Training with a Mentor/Mentee Relationship Model

Concurrent Session 5

Session Materials

Brief Abstract

Training a new employee is a worthy, yet time-consuming endeavor. Training a new instructional designer can be even more time-consuming due to the extent of knowledge one must possess. This session will showcase how Liberty University instructional designers created a training course using key curriculum design concepts to develop a mentor/mentee relationship model of training. 

Presenters

T. Marcus Christian is an Instructional Designer at Liberty University and has worked in Higher Ed for 14 years. He has worked in many various offices in the university. In his spare time he writes, reads, and spends time with his family.
Kendyl DeCourcy has been as Instructional Designer at Liberty University for six months. Previously she served on an editing team in which she was responsible for editing online Blackboard courses, completing HelpTickets, and working with Subject Matter Experts. Throughout her time at the University, she has participated in numerous training sessions as well as presented research to other instructional designers. Currently she is pursuing a Master's in Executive Leadership, but in her spare time she enjoys reading, longboarding, and hiking.

Extended Abstract

Training a new instructional designer or instructional design in general is a worthy, yet time-consuming endeavor. Looking at concepts such as effectiveness, expediency, and comprehensiveness, we created a mentor/mentee relationship modeled training course for new instructional designers that includes active learning of these key curriculum design concepts and mentorship by seasoned designers. Our training course, located in Blackboard, features a sample course for the trainee to redesign as he/she progresses through the active learning activities found within the course. The implementation of this instructional designer training course enabled us to reduce training time from six months to four weeks, allowing new team members to take on design projects at a much quicker rate. In addition, the trainee was able to retain and comprehend the implementation of his/her job responsibilities using the mentor/mentee relationship model. In this session, not only will we showcase our training course, but participants will experience several of its active learning exercises, enabling them to try these fun and educational activities for themselves. We will use techniques such as small group moments, interactive question and answer periods, and audience contribution to engage our participants while we discuss the process we have implemented. While our training course was modeled on Liberty University’s design process, we will teach participants how concepts implemented from our mentor/mentee relationship model can be used to train new employees at their institutions. 

At the end of the session you will: 

  • Experience how the mentor/mentee model can be used to effectively train new employees. 
  • Describe the benefit of expediting training for new employees by allowing them to take on projects at a much quicker rate. 
  • Recognize how using a comprehensive, yet condensed model gives new designers confidence in their ability to do their job well.