My Learning Blog

Important Note : Assume that there is a separate the content QE process that addresses script styles, grammar and other issues for the script and this QE refers primarily to the functionality check. There are no missing instruction text. Instruction/common text are consistent and accurately written. Popups, glossary, resources, jobtools, instruction text, page numbers, slide numbers, coach, tutor and all other course features and attributes function as expected. Exceptions are well-addressed. Popups, glossary, resources, jobtools, instruction text, page numbers, slide numbers, coach, tutor and all other common course features and attributes have consistent look and feel and reference, for curriculum development. The content flow is alignes with the script. Reverse flow is well desgned. There are no usability concerns - for example, no distinction betweem visited and not visited states. Outstanding alpha, beta and other issues are adequately addressed and implemented. Image quality and ...

A colleague told me yesterday that sometimes just to evoke a reaction or kick up a discussion, he intentionally misrepresents a fact. Nice strategy!

Know who your prospective manager. Get information from your prospective manager on the attrition rate in the team. His/her answer would be a good indicator on the kind of manager he/she is. Obviously, lesser the attrition, more successful the manager. Find from him/her your first assignment and how you would be considered successful--you would know how much thought has gone into working out your role description or how important the role is to the organization. Insist on meeting other members of the organization--you would get a clue of the culture and the people in the organization and whether you really fit in that environment. If you aren't happy with the salary being offered, make sure your prospective mananger knows of it and find out how they plan to address this concern once you onboard. Typically, if you aren't really happy with the salary offered and salary is your primary motivator, I would recommend not accepting the offer--I believe that one of the best times for n...

Set expectations on the role of mentor If the mentee is new to the organization, make him/her welcome; if not, express happiness in working together Structure mentoring plans on a weekly, daily and hourly levels Create a blend of guided and unguided, self-paced and time-based components If you have work other than mentoring, discourage the tendency of the mentees to seek clarifications any time. Allocate time in the middle/end of each day for questions Be open and honest about things that you don't know Follow-up

The clients blowing things out of proportion and getting intolerant about the minutest slipups The production team just does not get it! A peer asks the question already addressed in an email sent days ago A team member commits the same error explained a number of times before The production team forgets to implement the change so important for the client These are some of the frustrations I face in my role as a Learning Strategist, just as many other professionals in this role. In time, my best practice has been to be polite. If that's tough to be rightaway, I just take a break - coffee, tea, friends..anything that allows me to be kind to the 'perpetrator' :) and gives me space to be able to present my dissatisfaction in a dignified manner. I have to accept that there have been times when I have been direct in my criticism. Having done that, I have almost always regretted my action - it takes away team spirit and the scars sometimes remain much after the project is long ov...

I completed another one of my performance appraisals last Thursday. My best practices for writing self review: Keep the records straight: I keep aside postive mails, records etc. received over the year in a separate folder. This practice not only helps me remember my accomplishments for the year but also provides enough material to substantiate my claims. Leave aside unnecessary humility or modesty: My self review states the facts for the year. Places where I have led, taken initiative, influenced a decision are stated as is. A self review document is a business document. Shying from stating acheivements as is can backfire. Substantiate each claim: If client consulting is my strength. I provide examples justifying this claim. If multitasking is another of my strength, I state the number of courses I worked on, activities I undertook in addition to the project work. Clearly state next year's goals: I keep the goals for the upcoming year achievable, measurable and aligned to my inter...

Strategy: Work out the curriculum and course level instructional strategy. Identify consistent elements for the entire curriculum - what are the look-and-feel elements and functionality what will remain same for the entire curriculum. Identify the disparate elements - what look-and-feel elements and functionality will change for a specific course within the curriculum so that the learner interest is maintained. Work out a higher level assessment strategy for the entire curriculum. Decide if pre- and post- assessment will be provided at curriculum level, course level or both. Scripting: Maintain a comprehensive style guide. Keep the document alive. Maintain a glossary document that houses the glossary terms and descriptions for all the courses, as they develop. You will be able to easily reference this document for newer courses. Make sure the design changes as a result of content variation is aligned to the curriculum look and project scope. Keep an eye on the word count to make sure t...