Storyboards are a big part of the Design phase in the ADDIE model because they help map out how the training will actually look and flow. Once the learning objectives are clear, the storyboard lets you organize the content visually, slide by slide or scene by scene, so you can plan what learners will see, hear, and do. It’s where you decide on things like narration, graphics, interactions, and assessments. This step makes it easier to spot gaps or confusing parts before development starts, and it gives everyone, from designers to stakeholders, a clear picture of what the final product will be.
Natalie – The Experienced Professional
Tech Savvy: High
Learning Style: Prefers challenges, to the point content with opportunities for advanced learning.
Challenges:
1. Lack of challenge – Natalie may find existing courses to be too basic or repetitive, leading to disengagement and boredom.
2. Time constraints – Being a busy professional, Natalie has limited time for in-depth learning and prefers efficient, targeted training.
Interventions:
To help Natalie’s growth, I would suggest content based on information provided by high level SMEs and Leadership within the company, allowing Natalie to learn from those in higher positions. I would also create a customized learning path for Natalie. With her input on where she would like to go in her growth, we can find the right people and the right path to get her there.
Ekko – The Kinesthetic Learner
Tech Savvy: Moderate
Learning Style: Prefers hands-on activities, simulations, and real-world applications.
Challenges:
- Short attention span – Ekko can be easily distracted by online content and may find passive learning difficult.
- Lack of hands-on experience – Ekko may find online learning too theoretical and lack practical application.
Interventions:
To help with Ekko’s growth, I would recommend interactive simulations, or gamification in his training. I would also encourage group training so Ekko can interact with a team and discuss the topics together, keeping engagement up.
Essential Skills for Loss Prevention
Summary
The Essential Skills for Loss Prevention training module is focused on providing information to travel stop Store Managers and preparing and training them to help reduce loss, recognize potential threats and scams, help keep team members and customers safe, and understand legal processes and procedures. My prototype focuses on the entire learning module, but due to the length of the module, I decided to use the scams portion of training as my example for specific learning strategies.
What I Learned
Through the Savvy Start process, I was reminded of the importance of thinking of your learner. Tara opened my eyes when she reminded me that Store Managers have situations that arise randomly, so keeping the training attuned to that reality is important. Without her feedback, I would have created training that would have to be adjusted after initial launch, or it would have been a frustration for Store Managers as they took the training. Alex helped me think critically about how long CBTs should be if I’m expecting others to watch them within a certain time frame.
I also learned that my training will never be perfect at first. Allowing others to add their feedback is vital – their unique experiences and perspectives help me with things I would not have caught otherwise. The opportunity for feedback allows my training to be more effective and lets me to try new things that may reach my audience further. The Savvy Smart process also allowed me to view others’ work and helped me add some ideas to their training. None of us can do it by ourselves, so the more different the perspective, the more we are actively thinking about all the different learners out there who all have different experiences. I thought this was valuable and worth the effort. It allowed me to think outside the box and help make their training
Rough Draft: Loss Prevention for Managers
Updated Storyboard
