Designing for Modern Learning: Beyond ADDIE and SAM Kindle Edition

Designing for the Modern Learner is a must-read for any learning professionals that have noticed their budgets and team sizes shrinking, while the workloads and the need to fills skills & knowledge gaps are still ever-increasing. I have been there, and it can be very daunting as you stare down a project so large you barely know where to begin.The OK-LCD model provides the tools and reasoning that will help you modernize your learning and enablement approach by making iterative improvements to your existing programs and by prioritizing the lowest-cost/highest-value work that will make a measurable impact on your learners' job performance.I now focus on empowering my teams by providing access to relevant "in the moment of need" learning resources, and by creating opportunities for social learning and knowledge-shares among peers.When a formal learning initiative IS needed, this model also provides the tools and business language to help you get leadership buy-in by demonstrating the expected ROI of your efforts.This is how we enable our teams by working smarter, not harder!

The old way of designing and delivering training has long been badly broken and in need of a complete overhaul, but no one in the industry ever wanted to rock the boat, raise a red flag, or point out that the L&D emperors had no clothes. So, thank you to Crystal Kadakia and Lisa M.D. Owens (as well as ATD) for introducing us to a new way of thinking about and creating more effective learning and development initiatives. While backed by research, "Designing for Modern Learning" is is not a textbook -- but a guidebook...and a handy, timely, and welcome one that will equip, enable, and encourage readers to shift their mindset, acquire a new tool set, and develop a much-needed new skill set. Lastly, not only is this book filled with tons of valuable content, but its aesthetically pleasing and highly effective visual design makes it not only an interesting and engaging read...but a must-read for anyone and everyone in the L&D industry.

I'm still working through all of the content in this book, but so far, I'm loving it! I own several L&D books and now being in charge of L&D for a startup, I'm really being challenged with how we create effective trainings that translate to on the job behavior change. Needing to evaluate, refine and measure success is critical and this book is giving me ideas I've never even thought of before! I think what has been most helpful us this idea of learning clusters and surrounding employees with various learning touchpoints. We are early in development but our senior leadership team is already seeing the value of this approach and we're hopeful it'll make a big change for our teams, leaders and ultimately, ensure our learning offerings actually make a positive impact! Highly recommend! Will update over the next year with results!

A very practical and approachable book to address the sea change happening as organizations ask more of their learning and development function to participate in developing performance. The proposed OK-LCD (Owens-Kakadia Learning Cluster Design) model is meant to help L&D professionals reorient their practice to the demands and realities of skill development for organizational capability.What makes the book so practical and approachable is (1) the running examples of showing principles in action; (2) the contextualization of what's changed, and why practice needs to change; (3) very practical worksheets and guides to help practice the principles; and (4) reference to current practices, frameworks, models to help orient to help connect and evolve one's current way of working in developing performance through learning experiences.As a very practical book, it sometimes does not focus on the research or the evidence supporting the underlying concepts -- and, for some, that may be a bit off-putting. Of course, Lisa Owens' long years of successfully putting principles into action should help overcome what would otherwise be seen as healthy skepticism.It's definitely worth having on one's shelf and being able to reference it. It's also quite a decent place to start for those looking to make a transition into developing performance through practice and reinforcement.

I've been reading the book for a while, the more I read it, the more I like it, as it always offers me new ideas and insights. First, I like the OK Learning Cluster Design Model which gives me a larger whole picture of modern learning than I have before, extending my mind from trainer-centered training to learner-centered learning, this is a big leap for me, from the classroom to the real workplace. Second, I like varieties concepts and models for each part of the OK Model, including A reverse Engineering Approach, Five Moments of learning Nedd, Three Learning Touchpoints, and etc. These models provide skills and methods in designing modern learning projects. Third, I like the stories which help me better understand all the concept and easy to use in my workplace. Anyway, I highly recommend this book.

As someone who is responsible for learning strategy at an organization, this book put into words so many of the thoughts that have been swimming in my head about modern learning. It answered questions like, how do we surround learners with assets they need instead of simply sending them to classes and programs? How do we personalize learning to the individual, but still scale throughout the business? How do we measure impact of learning on the business and not just report attendance numbers? In addition, the authors created a true workbook for practice that I will be using at my desk regularly. This one won't be put on a shelf. If you are responsible for thinking about learning, learning strategy, or designing learning this is a must read!