How do you adapt and modify workshop content and methods based on the learners' characteristics and context?

This is at the core to designing training. Don’t forget to put lots of “experience activities” into the mix and think through the 4 P’s of training every time.

My idea of working with instructional design is to help bring my ideas to life, and i have found that ADDIE model helps me as a facilitator to shape effective learning experiences. the foundation of adult learning principles is that we delve deep into the understanding of the learners, their needs ( which may need to be customised), and I use Enneagram as a framework to understand them better. ADDIE is superb when it comes to creating a roadmap with clear deliverables attributed to the system and with deadlines. So the implementation and evaluation phase becomes seamless. As I work more and more with this mode, i realise that its a journey of discovery, and transformation.

I use SAM model when i know that the HR leaders in the client organization where we are running our workshop wants to collaborate with us at the ideating phase. If not, then chances are that our weeks of preparation may again have to go through an iterative process. So last-minute, world ending feedback can be avoided quite smartly with the SAM model. In the first phase of preparation, i prefer the Savvy start process where everyone- members of the project, learning designers, SME's and even learners get together for a brainstorming session. we create a prototype, which could be just mind maps initially. Then the iterative development phase can go from alpha, beta to gold which could be the final version of the solution.

In my opinion Gagne's approach is more suited for the elearning environment, even though he may have not thought of it when he introduced this model in 1965. This model gains more credibility after millennials and Gen Z have come into the workplace. To gain their interest, an engaging video acts like a hook. The second element is not to use jargon, but conversational language. Like how Steve Jobs described IPod with a tag line- carrying 1000 songs in your pocket. The 3 element is stimulating recall. Checking for how much they know about what they are going to learn, we can enhance new connections thereby helping them to store the information in their long term memory bank. Visually appealing Content and guidance(Mnenomics) are final steps.

A model I'd love to see added is the one that can't be easily documented because it's the Intuitive Model. This requires a lot of practice and deepening of intuition as a facilitator so that you can read the room and be the conductor within an orchestra. There is no easy way to build a "model" because it is unique and in flow to the facilitator and relies deeply on the "unspoken" abilities that intuition draws on. Reading the energy of the room, having the ability to deeply read body language, high levels of listening, and then being willing to speak what's being seen in a detached way. This is the model I have found to be the most creative, fun, and co-creative with the audience.

What's a training workshop if we can't measure its efficacy? Any program which can be measured in absolute numbers could hugely benefit from following the Kirkpatrick model of evaluation. ESAT scores, CSAT scores could stand the scrutiny of customer success programs and employee engagement programs run in the company by HR or external vendors. In terms of Coaching, the one the job behaviours could be tracked with the help of tracking the IDP set up at the beginning of a session.