Meeting learning goals and closing competency gaps are the center of my design process. To accomplish these goals, I begin my process by analyzing why performance issues exist and recognize that each person has their own unique learning styles, characteristics, and motivations. Once I have identified the characteristics and background of my target audience, I can then create measurable learning objectives that are attainable for all employees. I then analyze how I can best use resources to maintain effective cost control and benefit both the organization and employees.

Next, I determine the most appropriate instructional methods and materials to facilitate learning and begin designing a training. I create a course outline and present Subject Matter Experts (SMEs) and Stakeholders with deliverables such as a design document and storyboard. In the design phase, feedback, collaboration, and constant iteration make a solid training change from good to great.

Timely communication in the design phase is vital for creating a sufficient alpha version of any training. Once the alpha version is created and sent out for review, more iterations and collaboration occur, and the beta and gold versions are created. Lastly, my instructional design process involves continuous evaluation and improvement. Gathering feedback, monitoring progress, and assessing effectiveness optimize employees' learning experience and will close performance gaps and reach your business goals.