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Let's talk about the strategic advantage of Instructional Design

John  Parsell

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Three Ways to Enhance Your Instructional Design Resume

9/22/2020

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As a leader with experience hiring Instructional Designers (ID), there are three tips I find myself giving to every ID who asks for feedback on their resume. 
  1. Fill your resume with quantifiable achievements and outcomes 
  2. Use a simple, easy to read, layout that includes a strong title and summary
  3. Have a portfolio that works

The most common response I receive is "What's a learning outcome?  Do you have an example?"  In this post we'll explore where to find quantifiable learning data, compare learning outcomes vs. outputs, review how to create an effective layout, and identify what hiring managers like myself look for in a portfolio.

What is a learning outcome?
Instructional Designers help to solve business problems.  This is the value we create for an organization. We show this value by measuring the effectiveness and impact of our learning solutions.  These are known as outcomes.  Your resume should be a reflection of the outcomes you've helped to achieve for an organization.   ​It's the best way to show the value you'll bring to your next team.

Hiring managers want to see the impact that you've created in the past so they can imagine the impact you'll achieve for them.  Unfortunately many of us fill our resumes with job responsibilities and lists of training materials we've created.   These are known as outputs.  Outputs are the modules, videos, tools, and programs you've created to solve a business problem (a.k.a, achieve an outcome).   

Learning outcomes vs. outputs
Here's a simple example of a learning output vs outcome.

Output:  Re-designed the Customer Service Representative (CSR) onboarding curriculum by converting instructor led content to elearning modules.

Outcome:  Reduced time to onboard CSRs by two weeks while maintaining new hire proficiency standards.  We converted 80 hours per new CSR spent in training to time spent supporting customers.  In 2019 we returned over 2,000 hours to Operations.  Our courses received an average 4.5-star quality rating (out of 5) and the curriculum achieved an overall Net Promotor Score (NPS) of 70.

Notice the difference?  The outcome provides quantifiable data showing the impact of training outputs provided to the organization.

I don't have outcomes!
Maybe measuring learning outcomes isn't a requirement at your organization or your team is working up to that capability.  Either way, I'm sure you can find some quantifiable information to share.  Here are a few avenues to start searching for the information you need.
​
  1. Your LMS:  Most learning management systems track test scores and completion rates.  Even better if it has a rating system or comments that you can pull from.
  2. Survey data:  Your Learning organization is probably surveying participants at the end of a training program.  You can use this data to show what people thought of your efforts. 
  3. Do the math:  Think about your last project, did you save time, reduce the need for resources, or make training more accessible?  If you flip an instructor led course to self-paced and save 100 employees 30 minutes each, that equates to  3,000 minutes (100*30) or 50 hours (3,000 / 60) returned to the organization. 
  4. Ask:  Seriously, go back to the team you supported with training and ask if they have any data to measure the impact of your work.  "Last month I built a course to help CSRs learn how to up-sell X product.  How are they doing?  Do you have any data I can look at to show if there's been a change?"  You can use this data for your resume and to support the work you're doing for your current organization.
  5. Other achievements:  If you're in school or transitioning to an ID role, think about the work that you've done in the past and how it's relevant to an ID role.  Quantify that information on your resume as much as possible.  Here's a great resource from the Colorado Christian University.

Example outcomes and quantifiable outputs
The following list contains examples of outputs with quantifiable information and outcomes.  I've highlighted what I consider the most important component in each.  

  • Rapidly developed five elearning courses to support the transition to a virtual sales curriculum. Participants rated the courses an average 4.5 out of 5-stars.
  • Developed a two week blended curriculum to support the onboarding of CSRs.  The curriculum received a 70 NPS from participants.
  • Led a cross functional team to develop and launch a Learning Center website including reference guides and instructional demonstrations.  Viewed over 2000 times the demonstrations received an overall 96% approval rating.
  • Increased certification scores by 10% through the creation of a practice exam and supporting micro-learning videos. 
  • Partnered with Human Resources to develop training that supports employee engagement and development.  70% of participants entered a development goal into our HRIS system.
  • Supported an 8% increase in customer referrals to trusted partners with a micro-learning curriculum served to CSRs over a 3 month period.  
  • Led the process to transition 7,000 courses from our current Learning Management System to our learning experience platform.
  • Created a monthly email digest to inform employees about valuable learning programs, supporting a 10% increase in learning library course completions in Q4 2019.
​
Optimize your layout
Refreshing the content of your resume isn't the only way to improve your chances of getting an interview.  According to an eye scanning study by The Ladders in 2018 most resumes are scanned for about 7.4 seconds in an F or E pattern.  This means that recruiters and hiring managers are quickly scanning the top of your resume , from left to right, before moving their eyes down the left side of the page for relevant information.  When they find something relevant they move their eyes across the page to the right, forming an F or E pattern.  Repeating this process until they are finished.  You can use this research to your advantage.

