To successfully launch whatever new initiative we’re embarking on, we need to ensure that our change community knows how to perform to a level of proficiency, or at least recognize the new behaviors that are likely to lead to a change in mindset. This stop on our change cycle is Building Capability, and we use instructional design and training methods to do just that.
 

Today, learning preferences are so individualized, and we have an opportunity to serve our learners so they can build their capability in convenient and effective ways. Technology has significantly expanded the possibilities for learning, and in many cases, has shaved off the time it takes to develop engaging training, which allows us to provide more options to our learners.
 

We can build training using a variety of different delivery methods, and we can build systems of accountability so that the learner is responsible for gaining the knowledge.
 

In the Building Capability chapter, we explore a sub-process for instructional design, which is the approach we take for developing effective training. As leaders, project managers, change managers, or training professionals, this approach helps us support our learners so they can achieve the necessary level of proficiency.