Elevate your Training with Human-Centered Instructional Design

Working with Instructional Designers: Your Partner for Crafting Learning that Works

Introduction

Learning is more than just training—it's an experience that meets people where they are and helps them grow in knowledge and/or skills. When you work with an Instructional Designer (ID), you're working with a partner who can ensure your learning design is engaging, accessible, and aligned with both human needs and business goals.

What Does an Instructional Designer Do?

Understands Your People

IDs dive deep into learner needs, challenges, and motivations.

Simplifies Complexity

Designs training that supports real-world performance and business outcomes.

Turns dense content into clear, engaging experiences.

Uses Evidence-Based Methods

Applies research-backed strategies to enhance knowledge retention, learning engagement, and impact for your organization.

Aligns Learning with Goals

“Frontier transformed complex knowledge into impactful learning experiences that drove very real results.”

How They Do It

Put Learners First

IDs design with empathy, accessibility, and engagement in mind.

Consider Real-World Impact

The design is built with the end in sight. Assessing the effectiveness of learning is paramount.

Training isn't just about knowledge—it's about confidence, behavior change, and measurable results.

Use Proven Learning Science

IDs apply tested frameworks and learning theories to the design of learning experiences (e.g., ADDIE, Bloom's Taxonomy, Kirkpatrick's Evaluation Model)

Stay Focused on Your Goals

When to Work with an Instructional Designer

Engage Early: Involve instructional designers from the project's inception to seamlessly integrate learning design into the overall strategy.

  • Contact an ID to discuss the challenges or performance gaps you have noticed. Share the context (who the learners are, what business outcomes this ties to, etc.).

  • Once connected, the ID will help you conduct a needs assessment to better understand the challenges, desired outcomes, and target audience. This helps clarify the focus and scope of the learning experience.

  • Collaborate with the ID to define the project goals, best approach, timelines, and deliverables. This ensures alignment from the beginning and sets clear expectations.

  • Let the creativity flow! You and your ID team will create magic together building engaging learning experiences using a mix of science and art.

  • Run a test version of the learning experience with a small group. Use their feedback to fine-tune the content, format, and delivery, ensuring it's as effective as possible.

  • After the training is completed, measure its effectiveness by evaluating learner outcomes. The ID will help you determine success against your goals and share overall impact with stakeholders.

Instructional Design Essentials: Working Effectively With Your ID

Start with People – Work with your ID to listen to potential learners first. Explore their challenges and ideas about what success looks like. This ensures learning design is more targeted and effective.

Content Experts Are Not Always Trainers – Subject matter expertise does not always translate into effective learning design. IDs transform complex content into structured, engaging, and digestible learning experiences.

Trust the Learning Science – What "feels right" isn’t always what works best—IDs apply research-backed methods to improve knowledge retention and learner engagement. 

Design for the Learner and the Organization – What leadership wants to teach may not always align with what employees need to learn. IDs help bridge this gap by ensuring training is relevant and engaging for the end user and aligns with the business needs. 

Technology Matters, But It’s Not Everything – A well-designed learning experience is more than just putting content into an LMS or e-learning tool. IDs focus on how people learn, not just how content is delivered.

Expect a Collaborative, Iterative Process – Instructional design isn’t a one-and-done process. Be prepared for reviews, feedback loops, and refinements to create the best possible learning solution.

Think Beyond Training Sessions – Learning doesn’t end when the course is over. IDs can help create reinforcement strategies, job aids, and follow-up activities to make training stick.