Frequently Asked Questions

 

  • In my current role, I frequently develop onboarding and “just-in-time” training used company-wide. I am comfortable creating online (asynchronous & synchronous), hybrid, and in-person instructional experiences. Some specific examples are shown in my portfolio, linked in the menu above.

  • Instructional Systems Design
    Training & Development
    e-Learning
    Learning Management Systems
    Storyboarding & Authoring Tools (ex: Articulate 360, Camtasia, etc.)
    Video Creation & Editing
    Project Management
    Instructional Technology
    Content Management Systems
    Adobe Creative Suite
    Google Workspace
    Microsoft Office Suite
    Active Learning
    STEM
    Assessment
    Problem-based Learning
    Simulations

    …please see my LinkedIn for more.

  • Frequently, I am tasked with building a training in a field with which I have limited specific knowledge. Communication, building rapport, and establishing strong working relationships are how I leverage their knowledge and expertise to recommend the best solutions.

  • After the first three days of onboarding with me, new enrollment analysts begin working with our account’s enrollment trainer. By this time, new hires have been inundated with general information about the company, benefits, etc. When they were beginning enrollment training, it was taking almost an entire day to familiarize them with the software and resources they would be using in their everyday job. Identifying a process gap, I worked with the enrollment SME to develop a primer course for new hires, giving them insight into the software and resources. It provides definitions, links that can be bookmarked, screenshots, a general workflow, and how all of it is interconnected. This way, when new enrollment analysts reach our enrollment trainer, they’ve already heard the names of our systems and resources, have them bookmarked, and have documentation they can refer back to, if necessary.

  • Originally, training for about 12,000 staff on the new LMS was designed to be primarily instructor-led and in-person at varying locations on March 16, 2020 with an asynchronous option for those staff members that were unable to attend. In addition to supporting over 200 staff and 2400 students in my site-based position adjust to the new virtual classroom environment, the Vanguard Team (made up of about 10 individuals, including myself) was also tasked to adapt what we had already created for an online environment and to revisit/edit the asynchronous, online option. We collaboratively developed a knowledge base as well as created a self-paced, asynchronous and a virtual, instructor-led training both including micro learning, modules, facilitator guides, skills checklists, and interactive content.

  • When developing an online, asynchronous course, the client disagreed with the type of resources used for some of the assessments. This made it clear that we were not on the same page. After some more communication, paraphrasing, and collaboration strategies, I discovered she was not comfortable with the amount of technology integration. With that knowledge, I was able to adjust the course and we were able to move forward in designing an engaging, interactive course with a “comfortable” amount of instructional technology integration.

  • • Including different modes of learning content.

    • Offering flexible tools and content (path and pace).

    • Allowing for reflection and ownership over the learning.

    • Frequent data collection in order to make data driven instructional decisions.

  • My current role requires the input of multiple stakeholders when designing instruction. Often, I am unfamiliar with specifics of the field and require the expertise of SME.

  • I primarily use the ADDIE and SAM models for instructional design. Typically, I will conduct a needs analysis, which includes identifying what resources already exist and where knowledge or process gaps might be found. It is during this step where I begin building rapport with the SME(s) and get a feeling for what final product would have the highest ROI.

  • Depending on the learning program, I may employ multiple ways to measure the effectiveness of the design. In my current role, we are fortunate to have analytics built into the programs employees use each day. This provides data on the skill level, processes, and time which I can use to compare before and after the instructional intervention. Frequently, I will employ surveys for all stakeholders. Recently, we have also seen a higher retention rate which is due, in part, to the engaging trainings being provided (as per survey results).

  • Using Adobe Creative Suite, Canva, Adobe Captivate, and Articulate 360, I have created the following:

    • Take-Away” documents
    • Instructional videos
    • Desk references
    • Infographics
    • Storyboard
    • Knowledge checks
    • eLearning course
    • Virtual escape room
    • Coaching plan
    • Narration scripting
    • Roll-out, follow-up, and project evaluation plans
    • …and much more.