Track 3: Defining A Solution
Mridula R.
Learning consultant / Instructional designer|| Training & performance solutions for startups to Fortune 100s, rooted in critical thinking and expertise
(From the series 'How I Approach Solutioning')
Description
Defining a solution is more than simply designing a nice-looking or even strong training program. We aim to craft a strategy that actually addresses the business problem and uses the opportunities for value creation that we’ve uncovered in the previous stages. This involves understanding the key components of the problem, selecting the right type of intervention, appropriate teaching methodology (if one's needed), identifying necessary performance support …and integrating everything into the larger organisational framework without causing chaos! It's like putting together a jigsaw so everything actually fits.
Elements in a solution
Defining the teaching method
Trendy isn’t good enough. The teaching method must align with both, the content and the learner’s needs—and how they’ll actually use what they’re learning in real life. That means thinking beyond knowledge transfer: we want skills, application, and performance that last. And yes, we need to figure out how we’ll measure those as well.
Practical tip: Choose approaches and methods based on learners' present reality and immediate needs. For example, is hands-on practice required, do learners really need deeper conceptual grounding?
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Defining performance support
Training shouldn’t end with a module or course. Performance support ensures that people continue to have access to tools and resources that help them draw on what they’ve learned or already know, when it matters. From simple job aids (PDFs or checklists) to more advanced digital tools (like custom apps or web-based systems), performance support is all about keeping knowledge and skills activated in the real world.
Practical tip: Don’t overcomplicate things. Choose tools or resources to provide the most effective and timely support you can. Simpler and intelligently designed is better than pointlessly flashy.
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Holistic approach to the larger system/environment
Great solutions don’t live in isolation. They need to be part of the larger system and integrate with existing workflows. A solution that doesn’t work well with the company’s culture, tools, and processes is like trying to force a square peg into a round hole. Consider deployment plans, feedback and ongoing support mechanisms—these are all vital to the solution’s long-term success.
Practical Tip: Ensure the solution is practical and viable for the organisation’s culture, values, technology and business systems.
Useful capabilities
Exploring possible questions
What’s the difference between defining a solution and just designing a training?
Defining a solution means addressing the business problem holistically and not just assuming the problem is one for which training is the answer. For example, your solution may be only a web tool that provides an easier way to navigate voluminous information than any teaching. (And that's absolutely fine if it solves the problem!)
What if my solution doesn’t seem to fit into the current organisational system?
That’s a red flag unless you’ve been given any indication that the system is changing and your solution will need to fit the proposed system than the current one. Real solutions align with existing workflows, processes, and culture. If it doesn’t fit, it’s time to re-ideate.
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What’s a teaching method?
It’s far more than media design promises or vague assertions of engagement. It’s how we structure the learning experience, for example, role-plays, simulations or problem-solving scenarios. And merely invoking a method guarantees nothing, we also must know how to level up and level down for teaching at different levels of complexity.
I know some methods from observation, how can I keep learning more?
Great question! Work on diverse projects, study theory from different fields to do with teaching and learning, learn from seasoned practitioners. Real-world exposure is key to refining our craft.
Ugh, theory and academic writing again! Do I have to?!
I strongly recommend it. Start with digestible sources and work your way up. Empower yourself—learn how to learn, how to handle that kind of reading. Over time, it’ll get much easier and you’ll reap the massive benefits. Promise! :)
Doing it better
Which level of design to pick – L1, L2 or Ln?
The levels of design are a shorthand for cost and complexity of training design (non-training elements tend to need custom pricing). But! There are no standardised definitions of what these levels mean, so don’t think of them as a fixed menu. Design levels guide us on project implementation constraints / scope rather than the core direction of the solution.
So, first, ideate the solution in detail. Come up with the purpose of the medium, interactivity or element, and not merely that you will use it.
Then see which level is the closest fit, considering your organisation's definitions of the levels. You may then want to tweak elements of your solution accordingly for a better match or come up with pricing tweaks. Just remember you’re designing for impact rather than compliance with levels of design. ?
How do I know the formula for pricing?
Each company calculates the cost differently, mostly based on its function-wise productivity. Ask your organisation for its estimates as well as costing considerations (how much is paid to vendors, markup percentages, assumptions and so on). With time, you can always offer finetuning, your estimates of efforts, etc.
Tips for stronger solutioning
Let's wrap this up with a quick summary of stronger solutioning:
Other articles in this series:
#Solutioning #Consulting #ProblemSolving #EffectiveSolutioning #TrainingDesign #LearningConsultant #ValueCreation #ValueChain #Strategy #PerformanceSupport