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A community that helps instructional designers create a more productive workforce.

Instructional Design

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A community that helps instructional designers create a more productive workforce. New to Instructional Design? Click below for an in-depth look.

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What is Instructional Design?

Get a monthly dose of the latest instructional design content, tools and templates, best practices, events, and more.

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As an instructional designer, you have the power to impact organizational results by designing learning experiences that give participants the knowledge and skills needed to perform.

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Design and develop outcome-based learning using proven instructional design approaches, practical models and templates, and an iterative process that considers learner and stakeholder input.

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Training and Developing Deskless Workers 

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3 Ways to Put Your Learners at the Heart of Learning Design

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Assessing Learning Content

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Deskless Employees Need Your Attention

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Agile for Instructional Designers

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In today’s fast-paced world, effective educational content is crucial for professional development on an employee and business level. As an organization looking to train or upskill your employees, the decision between using curated or custom educational content can influence your outcomes. This blog post aims to help you navigate this choice by exploring the benefits of both approaches and offering guidance on when to choose each.Understanding Curated Educational ContentCurated educational content consists of resources that can come from various learning organizations or training providers and is collected and organized to provide valuable learning experiences. Think of it as a carefully selected assortment of courses, programs, or certificates that are relevant to a particular career path, emerging industry, or company.Examples of curated educational content include online learning platforms that aggregate courses from different providers. Experienced upskilling platforms will even be able to match their offerings to individual users to create a personalized learning experience, or help companies fill skill gaps by identifying content within their network to best upskill employees.Benefits of Curated Educational ContentTo help you weigh your options, here are some benefits of curated content:Time Efficiency: Instead of creating courses or programs from scratch, with curated content, you can quickly access educational resources that have already been vetted.Expertise: By drawing from a diverse range of sources, curated educational content often brings together insights from various experts and institutions, providing a well-rounded perspective.Cost-Effectiveness: Generally, curated content has lower upfront costs than developing custom content because it doesn’t require extensive creation or development costs.Understanding Custom Educational ContentCustom educational content is tailored specifically to meet the unique needs and objectives of an audience or organization. This can include training programs, specially designed courses, and exclusive workshops created from in-house expertise.Examples include a learning company designing an internal training module for a new software tool, or an educational institution developing a specialized curriculum for a niche subject.Benefits of Custom Educational Content Here are a few perks associated with custom content:Relevance: Custom content is crafted to address specific learning objectives, organizational goals, or personal interests, making it highly relevant to the audience.Engagement: Tailored content is often more engaging because it resonates with the unique needs and contexts of the learners.True to You: Custom content can reflect your organization’s values, culture, and branding, providing a cohesive and tailored learning experience.Choosing Between Curated and Custom ContentWhen deciding between curated and custom educational content, consider these factors:Learning Objectives If your goal is to provide a broad overview or introductory material, curated content may be sufficient. For learning objectives that require knowledge unique to your organization, custom content might be necessary to provide the depth and detail required.Audience Needs and Preferences Assess your audience’s familiarity with the topic and their learning preferences. If they need foundational knowledge or diverse perspectives, curated content might work well. For specialized needs or specific use cases, custom content can be tailored to address those requirements if the curated content doesn’t exist.Budget and TimeCurated content is often more budget friendly and can be implemented quickly. If resources are limited, leveraging existing materials might be the practical choice. Custom content may be more resource intensive and require longer development time but can be a worthwhile investment for high-impact training or specialized knowledge.Making the Right ChoiceIt doesn’t have to be one or the other—it can be both. In many cases, a hybrid approach that combines both content types can be effective. For instance, you might use curated resources to provide a foundational understanding and then develop custom content for advanced topics or specific applications.Deciding which type of educational content is right for your business depends on various factors including learning objectives, audience needs, budget, and time constraints. By carefully assessing these elements, you can select the approach that best fits your situation and maximizes the effectiveness of your educational initiatives.

Comparing Curated and Custom Educational Content

Don’t just solve problems—look for opportunities as well.

Let’s look at three key strategies for improving learning experiences with learner-centered design.

September 2024 - TD Magazine

Don’t overlook a key group that makes businesses run.

