| Step 1: |
Identify challenges of the organization, learning culture, buy in of top management and risks |
| Step 2: |
Audience and Stake Holders Needs |
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| Also check the preferred medium of instruction from the following |
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Linguistic, Musical, Logical, Kinetics, Spatial, Interpersonal, Intrapersonal |
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Find out trends in Learning Style |
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| Step 3: |
Motivation to be designed from Internal needs, External needs, Context of learning and linking to Maslows principle. The best motivator is challenge. |
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| Anxiety is also to be considered both personal and external |
| Attention keeping strategy to be thought through |
| Attitude change, if needed to be designed |
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| Step 4: |
Task Analysis is done |
| Step 5: |
Rights and Wrongs in the tasks to be reflected on and learning brought into cognition through |
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Thinking options |
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Searching for info |
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Selecting option |
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Models, if needed to be developed |
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| Step 6: |
Concepts to be developed or taught. Some best practices are |
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Higher Rules to be made clear |
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Higher aptitude, lower structure |
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Easy to Difficult |
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Chunks (7 +- 2) |
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Image and text together help learning better |
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Facts to be taught through Mnemonic's |
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Practice through examples & cases |
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One thought at a time |
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Humor related to topic only |
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Time Planner in course |
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| Step 7: |
Evaluate with positive reinforcement |
| Step 8: |
Concrete Experience to be given |
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| Some elements of a fruitful experience are |
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Challenges |
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Curiosity |
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Competition |
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Rewards |
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Realistic Environment |
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| Step 9: |
REWARD and FEEDBACK to be given for business and individual performance |
| Step 10: |
Active Experimentation with Social Learning on projects |
| Step 11: |
Adoption |
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| Some best practices are |
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Early adopters start using |
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First few users take as role models |
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Spread message |
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Experience sharing among users |
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Coaching users |
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Link usage to performance rating |
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Top management support |
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