SAM: A Excessive-Powered Educational Design Mannequin

SAM: A powerful instruction design model

How have training departments reduced their training time by up to 60% and doubled their performance at the same time? It is possible, it certainly happens, but it requires a departure from the usual presentation of information and a post-test. I want to share with you how our studios achieve such spectacular results because you can too. You can significantly reduce training time, lower your training costs, and improve result performance. Our studios enjoy a great advantage by using the successive approximation model or SAM. It’s a great approach to creating exercise programs that stand out and are effective. We don’t keep it as a secret, but like to share it in the hope that it will advance our field as a whole. Your organization will undoubtedly benefit from the adoption of SAM in a similar way as ours.

If you’re a CEO, CFO, HRO, operations manager, or sales, you don’t need to have any knowledge of how to lead or manage SAM. However, you need to know about SAM if you are investing your money in improving performance.

When you invest in training, you need to know that it will have the impact you want. You want to be sure that it is delivering the performance your business needs to be successful.

You want to be sure that the workout:

Attract and hold the attention of the learner
Offer the practice that is essential for achieving a level of skills and competency
Address your KPIs and get measurable positive returns

In short, you want your money’s worth.

You don’t want a surprise when a waiter presents you with food that you didn’t order. No, you want exactly what your organization needs. You want to make sure no employee time is wasted, productivity kicks in right away, and best practices are loud and clear.

The following is a very brief description of the successive approximation model, also known as SAM, on an overview level. These are landmarks that will be useful to you.

SAM: A 3D Quick Instructional Design Model for Creating High Performance Training

design

The learning design must not only clearly present best practices, but also take into account the experiences of the learner. What will drive learners to focus, practice, build skills and confidence, and appreciate the benefits of training when they see and even experience how their new skills will help them be successful at their jobs.

development

Development needs to validate the effectiveness of the custom eLearning design before it’s too late to improve. The eLearning development must also demonstrate the ability to deliver the training across the selected platforms and quantify the feasibility of the deployment before making any larger investments than is necessary to demonstrate the ability to deliver at acceptable cost.

delivery

On-time delivery is always important. There are always suggestions for improvement, the incorporation of which would delay delivery. Is it worth? A test rollout can provide critical information that often indicates the need for changes that were not previously identified. As long as the validation time has been reserved in the process, it is possible to make necessary changes without missing the delivery deadline.

SAM: An iterative 3D process

SAM iterates and integrates design, development, and deployment work in a way to anticipate and address both bugs and opportunities for improvement. It enables course corrections to be made within budget and on schedule. It encourages focus on both the content and the learning experience.

8 steps with the SAM model for effective custom learning

To create custom learning based on your best practices, the SAM model for agile development prescribes the following steps:

First, we will learn what you have done in the past when you have actually completed training on the desired performance skills. What worked What not? What were the good pieces? What were the weak pieces?
The people in your organization who are responsible for performance, such as supervisors, business leaders, or project financiers, gather to define success and how it is measured. These are the people who need to be 100% satisfied with the workouts being produced. They examine alternative training approaches and indicate the direction.
Experienced high-performance training designers point out some possibilities and test them with the management team and also with some future employees who are to be trained. We need to see how they react before we waste too much time and money and miss the opportunity to make corrections.
At SAM, we don’t just pursue our first idea, even if it looks like it works. We put the first aside and challenge ourselves to do something that works even better. And then we test that as with our first ideas.
Three times is a spell! We go again. We put the first two ideas aside and leave a third time. What could be better, more effective, more engaging, more fun for the learners? We want to hit this target in the middle.
At this point, we can be sure that we have something amazing at the top. But in order to double our trust, we produce a so-called “design proof” that anyone can check and easily say: “I want this.”
At this point we can determine what it will cost, how long it will take to develop, and whether we will have to compromise to meet the constraints.
And finally we make it happen.

I can say with confidence that training funds will never go further or have a greater impact than SAM delivers.