Instead of Job Description, I believe we should ask individuals to write their "Perfect Behavior" points. When we search for perfect friend, perfect companion, perfect day, we should put on "Perfect Behavior"every time.
Wouldn't it then be appropriate we write out the perfect behavior for project manager, spouse, instruction designer, developer, consultant, tester, etc... ?
Award Winning Speech
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Learning Practice by Shrinivasan.G is licensed under a Creative Commons Attribution-Noncommercial-Share Alike 2.5 India License All views expressed here are my own and does not reflect that of my employer or clients or any other sources.
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This post elicits a very subjective response from me...I couldn't think of objective points to the post.
ReplyDeleteWhat do each of us mean when we say a perfect friend, perfect companion, a perfect job, a perfect day, a perfect instructional designer?... "Perfect" is such a relative term too...what is perfect today may seem less-than-perfect tomorrow...
But a few constant "perfects" for me are:
A perfect job is where I get paid to follow my passion, where I keep learning from every encounter, from each experience,...I am thankful to be in one now...
A perfect friend/companion is one with whom I don't have to think before speaking, with whom I can have the most inane/stupid conversations as well as highly intellectual ones, who can understand my thoughts even if I express them really badly, who will put up with my zillion questions and still won't tell me to get lost, and who can laugh even under the most difficult situations...(a tall order)...
A perfect day starts with two cups of coffee, really good blog posts/books to read, a feeling of anticipation about what the day's work will bring, knowing that there will be challenges and seeking ways to overcome those...
Perfect Behavior for an ID-(this is not a JD) and the qualities are widely applicable to many other job profiles as well...
1. Have a questioning mind--ask about the learners, the need for the course, the organization's need, about the content, about anything and everything that is remotely connected to the training...
2. Be observant--learn to see the underlying meaning and hear the unsaid, unstated needs when talking to learners, client, project managers...
3. Be analytical--when going through content, needs analysis, organization's goals and business needs...
4. Be empathetic--think from the other person's standpoint...be it the learner, the VD or GD, Project Manager, and most importantly, the client...
5. Be meticulous and diligent--capture and reflect all observations and analysis in the training programs...
6. Have a strong understanding of instructional strategies--think of the learners taking the course...learners who are super busy professionals and make the course easy for them using the right instructional strategies...
7. Be willing to learn and change and own up to mistakes--this requires no qualifier.
Thanks Sahana. Now I know what I should look for and ask in ID rather than technical "Do you know how to storyboard?" stuff.
ReplyDeleteAnd Yes, agree that IDs skills are more of these qualitative factors than quantitative factors of degree, years of experience, number of reports prepared, etc.
I think this is going to be the case with all kinds of jobs as we move from the Information to the Conceptual Age...what do you think?
ReplyDeleteHmm. I would love to be positive about it. But I think it is a small set who would be able to convince the corporate ladder with such qualifying criteria and be rewarded for the same. Many times, to get the job done, the current fashion of hiring could still continue.
ReplyDelete