Great learning experiences start with understanding the real problem.

Often, a training request begins with something simple: “We need a course.” But in many cases, the challenge isn’t actually a lack of training. It may be unclear processes, knowledge gaps, or limited access to the right resources. My approach to instructional design focuses on identifying the root cause of performance challenges first and designing learning solutions that address those needs.

1. Start With the Real Problem

Before designing anything, I partner with stakeholders to understand the challenge they’re trying to solve and the outcomes they hope to achieve.

This might involve:

• Talking with stakeholders and subject matter experts

• Reviewing existing training materials

• Looking at learner feedback or performance data

• Identifying gaps in knowledge, processes, or resources

This discovery step helps ensure we’re addressing the actual performance challenge—not just the symptoms.

2. Design a Learning Experience That Supports the Goal

Once the problem is clear, I design learning experiences that support both the learner and the organization’s goals. Depending on the need, that might include:

• Interactive eLearning modules

• Scenario-based activities that mirror real decisions

• Job aids and performance support tools

• A knowledge base

• Blended learning programs that combine digital and instructor-led training

My goal is always to create learning that is engaging, practical, and easy to apply in real work situations. My learning solutions are designed to help learners build confidence, apply knowledge, and improve performance.

3. Build the Solution

During development, I focus on creating learning materials that are clear, engaging, and aligned with the original goals of the project. I usually build learning solutions using tools such as:

• Articulate Storyline

• Articulate Rise

• Camtasia

• Canva

• Learning Management Systems

Throughout the process, I collaborate closely with subject matter experts and stakeholders to make sure the final solution supports both learning needs and business goals.

4. Evaluate and Improve

After the learning solution is implemented, I review how it performs. This might include looking at:

• Learner engagement and completion rates

• Assessment results and knowledge retention

• Feedback from learners and stakeholders

These insights help identify opportunities to refine and improve the learning experience over time.

Tools & Skills