Action Mapping (Cathy Moore)

When to use Action Mapping (Cathy Moore)

Use it for workplace training where a clear business outcome and observable job behaviours can be defined, especially when a client asks for an information-heavy course.

How Action Mapping (Cathy Moore) works

Each activity maps to specific actions participants will take after the session.

Phases of Action Mapping (Cathy Moore)

1. Business Goal: Start with one measurable performance goal the organisation cares about, not a learning objective. Everything in the session must serve this goal.
2. Actions: List what people need to do on the job to reach the goal, as observable behaviours, and check why they are not doing it now. Some actions need a job aid or process fix instead of training.
3. Practice Activities: Design realistic practice for the key actions, typically scenario-based decisions with consequences. Participants practise making the choices they face at work.
4. Information: Add only the information people need to complete the practice activities, often provided at the moment of need. Cut the nice-to-know content.

Key principles

• Start from a measurable business goal
• Focus on what people do, not what they know
• Training is not always the answer
• Realistic practice over information presentation
• Include only need-to-know information

Best for

• Corporate training design
• Compliance and procedure training
• Scenario-based e-learning
• Scoping conversations with stakeholders

Considerations

• Less suited to open-ended education or personal development where outcomes are not measurable behaviours.
• Requires access to subject matter experts and stakeholders to analyse real behaviours.
• Writing good realistic scenarios takes skill and time.

Attribution & sources

Developed by Cathy Moore, 2008

Primary source

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