In today’s rapidly changing world, the way we learn has evolved significantly. Today’s learners expect their learning experiences to be integrated into their daily work, personalized, and supported by technology. Here are the key expectations and trends shaping the future of learning: People-Centric LearningModern learning focuses on individual needs, combining personalized digital and in-person formats embedded in daily workflows. While managers and HR support development, learners take primary responsibility for their growth.Learning in the Flow of WorkWith 65 percent of workers noting changes in job-required skills, learning must be seamlessly integrated into the workflow. Microlearning opportunities replace traditional course catalogs, ensuring continuous, accessible, and directly applicable learning.Technology-Driven LearningLearners expect user-friendly, intuitive, and engaging digital tools with gamification and social learning elements. Learning Experience Platforms (LXPs) offer personalized learning journeys, making learning a social, on-the-job event with artificial intelligence (AI)-driven recommendations.Data-Driven Insights for Personalized TrainingData collection and analysis are crucial for understanding learners' needs and tracking progress. Identifying skills gaps and providing personalized training suggestions align learning activities with career goals and organizational needs.Cultivating a Learning CultureA company culture characterized by openness, trust, and flexibility is vital. Recognizing informal learning and encouraging experimentation can enhance innovation and individual growth. Management support and targeted interventions are crucial. These evolving expectations highlight the need for organizations to adapt their L&D strategies. By focusing on personalized, integrated, and technology-supported learning experiences, organizations can ensure continuous growth and maintain a competitive edge in today’s dynamic business environment.What Do Organizations Need Regarding L&D?Organizations must adapt to the new normal to stay competitive for top talent, as 66 percent of respondents in Deloitte’s survey struggle with constantly changing skill requirements. Here are the key points organizations need to consider for effective learning and development (L&D):Strategic L&D OrientationOrganizations need a strong, long-term L&D orientation to handle short-term pressures and adapt quickly to new ways of working. Long-term investment in L&D now can better position businesses for future recovery and growth.Effective L&D Delivery ModelOrganizations must reconstruct L&D to foster adaptability, emphasizing digital and analytical skills among L&D teams. This includes virtual facilitation and online content curation.Learning Technology InfrastructureUse a learning technology ecosystem approach rather than an LMS-centric one to provide continuous, personalized learning experiences. This includes enabling informal learning, automating reporting, and improving content quality.Culture of Continuous LearningEstablish a culture that emphasizes continuous and lifelong learning, engaging employees in building an agile, customer-centric, and innovative culture. By addressing these areas, organizations can ensure their L&D strategies are aligned with modern demands, fostering a culture of continuous improvement and adaptability.Editor's note: This blog post has been adapted from Short on Skills? Rethink Your Learning Approach, authored by Christoph Hieber, Anna Hundstorfer, Belinda Spoerk, and Greta Liesenklas.

Rethinking Learning and Development for Both Learners and Organizations

In a world where the half-life of skills is rapidly shrinking, the mantra “learn or become obsolete” has never been more relevant. The World Economic Forum predicts that six in 10 workers will require training before 2027. This isn’t just a statistic—it’s a signal for a learning revolution.Gone are the days when education ended with a diploma. Today, lifelong learning isn’t just a buzzword; it’s a survival skill required to adapt to new challenges and opportunities. But here’s the million-dollar question: How do we keep learners engaged in this constant cycle of upskilling and reskilling?As learning professionals, we’re not just disseminating information—we’re architects of career resilience and personal growth. Our challenge? To create learning experiences so compelling that they become an integral part of our participants’ lives, not just another box to tick.This isn’t about force-feeding information. It’s about igniting curiosity, fostering adaptability, and building a mindset that views change not as a threat but as an exhilarating opportunity for growth. It’s about transforming the concept of learning from a periodic event into a continuous, enriching journey.So, how do we rise to this challenge? Let’s explore five strategies that can revolutionize your approach to continuous learning, boost engagement, and ensure your learners are not just surviving, but thriving in the age of constant upskilling. These strategies will help you create more engaging, personalized, and compelling learning experiences.Personalize Learning PathsEvery learner has unique skills, interests, and goals. By creating personalized learning paths, you can ensure that each participant receives training that’s relevant and valuable to them. Here’s how:Conduct skills assessments to identify gaps and strengthsHave one-on-one discussions with learners about their aspirationsUse AI-powered learning platforms to recommend courses based on individual profilesBy tailoring the learning journey, you’ll see increased engagement and more meaningful outcomes for each learner.Embrace MicrolearningIn our busy lives, finding time for extensive training sessions can be challenging. Microlearning solves this by breaking down content into bite-sized, easily digestible chunks. Try these approaches:Create short video tutorials (3–5 minutes) on specific skills or topics.Develop mobile-friendly learning modules that are accessible on the go.Implement daily or weekly learning challenges that take just a few minutes to complete.These bite-sized learning experiences can lead to big results, making continuous learning a seamless part of daily routines.Foster a Culture of Knowledge SharingEncourage participants to learn from each other by creating opportunities for knowledge exchange. This not only promotes learning but also strengthens community bonds. Consider these ideas:Organize regular "lunch and learn" sessions where learners can present their expertise.Set up a mentorship program pairing experienced practitioners with newcomers.Create an accessible knowledge base or wiki where participants can contribute and access information.By fostering this collaborative environment, you’ll create a self-sustaining ecosystem of continuous learning.Gamify the Learning ExperienceMake learning fun and engaging by incorporating gamification elements into your programs. This can significantly boost participation and retention. Here’s how:Implement a points system for completed courses or modules.Create leaderboards to spark friendly competition.Offer badges or certificates for mastering specific skills.These gamified elements can transform the learning experience from a chore to an interactive, exciting challenge.Link Learning to Personal and Professional GrowthShow participants how their learning efforts contribute to their personal and professional development. This creates a clear incentive for engagement in continuous learning. Try these strategies:Align learning objectives with real-world applications and career paths.Create clear roadmaps showing how specific skills lead to new opportunities.Recognize and celebrate learners who apply their new skills in meaningful ways.Connecting the dots between learning and tangible outcomes can fuel motivation and drive long-term engagement.Boost Learning Outcomes and Program SuccessImplementing these five strategies can enhance your learning programs and create a culture of continuous growth. Remember, the key is to make learning accessible, relevant, and rewarding. Start small, gather feedback, and continuously refine your approach. Your learners—and your program’s success—will reflect the positive impact of these efforts!

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