Transforming Training With ID9 Intelligent Design

Catherine Mattiske, referred to as “the maestro of changing behavior”, is a globally recognized training expert and the inventor of the globally acclaimed instructional design process ID9 Intelligent Design: an inventive, research-based system to create corporate training that delivers results. ID9 Intelligent Design dynamically powers many of the internal training programs for the world’s leading brands with over 5 million participants worldwide.

Catherine founded her company, TPC, in 1994. There, she serves clients worldwide with offices in Sydney, Los Angeles, New York, Singapore, Basel (Switzerland) and London. TPC’s impressive client list is composed of Fortune 100 companies and organizations led by the world’s most innovative masterminds.

Podcast Highlights

Who is Catherine Mattiske? 

Catherine started her career in the computer industry before there even was a computer industry, teaching people how to use modern technologies like word processing software. Her career developed until she was running a training center for a large organization, but she wanted to do more with her work and decided to resign. She took her skills on the road as a consultant and started to really understand the differences between good training and boring training and how people learned, which eventually became the ID9 Intelligent Design system. 

The question that had always plagued Catherine as a trainer was “how do I get 100% of the participants to 100 % of the learning objectives, 100% of the time?” Answering that question has been her mission for the past 30 years. 

There is so much money wasted on training, and the ID9 Intelligent Design system is the solution.

Where do “real trainers” go wrong?

There is a lot of “check the box” activity that passes for training today. Reading and understanding is not training. Even the terminology of training is wrong because a person’s behavior and actions at the end of the training should be different. If there is no result at the end, it is information at best.

It comes down to who is providing the training, how much they care, and the outcome they are driving toward. If you can’t describe what the training is about in one sentence you have a major issue. If you don’t know what you want the audience to do differently at the end of the training, it doesn’t count as training.

Trainers focus on the material they are teaching, rather than focusing on the outcomes and who the participants are, where they are coming from, and how they are going to absorb the info.

The trainers that are really good, are the ones that care about what happens after. Training is a function of every staff member. Learning comes down to what people are doing at their desk every single day.

How People Learn

We are taught how to write, read, and speak, but not how to learn. If you can figure out how to learn you can take in information faster, in your preferred way, and it makes the whole process much easier.

Once you understand your learning preference, you can take the most boring information and turn it into the way you learn and get what you need out of it.

Once you realize you learn in a unique way, you will understand that the same is true for other people. As a trainer, you need to identify how your audience is learning so you can speak in their language. It is about being able to convey your information into everyone’s learning language so that no one is left behind or confused. 

When two people are communicating, it’s the responsibility of the person speaking to ensure the recipient understands. Before you send your next email, think about the people you are sending to and tailor your message to how they communicate.

Making Corporate Training More Effective with ID9 Intelligent Design

The first step is to create accountability around the results of learning. What is the goal of the program you are putting together and how can you measure the results of it?

The next step is to switch the perspective from training to learning. Look at everything you’ve done over the past 12 months through the lens of a no-blame culture, and what has stuck and what hasn’t. If it didn’t work, stop doing it. 

In any large organization with a training function, there are a lot of loud voices who have done it for a long time. Look for your newer people and have a face to face conversation with them about what they want, what they need to do their job better, and how they learn things. You don’t need to push training on people, you just need to ask people what they need.

If you are going to ask people what they need, you better listen to the answer and be willing to take action. 


Unlock Inner Genius available Sept 1, 2021



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