[Jim Schardt]

Since this is a training video, consider using adult education techniques. As Mark said, perform a needs analysis first. When I am putting together training material I ask about key learning objectives. What learning objectives will the student achieved after viewing your training video? For example, “After the course, the student will be able to list at least three techniques for calming an angry phone client.” A learning objective should be specific / measurable. This will help you zero in on just what the training is about, help others review your work, help you assess the success of the training once it is launched.

When developing the Treatment keep the learning objectives in mind and consider WIIFM (What’s in it for me). While watching your training video students will always ask themselves WIIFM. If you keep that in mind you are more likely to create successful training.

Participation is key in any successful training. Students learn by doing. My most successful training deliveries always involve the student. If you create a video that just talks at your audience, the students will retain very little. However, if you can find ways of engaging the students their retention will go way up. You might ask a question for the student to ponder at the beginning of the video, then answer it towards the end. At some point in the video you could pose some questions or indicate a website for more information, then ask the student to pause the video and find the answers to those questions. They could then continue the video for reinforcement and continue to other topics. Another technique is to provide the students with information about where to go to get more information — to further their learning.

Assuming you have some latitude in your choice of learning media, a good source for selecting the right media, video or otherwise, can be found in the book “The ASTD Media Selection Tool for Workplace Learning” by Raymond Marx.

Jim Schardt
Pendeen Systems (video restoration services)