Yesterday I had to book both a colour specialist AND a cut and blow-dry specialist for the one hairdresser appointment. As both are just as qualified for each task, I wondered why there was a need to divide them?
I asked my lovely ‘colour specialist’ Jackie this very question. She replied with a passionate response detailing the process of becoming a great colourist and all the creativity involved. I then asked my wonderful ‘cut and blow-dry specialist’ Daniel the same. Similarly, he went into detail explaining why he loved the process of cutting hair and couldn’t see himself working anywhere else within the salon.
A colour specialist would not choose to specialise as a cut and blow-dry specialist. Likewise, a cut and blow-dry specialist would not choose to be a colour specialist. Each are specialised roles that require specialist training and experience.
This got me thinking, why are RTO’s reluctant to recruit specialist Instructional Designers and why do they continue to expect Trainers to take on this very specialist role? Could this be the reason that such a high percentage of RTOs continue to be found non-compliant against the standards for RTO’s 2015 Clause 1.8 to 1.12—Conduct effective assessment?
With non-compliant assessment tools and evidence collection instruments to blame?
I feel I could fall down a rabbit hole right now as I begin the contentious discussion of
So, I’ll avoid the rabbit hole and only state my observation that as an Industry we need to recognise the importance of the Instructional Designer as a specialist skill and person.
There is no doubt that instructional design is a learnt skill, but the best instructional designers also have common traits.
If this is true – and there’s more to instructional design than a set of skills – how can training organisations possibly know how to choose a good one?
Starting with the common traits shared by the best instructional designers is a good start.
Do you need Instructional Design assistance?
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