Investigate
Interview stakeholders, observe the workflow, and examine error patterns.
Houston, We Have a Learning Problem
Every great learning experience starts with a question. Sometimes, it's not the one the stakeholder asked.
"Employees keep entering incorrect information into our new system. We need everyone to complete a training course by Friday."
What's your first move?
You're the learning designer. Choose how you'd respond to this request.
Allison's Approach
Before designing a solution, I'd review error patterns, talk with stakeholders and employees, observe the workflow, and define what successful performance looks like.
Then I'd recommend the right intervention—whether that's training, performance support, a workflow change, or a combination.
From Request to Real Solution
Here's how I'd turn that urgent request into a thoughtful learning strategy.
Diagnose
Determine whether the issue involves knowledge, process, system usability, or environmental barriers.
Design
Recommend targeted training, simulations, job aids, or workflow improvements based on the findings.
Measure
Evaluate whether errors decrease and employees can perform the task more accurately.
The Takeaway
Great instructional design isn't about creating more courses. It's about improving performance.