"they (recruiters) scanned the left side of the resume evenly, picking out titles and reading supplementary information as necessary." The Ladders
The Ladders - Resume Eye Tracking Pattern
Eye-Tracking Study, The Ladders 2018

Capture attention
Capitalize on recruiter and hiring manager scanning patterns by doing the following.
  1. Simple layout:  "Clear, simple layouts with clearly marked section and title headers.  Use bold job titles supported by bulleted lists of accomplishments."  Eye-Tracking Study, The Ladders
  2. Add a title:  Use the title of your resume to tell people who you are.  Don't just list your name.  Example: I'm an engaging senior leader and experienced Instructional Designer.
  3. Include a summary:  "A resume summary statement is a one to two-sentence professional introduction that you can add to the top of your resume to highlight your most valuable skills and experiences. The resume summary can help employers quickly learn whether you have the skills and background they require." Indeed.com 
  4. Highlight accomplishments: I've had great success highlighting five or six relevant accomplishments and outcomes at the top of my resume.  It quickly shows my value to a recruiter and hiring manager.
  5. Bold important content.  Example:  Developed a two-week blended curriculum to support the onboarding of CSRs.  The curriculum received a 70 NPS from participants. Nielsen Norman Group

Example resume
Here's the layout and actual summary I use for the top of my own resume.  The Achievements are taken from the examples above.
Sample Resume
Sample Resume

​Portfolios
Should you have a portfolio?  Yes.  Whether it's real or full of imagined sample projects, a hiring manager will want to see the type of work that you are capable of creating.  A strong portfolio gives them a visual representation of your work.

Three tips based on portfolios I've reviewed.
  1. It has to work:  I can't tell you how many courses I've reviewed that simply do not function.  If your content doesn't function as intended it can give the impression that you don't have strong attention to detail.  
  2. Images are fine: I don't need to see all the cool e-learning interactions that you've created.   A gif or video demo works fine as well.
  3. Share some Context:  Give me just enough of a taste to understand the problem you are solving and your design & development skills. 

In closing
As an Instructional Designer you have the ability to create immense value for your organization.  Make sure that you are taking the time to capture that value to promote the work of your team and your own career.  Here's a quick recap and some resources to help you enhance your resume.  

1. Start measuring outcomes 
If you're not measuring outcomes today, that's OK!  Develop a plan and start now.  Here are some resources to get you started.   
  • Research Kirkpatrick's four levels of training evaluation.  This is an easy way to get started and formalize the measurement process at your organization.
  • Before starting a project, ask what success looks like after training is complete.  If you know what success looks like, you can work with your stakeholder to determine how to measure it.
2.  Use a simple layout
  • Eye Tracking Study, The Ladders
  • F-Shaped Pattern Reading Web Content, Nielsen Norman Group
3.  Have a portfolio that works
  • Images are fine! Here's an eLearning portfolio example from Devlin Peck
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Looking for Work?  Resources to Build Your L&D Skillset While You Search

3/25/2020

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Photo by Emma Matthews Digital Content Production on Unsplash
​With COVID-19 disrupting the economy, I thought it would be helpful to provide a list of resources that fellow learning professionals can use to build, maintain, and enhance their skills while on furlough, looking for work, or if you have extra time.  The following lists provides access to application free trials, recommended books that have helped me with my own career growth and development, links to some blog posts that you may find helpful, and other resources.

I'll update this post as I find more resources to share.

Please note, I'm not an affiliate reseller so I'm not making any money off of the following.

