Careful Instructional Design Planning Upfront Pays Off

Instructional Design Planning Upfront

Instructional design planning upfront is worth the effort.  Those of us that have painted ourselves into an actual or proverbial corner can attest to the “measure twice, cut once” rule.

It happens all too often, and it is most often due to the lack of careful instructional design planning before beginning a project. The very best advice instructional design consulting experts can give is to spend the necessary time upfront in the business definition and planning stages to create clear goals and desired outcomes before you begin instructional design. This clarity helps to avoid the most common missteps going into the instructional design phase.

Follow these three steps:

  1. Relevance. Talk with company leaders about what they need and why. Determine if training will help them achieve their most important business goals. For business alignment to occur, each learning solution should be highly relevant to three key stakeholders: (1) The Business (2) Leadership (including your boss and his peers) (3) Your Target Audience.  The desired outcome – one to three agreed upon business metrics that you are trying to positively impact and the business value of achieving them.
  2. Adoption and Impact. Identify your key stakeholders and work together as partners to set parameters on everything from who the participants will be to how you will measure and reinforce the impact of the learning initiative on the business goals.  The desired outcome – a training adoption and training measurement plan that is agreed to by all key stakeholders.
  3. Resources. Garner support from senior leaders so you are sure to have all the training support resources (i.e. time, information, tools, technology, supporting processes, and structures) you need to reach the goals you have set in a way that makes sense.  The desired outcome – an agreed to resource allocation plan to support skill adoption, behavior change and performance improvement.

Being clear on the critical few business goals starts you off on the right foot. Setting specific parameters for implementation and garnering executive support keeps you on track for success. Planning, focus and accountability drive results. Do not start your instructional design until your plan is clear, believable and implementable.

To learn more about how to make better training, download 3 Steps to Building a Smarter Training Initiative – One that Gets Business Results

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Intuit

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Human Resources Manager

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Intuit

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

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HR Director

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