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For a profession dedicated to helping others learn, we sure do love a bit of lingo in the learning and development profession. At first glance we might sound like professional hipsters. Really this lingo represents the fast moving pace of change in the industry. We are racing to bring to life engaging learning experiences and use new technologies and techniques more widely available in other communication professions. With that comes a whole swathe of lingo because we almost don’t know what to call our roles and what we do. We just know our intention is to create truly gorgeous learning.
In attempt to help explain what we are on about to our customers and the teams that interact with us Change Republic have decided to try to decode what we mean when we say what we do. Here’s our attempt to help you understand learning and all of our lingo.
Organisational Development and Strategy
The skills, ability, aptitude and knowledge your people. It is a description of what your employees are capable of as a group.
Capability analysis is a review taken to understand the skills, ability, aptitude and knowledge your people need to achieve your companies goals.
L and D Data analysts use analytics from your business systems and other sources to provide data for learning solutions design, deployment and investment. Data Analysts helps to improve outcome tracking and ROI as well as gain new insights into the challenges of your workforce.
Designing the way people learn the skill they need. This would include, learning frameworks, learning channels and the technology used to deploy that learning
Learning Frameworks identify how adults learn. This is the basis on whch learning is designed so understanding which framework someone is using is a good way to ensure that you are getting the type of learning you want in your business. Some examples are andragogy (using prior experience), transformational learning and experiential learning.
A learning partner will work with an individual business unit to understand their business objectives and align learning strategies to meet those goals.
Designing the way people learn the skill they need. This would include, learning frameworks, learning channels and the technology used to deplay that learning
Learning Technology :
The technology used to enhance peoples learning.The most common example at an enterprise level would be your learning management systems or LMS
Learning Technology Transformation:
This involves looking at the technology you use to deploy learning and identify ways to deliver learning in platforms and environments that best suit your workforce.
Organisational Development takes a long term view of the organisation and looks at the structure, capabilities of your organisation and how you can lead change to get better competitive advantage, Organisational Development helps to drive change programs and plays a key role in the strategic capability in organisations.
Planning, co-ordination and implementation of change programs. Includes managing multiple vendors to create an integrated learning program.
Social Learning Strategy:
Social learning involves learning from others, today it also means the way we use social media style platforms to help employees learn from each other.
Training Needs Analysis
Training Needs Analysis identifies training and development needs of its employees so that they can do their job effectively. It identifies where peoples skills are now and the gap in their skills. This gap is covered by training activities,
Workforce planning is a process used to align the needs and priorities of the organisation with those of its workforce. It looks at technical regulatory and market factors that impact on your workforce.
Learning Design and Development
Blended Learning Design
Blended Learning design covers learning in multiple formats and environments. They identify what is best learnt online, in workshops, virtual workshops and coaching. Blended learning is increasing in importance as we deliver learning in multiple formats and channels.
Digital Instructional Design
Creating online learning experiences that integrate and infuse digital tools like video, animation, web content and digital content in ways really engage the learner.
Digital Learning Design
Learning Design is the framework that supports the digital learning experiences. It involves decisions about the channels. content, structure, timing, adult learning strategies, sequence of learning activities, and the outcomes this will create as well as the nature of technology used to support learning.
Designing the online learning modules that your teams will use, This includes, the concepts and knowledge they need to learn and the order that this will be learnt in. This can be done by instructional designers or graphic designers.
Face to face instructional design
Face to face Instructional designers focus on designing workshops that are delivered face to face in a group environment.
These are the guides that show facilitators how to run training activities.
Instructional designers designing courses and learning programs. They create training materials which are delivered by e-learning or in workshops or other similar learning activities.
A learning architect will take a wholistic view of your learning program and develop a clear vision and learning roadmap that brings together learning tools, learning platforms, and learning content. They will focus on your outcomes while making the learning easy to use, scalable and make sure the learner has a highly engaging experience.
Learning Developers build e-learning within purpose built programs, They are able to write code and operate these programs to bring learning to life on the screen.
Learning Experience Design
Learning experience designers use methods like research, experimentation, ideation, conceptualisation, prototyping, iteration and testing to deign learning.
Simulations are scenarios where the learner is placed in a situations and they learn by interacting in that scenarios. Simulation development involves developing scenarios that are relevant and specific to your learners.
Program Designers are instructional designers who will design an entire learning program for instance a leadership development program.
A solution architect will translate business requirements into potential learning needs and provide practical advice for defining learning solutions This includes target audiences, required skills and levels of competence, delivery logistics and timing, cost and impact tradeoffs
Maintaining good working relationships with the people you are working with. Keeping them engaged and informed in the the process.
Subject Matter Expert
An internal expert who has the knowledge that the learning program is aims to share. Instructional designers will consult with them to understand the content that needs to go into the learning program.
A storyboard is a graphic representation of how your digital learning will unfold. It will look at how each screen will look and the high level content that will be included. It is a step in the design process that is signed off before the development of the learning.
If you think we are wrong, have missed something or just want to contribute please hit us up at firstname.lastname@example.org