Balancing Perspectives: The Limitations of Subject Matter Experts as Training Designers
Rationale
As I spend significant time on LinkedIn, I come across quite a few vacancies (ranging in domains) for training design / development / delivery roles, requesting people to be primarily Subject Matter Experts (SMEs) in the field of focus and have a general interest in learning or training (some minor training is required in best cases).
Although SMEs have a key role in in the training design lifecycle, effective training requires a diverse skill set that extends beyond the domain expertise of SMEs and a general interest in learning or training.
I find it hard to believe many people exist that have a sufficient deep background in both the domain focused on and the learning and training domain. This being said, there are highly specialized environments like the Federal Aviation Administration with its Flight Instructor Certificate (link), where there are extensive requirements regarding both domain knowledge / skills and learning / training competences. In this article I'm not focusing on these nor on the ones with a more healthy balance.
Statement
The collaboration between SMEs and learning professionals, including instructional designers, learning analytics specialist, instructors, human factors engineers, etc. brings together diverse expertise and viewpoints which can create synergies, (link) resulting in:
Introduction
SMEs undeniably possess in-depth knowledge and expertise in their respective domains. Their involvement in training design brings immense value by ensuring accuracy and relevance. (link)
However, it is important to acknowledge that SMEs might not always be the best fit for the role of training designers / developers / deliverers. (link)
In what follows I aim to shed light on the limitations that SMEs may face in designing effective training environments and the importance of balancing their perspectives with broader and more learning and training related expertise.
Domain Expertise vs. Training Design Skills
While SMEs excel in their subject matter knowledge, they may lack expertise in instructional design principles, adult learning theories, and effective pedagogical strategies for knowledge and skills acquisition. Designing impactful training requires a deep understanding of how adults learn, the ability to structure content effectively, and the skill to create interactive and learner-centric experiences (link). SMEs may struggle to translate their expertise into engaging and effective training materials without the guidance of training professionals.
Assumption of Prior Knowledge
SMEs often have a high level of domain expertise, which can lead to assumptions about learners' existing knowledge levels. This assumption may result in overlooking foundational concepts or skipping essential steps in the learning process. Most learning professionals, on the other hand, are adept at conducting needs assessments and analysing the target audience to ensure that the training content is appropriate for learners with varying levels of expertise. Their broader perspective helps bridge the gap between experts and novices, making the training accessible to all learners (link).
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Objectivity and Learner Focus
SMEs may be so immersed in their subject matter that they struggle to adopt an objective viewpoint and understand the learning needs of diverse audiences. Their familiarity with the topic can result in content that is overly complex, jargon-heavy, or lacking in clarity for learners who are new to the subject. Learning professionals, with their focus on the learners' perspective, can bring a fresh and objective viewpoint to the training design process, ensuring that the content is presented in a manner that is easily understood and effectively absorbed. (link)
Time and Resource Constraints
SMEs are often subject to time constraints due to their primary responsibilities within the organization. Balancing their regular duties with the demands of designing training programs can be challenging. This may result in rushed or incomplete training materials that lack the necessary structure and coherence. training professionals, with their dedicated focus on training design, can invest the required time and effort into crafting comprehensive and well-structured training programs. (link)
Conclusion
SMEs are key stakeholders in the training lifecycle, bringing specialized knowledge and practical expertise to the design and development of effective training programs. By collaborating with different training professionals, SMEs ensure that the training content is accurate, relevant, and aligned with organizational goals. Their contributions in needs assessment, content development, curriculum design, and evaluation play a vital role in bridging the gap between theory and practice, enabling employees to acquire the skills and knowledge necessary for success in their roles.
Recognizing the indispensable role of SMEs in training design is essential for organizations aiming to build robust, impactful, and transformative learning experiences for their workforce.
While SMEs play a vital role in the training lifecycle, it is essential to recognize the limitations they may face as training designers. (link) By leveraging the expertise of learning professionals alongside SMEs, organizations can strike a balance between domain knowledge and training design skills. This collaboration ensures that training programs are not only accurate and relevant but also effective, engaging, and learner centred. By combining the strengths of both SMEs and different learning professionals, organizations can create comprehensive and impactful training experiences that empower learners to develop the necessary skills and knowledge for success. (link)
Request for feedback
As an avid learner and enthusiast in the field of training design, I have always been fascinated by the crucial role that SMEs play in shaping effective training programs. Their deep knowledge and expertise in specific domains bring immense value to the design and development of training materials. However, I also believe that there are inherent challenges and considerations when it comes to leveraging SMEs in training design.
To further expand my understanding and gain valuable insights, I would greatly appreciate feedback from experts in either training design or subject matter expertise, or even from professionals who possess expertise in both domains. Your expertise and perspectives would provide me with valuable insights and contribute to my ongoing quest to enhance my understanding of the intricate dynamics between SMEs and training design. Your feedback would be immensely appreciated and would undoubtedly enrich my knowledge in this field.
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Director of Strategy and Business Development
1 年Thanks for sharing
Elevating customer education at Mastercard
1 年Strongly agree with your assessment Stijn! It’s an essential partnership.