Chapter 2 - If We Don't Teach, What Do We Do? Flashcards
If we don’t focus on teaching information, what should we focus on instead?
Helping people practice making decisions and taking actions that improve real-world performance.
Why is simply delivering information ineffective for workplace training?
Because most performance problems are not caused by a lack of knowledge but by lack of practice, poor processes, or unclear expectations.
What should learning professionals do instead of just “teaching”?
Design realistic, action-based practice that helps learners develop skills they will actually use on the job.
What is the primary goal of workplace learning?
To improve business results by changing behavior, not just increasing knowledge.
How does Cathy Moore define “meaningful practice”?
Activities that mirror real-world job challenges and help learners practice the skills they need.
What question should learning professionals ask before designing training?
What should people do differently to achieve a measurable business goal?
Why is passive learning (e.g., lectures, reading slides) ineffective for behavior change?
Because it doesn’t require learners to make decisions or practice applying knowledge in realistic situations.
What is the main tool Cathy Moore introduces to solve business problems through training?
Action Mapping, a process that helps instructional designers focus on real-world actions instead of information dumps.
How does Action Mapping differ from traditional training design?
Instead of starting with content, it starts with a business goal and works backward to identify the actions learners need to take to achieve that goal.
What should be the first step in designing a training intervention?
Identifying a measurable business goal that the training will impact.
What is a common mistake organizations make when designing training?
Jumping straight into creating PowerPoints or eLearning modules without defining how the training will change behavior.
What type of training is more effective than lectures and information-heavy eLearning?
Scenario-based learning, where learners make decisions in realistic situations.
Why are realistic scenarios better than quizzes in workplace training?
Because they force learners to think critically and apply their knowledge, instead of just recalling facts.
How do scenarios help learners develop expertise?
They simulate workplace challenges, allowing learners to practice making mistakes and correcting them in a safe environment.
Before developing a training program, what should organizations check?
Whether the problem is really a training issue or if it stems from process inefficiencies, unclear expectations, or lack of resources.
What’s an example of a performance issue that training won’t fix?
Employees making errors due to a poorly designed software system, not a lack of knowledge.
Why should training designers collaborate with business leaders?
To ensure that training is aligned with real business needs and will actually impact performance.