Free Application Trials and Tutorials
The following authoring and video editing tools offer free trials that you can use to build, maintain, and enhance your skills.
  • Camtasia - Screen recorder and video editor
    • Training tutorials
  • Articulate 360 - Popular eLearning authoring application
    • Articulate e-Learning heroes community
    • e-Learning challenges - Practice your skills!
  • Adobe Captivate - Popular eLearning authoring application
    • ​​Training tutorials
  • Adobe Premiere Pro - Video editing application
    • ​Training tutorials
  • Snagit - Screen capture recording and editing
    • ​​Training tutorials

Free Courses and Programs
Some great content has been made available recently.  I'll keep updating as I find them.
  • LinkedIn content to help you navigate the challenges of today's job market - Courses on building your job search strategy, networking, and interview skills
  • The Change Quest Model - The brain-based approach for thriving through change - A self-paced 90 day course on change initiatives.  Update: It is no longer a free course however, it is heavily discounted.
  • Cornerstone Cares - Free resources on working from home, managing stress and anxiety, remote learning, and COVID-19
  • Coursera - Over 100 free online courses.  You may be interested in the following.  Introduction to Neuroeconomics, Introduction to Personal Branding, a course on building chatbots, how to write a resume, and more.

Free Industry Reports
Stay up to date on the latest research and findings by industry leading organizations.  
  • 2020 Workplace Learning Report by LinkedIn Learning
  • Instructional Design Trend Reports by SweetRush
  • 2020 L&D Trends by Trainingindsutry.com
  • 2019 Training Industry Report by Training Magazine
  • State of the American Workplace by Gallup

Here are some additional reports from 2019.

Suggested Reading List
Here are some books that have improved my capabilities as a leader and learning professional.  They're not all directly learning related but I've read each of them and found them to be great resources that I go back to time and time again.
  • Innovative Performance Support: Strategies and Practices for Learning in Workflow - A great resource to help you enable your learners to succeed on the job.  
  • Slide:ology The Art and Science of Creating Great Presentations - Great book on how to develop engaging and influential presentations.  I use it as a reference when creating my own presentations.
  • Mindset: The New Psychology of Success - Learn about the power of having a growth vs. fixed mindset.  Something that you can pass on to your team, learners, family, and friends.
  • Never Split The Difference - Negotiating As If Your Life Depended On It - Inspirational book on how to negotiate and influence favorable outcomes.  The tactics Chris shares in this book really work.
  • Measure What Matters - Learn from John Doer how to harness the power of OKRs to achieve your goals.
  • Kirkpatrick's Four Levels of Training Evaluation - Learn how to evaluate your training program's using Kirkpatrick's methodology.  A must read if you are serious about analyzing the outcomes of your programs.
  • ISD From the Ground Up - Great book that I've used to help team members build a career in instructional design.
  • Crucial Conversations - Tools For Talking When Stakes Are High - I've read this book about three times now and it's had a great effect on my ability to have effective conversations.  I highly recommend reading it.

Blog Posts
Here are a few blog posts I've written that you may find helpful to develop your skills, read up on learning industry trends, achieve better training outcomes, and connect with other professionals in the learning and talent development field. 
  • Three Ways to Enhance your Instructional Design Resume
  • What does an Instructional Designer do?  They Solve Business Problems
  • ​Four Steps to Develop Your Skills
  • Be a Thought Leader - 5 Free Industry Reports to Stay Informed 
  • Four Questions to Achieve Better Training Outcomes
  • 10 Talent Development Articles to Leave it Better Than you Found it​

Industry websites
I've found the following sites to be useful in terms of providing me with consistent, quality, information pertaining to the learning and talent development field.
  • Joshbersin.com
  • cathymoore.com
  • mindtools.com
  • brittandreatta.com
  • td.org
  • learning.linkedin.com/blog
  • chieflearningofficer.com

​I hope that you find some value in these resources.  If you have questions or want to connect, I'm happy to do so.  Drop me a line!

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Be a Thought Leader:  5 Free L&D Industry Reports to get Informed

8/25/2019

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A few years ago I was given some feedback that I really took to heart.  I was told that If I wanted
to influence change and affect or set strategy within the organization that I would need to be seen as a thought leader.   At first I wasn't sure what to make of that feedback.  My immediate thought was something akin to "Great, now I have to become the next Josh Bersin or Richard Branson if I want to make a real impact".   

Steppping out of my fixed mindset, I did a little research to see what being a thought leader was all about.  What I found is that it's not just about popularity or fame, there's much more to it than that.  

