As a group, learning designers have been trying to break out of the order-taker role for a long time. Adopting the Jobs To Be Done framework may be one way you can help clients change their perspective. In this episode, I speak with Ger Driesen about applying the Jobs to Be Done framework to the instructional design process. In particular, this approach can help you address the functional, emotional and social aspects of learning.
Ger is the Learning Innovation Leader at aNewSpring, the provider of an online blended learning platform. In this role, he focusses on sharing the latest insights with L&D professionals to inspire them to design, develop and deliver effective learning solutions. Ger is known as ‘the Dutch L&D trendcatcher’ based on his presentations, articles, blogs and tweets on the latest Learning and Development trends. Ger finds value in connecting people, ideas and inspiration in the global L&D community.
- Meaning of the Jobs to Be Done (JTBD) framework
- How JTBD applies to learning design
- Categories of jobs to be done: functional, affective and social
- A study explaining why women did not receive effective resuscitation as often as men
- How to do research for the JTBD approach
- Why it’s important to understand and address the emotional and social job to be done
- Real world examples applying JTBD to learning design
- How clients respond to the Jobs to Be Done approach
- Beginner mistakes to avoid
- Recommendations for interviews
TIME: 30 minutes