Map It: The hands-on guide to strategic training design by Cathy Moore Summary

1. Cathy Moore’s action mapping replaces information dumps with measurable performance solutions.
2. “School model” training fails by prioritizing knowledge tests over real-world problem-solving.
3. Action mapping starts by identifying business goals—not learner preferences or content mandates.
4. Scenarios outperform lectures by forcing learners to practice job-specific decisions.
5. Moore’s four-step process: goal → actions → barriers → prototype.
6. “Why aren’t they doing it?” replaces “What should they know?” in needs analysis.
7. Stakeholder buy-in requires linking training to revenue, safety, or compliance outcomes.
8. Prototype testing uncovers design flaws faster than traditional storyboard reviews.
9. Avoid training when job aids, process tweaks, or feedback systems solve the problem.
10. Scenario-based design exposes skill gaps through realistic consequences and branching choices.
11. Moore’s kickoff meeting script steers clients toward performance-focused solutions over course requests.
12. “Will this activity look like their job?” filters irrelevant content during development.

Sobre el autor de Map It

Cathy Moore, author of Map It: The hands-on guide to strategic training design, is an internationally recognized training designer and thought leader in performance-focused instructional design.

With over four decades of experience, Moore pioneered the action mapping framework—a methodology used globally to align training initiatives with tangible business outcomes. Her expertise spans corporate, educational, and government sectors, with clients including Fortune 500 companies and organizations like Habitat for Humanity and the International Committee of the Red Cross.

Moore’s blog, a trusted resource for learning professionals since 2009, offers evidence-based strategies for creating engaging, scenario-driven training programs. She is also the author of The Daring Escape of Ellen Craft and Ellen Craft's Escape from Slavery, which explore historical narratives of resilience.

Known for her pragmatic, learner-centric approach, Moore transforms complex concepts into actionable tools for training designers. Map It holds a 4.39/5 rating on Goodreads and is widely adopted by instructional designers seeking to replace passive learning with performance-driven solutions.

Preguntas frecuentes sobre Map It

What is Map It by Cathy Moore about?

Map It by Cathy Moore outlines the Action Mapping framework, a performance-focused approach to instructional design that prioritizes measurable business outcomes over traditional "info-dump" training. The book guides readers through identifying real-world performance gaps, designing targeted interventions, and collaborating with stakeholders to ensure training solves actual problems rather than just conveying information.

Who should read Map It by Cathy Moore?

Instructional designers, L&D professionals, and trainers seeking to align training with business goals will benefit most. It’s also valuable for managers and stakeholders who commission training, offering tools to reframe vague requests into actionable performance solutions.

Is Map It worth reading for instructional designers?

Yes—Map It provides a actionable alternative to outdated training models, emphasizing real-world application over theoretical knowledge. Its step-by-step processes, real-life examples, and stakeholder collaboration strategies make it a practical resource for improving training ROI.

What is the Action Mapping framework?

Action Mapping is a four-phase process: 1) Identify the business goal, 2) Define measurable employee actions needed to achieve it, 3) Design practice activities mimicking real tasks, and 4) Provide essential information only when directly relevant. This cuts unnecessary content and focuses on behavior change.

How does Map It differ from traditional instructional design?

Unlike traditional "school model" training focused on knowledge retention, Map It prioritizes observable workplace behaviors. For example, instead of creating a course on "communication skills," Action Mapping would pinpoint specific gaps (e.g., ineffective client emails) and design scenario-based practice.

What are the key takeaways from Map It?

• Start with business goals, not content requests.
• Replace lectures with realistic practice activities.
• Use prototypes to quickly test solutions.
• Address non-training issues (e.g., flawed processes) that hinder performance.

How does Map It suggest working with subject matter experts (SMEs)?

The book advises redirecting SMEs from content dumping by asking: “What should people do differently?” and “What does success look like?” This shifts focus from abstract knowledge to observable actions, ensuring SMEs contribute practical insights.

Can Map It help measure training effectiveness?

Yes—by tying every design decision to a specific business metric (e.g., reduced customer complaints), Map It enables clearer evaluation. Success is measured by performance improvements, not completion rates or test scores.

What tools does Map It provide for prototyping?

Moore emphasizes rapid prototyping, advocating for low-fidelity drafts (e.g., paper sketches or simple digital mockups) to quickly gather feedback. This iterative process reduces rework and ensures alignment with stakeholders early.

How does Map It address non-training solutions?

The framework includes diagnostic questions to identify root causes of performance issues (e.g., unclear processes or missing tools). If training isn’t the solution, the book guides readers to recommend alternatives like job aids or process redesign.

What real-world examples does Map It include?

Chapter 2 contrasts a sales training project using Action Mapping versus a traditional approach: The former results in scenario-based practice for handling objections, while the latter produces a passive product knowledge course with minimal impact.

How does Map It help secure stakeholder buy-in?

It provides scripts for initial meetings, focusing stakeholders on business goals rather than training requests. For example: “If employees did this perfectly, how would it impact our revenue?”