In 2021 I landed a temporary contract with PetSmart. Since most of PetSmart's workforce was now working remotely as a result of the pandemic, one of my duties was to take in person instructor led courses and make them over into a more virtual format. My first assignment was to do this to a Self-Leadership course that derived its content from Blanchard, a well-known yet expensive third party learning content provider. PetSmart wanted to cancel the costly Blanchard subscription. The instructor who had been teaching the course was re-assigned to another project so I had the pleasure of working with her and the new instructor who both acted as my SMEs. I was lucky to have the former instructor to work with as she had already begun re-writing the course. At least I wasn't starting from scratch.
Programs used: PowerPoint, Adobe Illustrator, Adobe Photoshop, Word
SMEs: New instructor and former instructor
To re-write the course without any reference or usage of Blanchard's content.
To take the course from an in person format into one that could be taught virtually.
Upon completing the course learners will be able to:
I worked closely with the previous instructor (she started the design of the new course) and the new trainer. After interviewing both parties, I determined the content, the flow, and class activities, all while keeping in mind what the course objectives were. The design document that resulted from the analysis and research was the course outline. I wanted to put together an engaging and fun presentation. One of the challenges was taking the course from four hours down to under two hours. I definitely had to carefully consider what content to put in. I accomplished this with guidance from my SMEs. I complimented the information I had gathered from the SMEs with my own online research. I wanted to stay as far away from the Blanchard content as I could so as not to influence the new content.
Due to me being a temporary contactor, I was never able to see the course be implemented and I was unable to measure its effectiveness. Given the opportunity, I would have used the Kirkpatrick Model. In retrospect, I should have at least incorporated level four into my design. That could have been accomplished through regular, one-on-one, manager/employee follow-up meetings with the manager reporting any progress related to the training.
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