7 Steps to Get Started with Instructional Design

Effective training programs serve as the cornerstone for equipping employees with the skills necessary to succeed in their jobs. At the heart of these experiences lies instructional design—a strategic blueprint that ensures learning is not just comprehensive but also impactful.

This blog serves as your beginner-friendly guide for getting started with instructional design for training. Whether you're looking for advice on how to train an employee with no experience, seeking to enhance your existing training initiatives, or creating a whole new course from scratch, these seven steps will equip you with the tools and insights needed to create engaging and effective learning experiences. 

Step 1: Understand the Basics of Instructional Design

Instructional design is like the blueprint for building a skyscraper—except instead of steel and concrete, it’s about constructing learning experiences that are solid, effective, and engaging. Here’s how you can get started:

• Read Introductory Materials: Dive into foundational books and articles that explore instructional design principles and methodologies. Think of it as laying the groundwork for your construction project—you want to understand the nuts and bolts of how to build something that lasts.
  
  Consider reading Design for How People Learn by Julie Dirksen, which offers a practical guide to designing effective learning experiences, and The Accidental Instructional Designer: Learning Design for the Digital Age by Cammy Bean, a relatable and insightful resource for newcomers and seasoned professionals alike. We also recommend looking into Telling Ain't Training by Harold D. Stolovitch to gain a practical, learning centered approach on the training and education industry.
  
  

• Explore Online Resources: Tap into the wealth of online courses and webinars that offer introductory insights into instructional design practices. It’s like attending workshops where experienced architects share their blueprints for success.

Understanding these fundamentals isn’t just about knowing the theory—it’s about gearing up with the tools and knowledge to design training programs that truly make an impact. So, buckle up and get ready to build learning experiences that inspire and empower.

Step 2: Conduct a Training Needs Analysis

Before designing any training program, it’s crucial to conduct a thorough needs analysis to pinpoint the exact gaps in knowledge and skills within your organization. Here’s how to get started.

• Methods for Identification
  Use a mix of detective tools—surveys, interviews, and focus groups—to gather data on current skill levels and training gaps. As you’re gathering your data, make sure you’re actively listening to what participants have to say so that you can pick up on both the clear needs and the hidden concerns that might not be obvious at first.

• Identifying Skills and Training Gaps
  Determine if the problem can be solved through training by identifying specific skills gaps and training needs. Active listening during this process ensures you capture underlying issues that might otherwise be overlooked, which can make your learning solution more effective.

• Align with Business Goals
  Investigate business objectives and map them to specific training goals. This ensures your training efforts are not only targeted but also strategically aligned with where your organization wants to go. 

A well-executed needs analysis isn’t just about gathering information—it’s about laying the foundation for training programs that are laser-focused and impactful. Now, put on your detective hat, follow these steps, and start uncovering the secrets to building a stronger, more skilled team.

Step 3: Define Clear Learning Objectives

In the instructional design process, learning objectives spell out what learners should achieve by the end of a training program. They’re like signposts along the road, keeping everyone on track and focused on reaching their destination.

Here’s some practical advice for how to map out your course:

• Mager's ABCD Model
  Craft objectives using the Audience, Behavior, Condition, and Degree (ABCD) framework. This approach provides a clear and structured way to define what learners will be able to do, under what conditions, and to what level of proficiency.

• Business Goal Alignment
  Link learning objectives directly to your goals, both big and small. This connection ensures your training efforts are driving real business outcomes—not just ticking boxes.

Step 4: Design the Instructional Strategy

Your instructional design strategy maps out how you’ll structure your training content and achieve your learning objectives. It’s about choosing the best paths and tools to ensure everyone absorbs the material.

A well-structured instructional strategy isn’t just a roadmap—it’s the framework that ensures your training sessions are not only effective but also engaging. Here’s how to ensure it’s successful. 

• Select Appropriate Methods
  Pick instructional methods—like case studies, scenarios, or simulations—that match your learning objectives and cater to diverse learning preferences. Whether you’re aiming to convey foundational knowledge, encourage critical thinking, or provide hands-on experience, the right method will enhance engagement and retention.

For instance, lectures can deliver a lot of information quickly, but incorporating active learning techniques such as group discussions, breakouts, or scenarios can better engage learners and foster higher order thinking.

• Create a Course Outline
  Whether you want to build an online training course or an in-person experience, develop a detailed outline. This blueprint organizes your content logically, ensuring a smooth and cohesive learning experience.

• Prototype Your Ideas
  Using a tool like a storyboard allows you to visually map out the sequence of content, interactions, and assessments in your course. Storyboards serve as a visual guide that helps you organize and refine your instructional strategy before development begins, ensuring that each element aligns with your learning objectives and creates a clear, engaging learning path for participants.

Step 5: Develop Engaging Learning Materials

Engaging learning materials keep learners interested and eager to explore. They also create an experience that sticks with them long after the session ends. 

Here’s how to develop materials that spark curiosity and fuel learning. 

• Best Practices
  Follow proven techniques for creating interactive content that resonates—think videos, animations, and interactive quizzes. These elements bring your content to life and keep learners on the edge of their seats.
  
  

• Use Authoring Tools
  Equip yourself with authoring tools and software platforms that streamline content creation and seamlessly integrate multimedia. Remember—it doesn’t matter what tools you use. It’s about the learning objectives and instructional strategies that make a solid training program. If what you have is PowerPoint, there are ways to create an effective program using the tools you have today provided they make sense with your learning objectives and instructional strategies.

Step 6: Implement the Training Program

Implementation brings your training program to life. It’s the moment when preparation meets execution, ensuring everything runs smoothly for an unforgettable experience.

Here’s how to ensure your training program is launch-ready.

• Plan the Rollout
  Craft a meticulous rollout plan that spells out timelines, responsibilities, and logistical requirements.

• Prepare Trainers
  Equip your facilitators with the tools and training they need to shine. Provide comprehensive support to ensure they can deliver content effectively and engage participants.

• Technical Readiness
  Double-check all technical aspects—like your Learning Management System (LMS) setup and equipment—to ensure they’re primed and ready.

Smooth implementation is about creating an atmosphere where learning flourishes and participants are fully engaged. 

Step 7: Evaluate and Improve

Think of evaluation as a compass guiding your journey—it’s about reflecting on where you’ve been, understanding where you are, and charting the course for where you want to go next.
It’s like taking a pulse to see how well your program is performing and where it can be even better.

Here’s how to ensure your training program evolves and grows:

• Design Evaluation Tools
  Craft evaluation tools like surveys and assessments to measure learning outcomes and gather participant feedback. These tools aren’t just for collecting data—they’re your compass, guiding you toward understanding what works and what needs tweaking.

• Continuous Improvement
  Use evaluation results to fine-tune your training materials, methods, and delivery. It’s about learning from every session and making iterative improvements based on participant feedback and performance metrics.

Take Instructional Design for Training to the Next Level

By following these seven steps, you can create training programs that not only enhance employee skills but also drive business success. Start applying these steps today to build effective and engaging training programs that empower your workforce and contribute to organizational growth.

Ready to take the next step in transforming your training programs? Reach out to Influent Strategies today for personalized guidance and support in implementing instructional design practices tailored to your organization's needs.