I am going to let you in on a little secret. My Instructional Design and E-Learning Development is NOT always the SAME and NOT always LINEAR.

Don’t get me wrong when I am in charge of a project, I use various THEORIES such as:

  • ADDIE

  • SAM

  • Ruth Clark

  • Kirkpatrick Model

  • and many others

The thing about theories is that they are created for perfect world scenarios and application, and we all know between stakeholders, the Business, key players, timelines, and a variety of other risks or barriers sometimes do not allow for all of the components of these theories to take place.

While these are the fundamental theories, I base my craft and design on, certain external variables usually move me to pivot throughout this process. This is what makes me adaptable and a problem solver as well.

Adult Learning Theories

Since I am primarily a contractor I work with some agencies or organizations that have a largely developed L&D Department and some that are only a team of 1 and have not identified their L&D processes.

I work with a non-profit organization where I am a team of one e-learning developer and the other members of the team deal more with operations processes within programs.

I was asked to bring my knowledge (very high-level) to a weekly meeting in order to explain the basics of adult learning theories. The video or presentation to the right is the resource I created to guide my presentation and teach other members of the team how our peers and staff members learn.

Intake to Evaluation

Discovery & Intake

  • Partner with stakeholders to clarify business goals and training needs

  • Review existing content, systems (Relias/LMS), and constraints

  • Define success metrics and project scope

Performance Analysis

  • Identify root cause of performance gaps (not just surface-level requests)

  • Evaluate current workflows, learner needs, and barriers

  • Recommend training vs. non-training solutions

Solution Design

  • Use analysis findings to determine whether training is the right solution

  • Recommend the most effective approach (training, process change, tools, or a blend)

  • Design targeted solutions only where they drive measurable performance outcomes

Development

  • Develop learning solutions using Articulate Storyline and Rise, creating interactive, scenario-based experiences

  • Design and produce supporting media using Adobe Creative Suite, Canva, Vyond, Synthesia, and Pictory

  • Leverage AI tools (including Claude and generative AI platforms) to streamline content development, scripting, and ideation while maintaining quality and accuracy

    Translate complex content into structured storyboards, scripts, and learner-centered experiences

    Build performance support materials such as job aids, facilitator guides, and blended learning components

    Conduct iterative reviews with SMEs and stakeholders to ensure accuracy and alignment

Implementation

  • Identify root cause of performance gaps (not just surface-level requests)

  • Evaluate current workflows, learner needs, and barriers

  • Recommend training vs. non-training solutions

Evaluation & Optimization

  • Use analysis findings to determine whether training is the right solution

  • Recommend the most effective approach (training, process change, tools, or a blend)

  • Design targeted solutions only where they drive measurable performance outcomes