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What are some of the common pitfalls and mistakes to avoid when using an instructional design model?

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Choose your model wisely:

Ensure the instructional design model aligns with your training goals and audience. This prevents mismatches and ensures your approach is effective and relevant.### *Don't rush the steps:Each phase in an instructional design model has a purpose, so give each its due time. This avoids gaps and ensures a comprehensive, effective training experience.

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Ben Brooks

Founder & CEO, PILOT | Let’s Elevate…

1 Choosing the wrong model

Not all instructional design models are suitable for every training context, goal, or audience. Some models are more linear and structured, while others are more flexible and iterative. Some models are more focused on the cognitive aspects of learning, while others are more oriented to the affective or behavioral dimensions. You should choose an instructional design model that aligns with your training purpose, scope, and resources. You should also consider the preferences and expectations of your learners and stakeholders. For example, if you are designing a training program for a rapidly changing environment, you might want to use a model that allows for frequent feedback and revisions, such as the Agile or SAM models.

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Emmanuel Olayanju

Data Analyst |Training and Development | Customer Care Personnel | Live Sound Management
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One thing I have found helpful is to align the expectation of the learners to the scope or expected outcome of the Training. This helps dictate the best approach to the training. On the other hand, it also helps to determine the best approach on learning assessment for the learners.

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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The model you choose can also depend on the situation and the content. When content is ever-changing, iteration is really the only option, as change is expected and inevitable. If you have the time and space, ADDIE is a great tool to be incredibly comprehensive in your design; however, it's rare to have that kind of time and support to build from scratch with such methodical attention.

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2 Skipping or rushing steps

Instructional design models usually consist of several steps or phases that guide you through the process of creating effective learning solutions. Each step has a specific purpose and outcome that contributes to the overall quality and effectiveness of your training. Skipping or rushing steps can lead to gaps, errors, or inconsistencies in your training content, delivery, or evaluation. For example, if you skip the needs analysis step, you might end up designing a training that does not address the real problems or goals of your learners or organization. If you rush the evaluation step, you might miss valuable insights or feedback that could help you improve your training. You should follow the steps of your chosen instructional design model carefully and allocate enough time and resources for each step.

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3 Ignoring the learners

The ultimate goal of any training is to help the learners achieve their desired learning outcomes and improve their performance. Therefore, you should always keep the learners in mind when using an instructional design model. You should involve them in the needs analysis, design, development, and evaluation stages of your training project. You should also consider their characteristics, preferences, motivations, and challenges when creating your training content and activities. For example, if your learners have different levels of prior knowledge, skills, or experience, you might want to use a model that allows for differentiation, personalization, or scaffolding, such as the 4C/ID or UDL models.

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Adam Spacht

Drive top line performance with aligned learning strategies ?? Build competitive advantages through effective employee development ?? I teach trainers to design, develop and deliver sessions that don't suck
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Everything about the training should be focused on the learners and helping them achieve the learning objective. Consider also working with field managers and senior leadership in addition to the good ideas above. Getting their input can add additional context and insights that help the learning be more interesting and robust. More importantly, it keeps the training focused on solving real business problems which is also critical for training to make an impact.

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4 Neglecting the context

The context of your training refers to the environment, culture, and conditions in which your training will take place and be applied. The context can affect the design, delivery, and impact of your training. You should consider the context when using an instructional design model and adapt your training accordingly. You should also anticipate and address any potential barriers, constraints, or opportunities that might arise from the context. For example, if your training will be delivered online, you might want to use a model that supports online learning principles and practices, such as the ADDIE or Kemp models.

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Ben Brooks

Founder & CEO, PILOT | Let’s Elevate Your Employee Development Together | Empowering Your Staff Through a Balanced, Innovative, Engaging, Metrics-Driven Program for Talent Development, DEI, and Retention
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Too often I've seen professionals across a variety of functions cling to a framework or model as holy, without reading the room and taking in the context. Agile methodology is one example that comes to mind where the methods are powerful, but they have to be localized. The context is the "air" in the room -- what are the undercurrents of feelings, conversations, power dynamics, history, etc.? The best HR professionals are high context, realizing that "culture eats strategy for lunch" and culture is an element of context. I highly suggest documenting the context and seeking alignment from others. Often it is a great way to bond and generate energy, by putting into words the often unsaid or unacknowledged realities of the environment.

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5 Failing to communicate

Communication is essential for any successful training project. You should communicate clearly and regularly with your learners, stakeholders, sponsors, team members, and other parties involved in your training project. You should communicate the purpose, goals, expectations, and progress of your training project using an instructional design model. You should also solicit and provide feedback, input, and support throughout the process. Communication can help you align your training with the needs and interests of your learners and organization, avoid misunderstandings or conflicts, and foster collaboration and trust. For example, if you are using a model that involves multiple iterations or revisions, such as the SAM or Agile models, you should communicate frequently with your learners and stakeholders to ensure that your training meets their requirements and expectations.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are some of the common pitfalls and mistakes to avoid when using an instructional design model?

1

2

3

4

5

6

1 Choosing the wrong model

2 Skipping or rushing steps

3 Ignoring the learners

4 Neglecting the context

5 Failing to communicate

6 Here’s what else to consider

Training & Development

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What are some of the common pitfalls and mistakes to avoid when using an instructional design model?

1

2

3

4

5

6

1 Choosing the wrong model

2 Skipping or rushing steps

3 Ignoring the learners

4 Neglecting the context

5 Failing to communicate

6 Here’s what else to consider

Training & Development

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