DDI Learning Design & Facilitation Strategies 4

Question 1

When facilitating a DDI leadership program for senior executives, how should the facilitator adjust their approach compared to facilitating for frontline employees?

Accepted Answer

Increase peer discussion, reduce direct instruction, and leverage participants' extensive experience as learning material

Answer

Senior leaders learn most effectively when their own experience is treated as curriculum, with facilitation shifting toward peer dialogue and application rather than instruction.

Question 2

In DDI's approach, what distinguishes a 'skill-builder' from a 'knowledge-builder' program?

Accepted Answer

Skill-builders include behavioral practice with feedback; knowledge-builders primarily transfer information

Answer

Skill-builders are distinguished by the inclusion of behavioral practice with feedback loops, whereas knowledge-builders focus on information transfer without performance practice.

Question 3

A learning designer notices that a DDI program's post-training survey shows high Level 1 scores but low on-the-job behavior change. What is the most likely root cause?

Accepted Answer

Participants enjoyed the training but lack post-program manager support and reinforcement

Answer

High satisfaction (Level 1) with poor behavior change (Level 3) typically indicates strong program design but insufficient post-training reinforcement from managers.

Question 4

In DDI's facilitation model, what is the primary purpose of 'debriefing' a role play activity?

Accepted Answer

To help participants reflect on what went well and identify specific improvements to their skill application

Answer

Debrief conversations help participants articulate observations, recognize effective behaviors, and identify specific adjustments to strengthen skill application.

Question 5

When conducting a learning needs analysis for a DDI program, which data source provides the strongest evidence of a genuine performance gap?

Accepted Answer

Objective performance data combined with direct observation of current behaviors

Answer

Objective performance data combined with behavioral observation provides the most reliable evidence that a genuine, measurable gap exists between current and desired performance.

(DDI) Certified Development Dimensions International Specialist Practice Test

(DDI) Certified Development Dimensions International Specialist Practice Test

DDI Learning Design & Facilitation Strategies 4