"Thought leaders are the informed opinion leaders and the go-to people in their field of expertise. They are trusted sources who move and inspire people with innovative ideas; turn ideas into reality, and know and show how to replicate their success."  Denise Brosseau of Thought Leadership Lab ​

The first step in becoming a thought leader is to be informed about what's going on in the learning industry.  To that end, I've compiled a list of five free reports on industry trends from 2017 to 19. 
Free industry reports:​​
The following repots can be accessed either directly or by submitting your information to the website first.  A small price to pay for access to some great information.  I've included a one or two sentence summary about each and one key take away to help you determine if you're interested in learning more.
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2019 LinkedIn State of the Workforce Report
The 3rd annual​ report from LinkedIn Learning.  This report features insight into budgeting, marketing, closing skill gaps, and working across generations. 

One key take away: 
"Talent developers prioritize understanding skills gaps in 2019  with a 32% increase year over year."
LinkedIn, 2019 State of the Workforce Report

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U.S. L&D Report 2019:  Benchmark Your Work Place Learning Strategy​
​This report dives into the benefits of innovation within L&D teams and Inclusion & Diversity training. 

One key take away:  "The same L&D professionals reporting that their employees are highly engaged are 94% more likely to be offering those staff members classroom training.  No other modalities were linked as closely with employee engagement..."  findcourses.com (2019). U.S. L&D Report: 2019. Retrieved from http://www. findcourses.com/ld-report-2019

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Training Magazine - 2018 Industry Report
​Presented by Training Magazine, via trainingmag.com, this survey was conducted by an outside company.  It contains detailed data on budgets, expenses, and types of training used across small, medium, and large organizations.

One key takeaway:  ​"2018 saw an increase in the average expenditure for training outsourcing:  $422,321, up from $219,265 in 2017.  An average of 14 percent of the total training budget was spent on outsourcing.  The level outsourcing is expected tos tay relatively steady in 2019."   Trainingmag.com, 2018 Industry Report

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Training Industry Magazine - The Modern Learning Mindset
Note that this link doesn't provide you with access to the full report.  However, you can read  summaries of the information contained in the full version.  

One key takeaway:  "The business environment in which organizations operate today is vastly different than a few decades ago. Learning is no longer viewed in the context of an isolated, one-time training event. Learning is now viewed as a continuous process throughout the employee lifecycle, without a definitive expiration date."  Training Industry Magazine, The Modern Learning Mindset


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Gallup - State of the American Workplace
This report builds upon Gallup's 2013 State of the Workplace report.  It provides a detailed analysis of employee engagement, the benefits of highly engaged employees, and the changing face of work.   I enjoyed reading their piece on matrixed teams.

One key takeaway:  "Highly matrixed employees are 14% less likely to strongly agree they know what’s expected of them at work, compared with non-matrixed employees. In the absence of well-defined expectations and frequent, clear communication, multiple projects feel like a top priority, multiple team members’ roles begin to conflict and progress slows, hurting productivity outcomes."    Gallup, State of the American Workplace Report
​Combining the insights from the above reports along with your expertise and knowledge should allow you to form some thoughts on how you can enhance your learning organization.  Use this as base from which you can generate innovative ideas to solve the challenges faced by your company. 

Additional industry reports for purchase
If you are interested in doing some more research you can access additional reports from the following organizations.
  •  Association for Talent Development 2018 State of the Industry Report
  • Association for Talent Development Research Reports
  • Training Industry Magazine Research​

What am I missing?
Please share the sites and research, for purchase and free, that you use to learn about the latest trends in the learning industry. 
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Four Steps to Develop Your Skills

8/12/2019

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Learning to Surf
​​​My wife planned an amazing get away to Ocean City NJ this weekend.  We spent two whole days on the beach relaxing and soaking up the sun.  It was a sorely needed break from our normal day to day activities with our kids, chores, house and work projects.  Lucky for us, on day two we happened to set up our chairs on the beach designated for surfing.  We observed class after class of new surfers learning how to surf.  The instructors gave direction, then brought their students into the water to practice and apply what they learned.  Every time a student caught a wave the instructors enthusiastically cheered them on.  

As we watched, I told my wife that I loved watching people learn new skills.  That I had a real appreciation for these students as they would fall off the board and then swim back into the surf and keep trying.  It reminded me of some research that I had done on having a growth mindset and using the 70/20/10 model to craft a development plan.  She reminded me that we were supposed to be on vacation.  Fair point.  =)  
​​
​If you're not on vacation and are interested in learning how to craft a solid plan to achieve your development goals (surfing or otherwise) read on!  As a bonus I'll include a development goal of my own as an example so you can see the process in action.


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    About Me

    Engaging people leader and accomplished Instructional Designer with over 15 years of experience creating effective learning solutions and building innovative learning teams.​

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