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Willis H. Thomas, PhD, PMP, CPT, earned a Project Management Professional (PMP) certification from the Project Management Institute (PMI) and a Certified Performance Technologist (CPT) certification from the International Society of Performance Improvement (ISPI). He is the author of the PMI award-winning publication The Basics of Project Evaluation and Lessons Learned and The Basics of Achieving Professional Certification: Enhancing Your Credentials. He has been a featured presenter for International Project Management Day and has delivered courses to thousands of students around the globe. Thomas formerly served on the board of directors of the ATD Dallas Chapter.

Willis Thomas

Several recent trends affecting business have led many organizations to restructure the training and development function or department. Some have also re-organized the roles and responsibilities of staff involved in training-related initiatives.Examples of “new branding” include:Training Project Management OfficeProject Management OfficeProject OfficeLearning and DevelopmentLearning and Performance ImprovementTraining and DevelopmentTalent DevelopmentPerformance Consulting.Has your organization restructured its training department recently—say, in the last 5 years? Share your story, and the top winning submissions will each receive a free copy of my new book Templates for Managing Training Projects. We have two questions we would like to ask.Did you restructure the training function to take on projects outside of “traditional training programs? For example, did the training department take on such initiatives as change management, process improvement, or talent development? If yes (you did take on different training-related initiatives), can you briefly describe them?Are there any job titles used by your training department not included in the list below? What are the roles and responsibilities? AnimatorCareer CoachChief Learning OfficerCourse DeveloperCurriculum DeveloperEducation CoordinatorE-learning DeveloperEvent and Meeting PlannerFacilitatorGraphic ArtistHR Business PartnerInstructional DesignerLearning CoachLearning Management System AdministratorLearning StrategistOrganizational DevelopmentOrganizational EffectivenessPerformance ConsultantPresentation SpecialistSuccession PlannerTalent Development SpecialistTechnical WriterTrainerTraining Administrator—Data EntryTraining AnalystTraining ConsultantTraining CoordinatorTraining DirectorTraining Event CoordinatorTraining ManagerTraining OfficerTraining SpecialistVideo ProducerVoice Talent—Narrator.Please submit your responses to me at [willishthomas@gmail.com](mailto:willishthomas@gmail.com?subject=What's With the New Name) by May 17. I will announce the winner of Templates for Managing Training Projects with an update to this blog. Also, please join me at ATD 2015 International Conference & Expo May 17-20 in Orlando, Florida. I will facilitating the session “W118 - The Training Project Management Office,” which will focus on how to align the learning and development department of a training organization to support projects more effectively and efficiently.

What’s With the New Name?

Templates for Managing Training Projects provides management templates and tools for training professionals. This training guide provides customizable templates for trainers and training project managers.

Templates for Managing Training Projects

By using the Project Management Body of Knowledge (PMBOK) Guide for talent development endeavors, projects can be more effective and efficient.

Project Management of Talent Development Initiatives

Use this job aid to help plan the design and development of a training program.

Training Instructional Design--Curriculum Development

Use this job aid to map training project stakeholders.

Training Stakeholder Analysis

Using Case Studies in Learning and Development Projects: A Lessons Learned Approach—Part 2

Using Case Studies in Learning and Development Projects: A Lessons Learned Approach—Part 1

Integrating Lessons Learned Into Training Projects

ATD developed the talent development framework and puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more.Instructional DesignThe goal of instructional design is to create formal and informal learning solutions using a variety of methods, so learners gain knowledge or skills more successfully than they would without the instruction. The designer works to restructure content with the learner in mind while incorporating an array of learning strategies, tools, and approaches to appeal to learners. Instructional design puts a focus on outcome over content and interaction over questions, and aims to maximize both learner motivation and learner application. An instructional designer must also keep in mind the ever changing trends, conditions, and pace of the global workforce. Instructional design is evolving in the technological age. While traditional classroom learning is still the most prominent kind of instruction used, e-learning and mobile content delivery are on the rise. These present new challenges, such as figuring out how to make content interactive and appealing without in-person instruction. Competency in different instructional approaches makes this transition from in-person to online easier on the designer and the learner.The ASTD Competency Study (Updated now to ATD Talent Development Capability Model™) identifies skills that talent development professionals need to be competent in instructional design:• Conduct a needs assessment.• Identify an appropriate learning approach.• Apply learning theory.• Collaborate with others.• Design a curriculum, program, or learning solution.• Design instructional material.• Analyze and select technologies.• Integrate technology options.• Develop instructional materials.• Evaluate learning design.Good instructional design is an essential component of effective training that engages, motivates, drives learning retention, and creates business impact.We’ve assembled some additional resources to explore:• Check out this research report on instructional design in the modern age.• Stay up-to-date on current trends and skills for fresh content delivery.• Expand your abilities as a mobile learning designer.• Boost learner motivation with seamless e-learning design.• Step into the new age of instructional design technology.• Refresh your design skills to keep learning interesting.• Keep up with the pace of change and technology for instructional design.• Learn about the three kinds of instructional design prototypes.• Templates for Managing Training Projects by Willis H. Thomas• The Accidental Instructional Designer, 2nd Edition by Cammy Bean• ISD From the Ground Up, 4th Edition by Chuck Hodell• ASTD Handbook, 2nd Edition (Updated now to the TDBok™ Guide, 2nd Edition) • Take a deeper dive into instructional design and enroll in ATD’s E-Learning Instructional Design Certificate Program.

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