Built an operational process to govern instructional design and its project management for my organization.

Analysis

To prioritize internal clients' training needs and proactively communicate with clarity, I designed and implemented a standardized procedure that aligns stakeholder expectations with developer capabilities and process.  My research revealed that we needed a framework to identify the problem, purpose, Key Learning Objectives, requirements, content, and business metrics against which results will be measured.

Design

To align our new process with contemporary standards and practices, I read books, analyzed online resources, and listened to podcasts that are published by thought leaders in our industry.  The result is a process that reflects the Map It approach of Cathy Moore, the best practices contributed by learning professionals in eLearning Industry's collection of articles, and practical advice shared by respected colleagues in Andy Storch's Talent Development Think Tank.  

The process follows the ADDIE method (Analysis, Design, Development, Implementation, Evaluation), but also utilizes agility by allowing for frequent collection of feedback and iterations.  

Business metrics needed to be included in the new process to align with strategic priorities, so I interviewed partners within my team and outside my department to build a list of organization-specific metrics against which we will measure success.  

Development

The process was written in partnership with Talent Development team members.  A survey was also developed to be completed by leaders who are requesting a learning solution or training.  The purpose of the survey is to define the performance problem, write a learning objective, name the audience, and identify metrics for measuring success.

Tools I used:  Word, Adobe Acrobat, DocuSign, Asana, Microsoft Forms

Implementation

The requestor follows the steps outlined in the process which begins with emailing my team to gain access to our survey.  If the requestor is a user of Asana, a new project is created and assigned to me when they initiate a Learning & Development request.  If the requestor is not an Asana user, they receive the Microsoft Form and then I create a project in Asana.

After I analyze their survey responses to formulate an understanding of what they need, I lead an intake meeting with the requestor and any other stakeholders who should be included.  During this meeting, I gather additional information needed to define the performance problem and inform my design.

The next step is to design a solution for my internal client, which I share in a subsequent meeting along with an estimated timeline.  It is during this meeting that we align on performance objectives, business metrics, and a strategy.  

During development of deliverables, I gather feedback on increments and provide prototypes as needed.  This keeps the client informed on my progress and allows me to correct course when necessary.

Tools I Use:  Outlook, OneDrive, Microsoft Teams, PowerPoint, Articulate 360, Synthesia, Camtasia, Adobe Express, Adobe Acrobat

Evaluation

The new instructional design SOP is proving to be effective in governing the collaboration between the Talent Development Team and their business partners across all departments.  It has been especially useful in helping stakeholders remain in focus when solving performance problems and aligning performance objectives with our organization's strategic priorities.