action. Kindly zoom in on the graphic below for a more comfortable view:



Does this resonate with you? Are you faced with tough training and development challenging training requiring some out-of-the-box and proven curriculum solutions and strategies? Then click on the Contact U...

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I = Intrinsic Learner Motivation

Posted by Carl Roodnick on Wednesday, May 21, 2014, In : Design & Development Tips 
How do you intrinsically motivate learners to attempt and persevere learning content?

Here's how I replied to this difficult challenge when designing learning content in a LinkedIn comment. You may need to use your computer's zoom function to get a larger view for more comfortable reading.



Perplexed about where to begin designing content for your learners? Consult me now by clicking on the Contact Us button located towards the top-right of this screen.

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E = Evaluation

Posted by Carl Roodnick on Monday, May 19, 2014, In : Evaluation 
A LinkedIn connection requested assistance with finding techniques to check and measure technical behaviour training for some 600 employees. Here's how I proposed she proceed:

(You may need to adjust your screen zoom setting in order to clearly read my response below)


Should you have similar or different training query, kindly click on the Contact Us button which you will find towards the top-right of your screen, and type in your query.

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S = Software Training Solution

Posted by Carl Roodnick - Principal Consultant C R A on Friday, May 9, 2014, In : Design & Development Tips 
A LinkedIn member posted the details of her seemingly unsurmountable training content and customisation process dilema. How would you handle this? Here's how I suggested she remedy her problem:


Let me know what it is you're struggling with when it comes to generating training material content. I'd love to hear from you.

Chances are good that I have already encountered something similar and can offer you a workable solution.

Kindly click on the Contact Us button towards the top-right of this scre...

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T = Training Needs Analysis

Posted by Carl Roodnick on Wednesday, April 9, 2014, In : Needs Analysis 
Is Training Needs Analysis really necessary?
Here is my LInkedIn response to this question:


Before you embark on acquiring costly training or Instructional Design, talk to me about your perceived training need. It could save you an arm and a leg, or even your head! Call me on 083 99 46 989, or e-mail me via Contact Us by clicking on the button on the top of this page, and leave your comments.

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I = Intellectual Property

Posted by Carl Roodnick on Friday, March 28, 2014, In : Intellectual Content 
What's to stop your valuable Intellectual Property from walking out of the door?

Here's how I responded to this scenario in a LinkedIn Human Resources IQ posting:



I'm interested to hear your story in this regard, because C R A would love to collaborate with your team to implement viable solutions. Contact me now. Click Contact Us on the top-right of this screen or e-mail cwroodnick@gmail.com

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I = Insource versus O = Outsource

Posted by Carl Roodnick on Friday, February 14, 2014, In : Sourcing Training 
To insource or to outsource - that is the question!

I responded to a recent LinkeIn posting where a Manager was toying with the idea of training her own team. True, best practice states that HR belongs in the Line. But does that mean taking responsibility or being accountable for your team's development? Read on and comment:



Can you relate to this? I'd love to get your take on it. Call or e-mail me today!

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T = Transfer of Learning

Posted by Carl Roodnick on Wednesday, February 12, 2014, In : Learning Transfer 
How do you ensure effective transfer of learning? At times classroom, online, or printed content fails to enhance workplace performance on the job - what solutions are available?

Below is my LinkedIn comment to a similar dilemma to a posting in this regard. You may need to zoom in for a better view:



Does this ring some bells that you can relate to? I am available for consultations to explore solutions with you. In addition, I offer various Performance Support Toolkits which I can customise for ...

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A = Analysis

Posted by Carl Roodnick on Monday, February 10, 2014, In : Needs Analysis 
Suspect you may have a training need? How can you be sure that you are throwing time and money at the right thing?

A LinkedIn correspondent asked for guidance along these lines recently. Here's my take on the value of training needs analysis:



Does this resonate with you on some level - we need to talk - call or e-mail me right now. Let's explore possibilities!

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Need a solution? Need a pro to get it done?


Carl Roodnick Associates I research, design, develop, and customise your CONTENT - whether an editorial article, training course material, or policies, procedures, and other written or published documentation. Having done so for many years, I am able to offer you professional curriculum consulting besides specialist implementation services. If content is king - Carl Roodnick Associates is your King-maker!

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