What is Instructional Design? [5 Examples + Overview]

How do college instructors ensure that their lessons are effective, and that students are grasping challenging concepts? How do a growing number of big companies train their employees and onboard new ones? How do a wide variety of government and private-sector organizations leverage modern tools to enhance learning and training? The processes are all different, but the ideal solution is the same: instructional design.

What was formed out of a need to provide skills training for thousands of individuals who were contributing to the war effort during World War II, instructional design today is one of the most vital and in-demand disciplines across all industries. Here is a quick guide to this exciting field and its future implications.

The 9 Reasons You Should Consider a Career in Instructional Design (Plus Salary Info) — Get The Guide >>

What is Instructional Design?

From an academic perspective, instructional design is defined as “the systematic and reflective process of translating principles of learning and instruction into plans for instructional materials, activities, information resources, and evaluation.” However, to fully understand the implications of instructional design processes, it helps to have a practical definition.

According to Instructional Design Central, instructional design is “the process by which learning products and experiences are designed, developed, and delivered. These learning products include online courses, instructional manuals, video tutorials, learning simulations, etc. The terms instructional design, instructional technology, learning experience (LX) design, curriculum design, and instructional systems design (ISD), are sometimes used interchangeably.”

Simply put, instructional design is creating learning or instructional experiences that facilitate the acquisition of new knowledge.

Basic Components of Instructional Design

While there are many different models and theories that guide instructional designers as they develop effective learning experiences, instructional design practices calls for all instruction to include three primary components:

1. Clear goals and objectives
2. Learning activities
3. Assessments

These three pillars of instructional design make up what is called the Magic Triangle of Learning. Instructional design is most effective and learning outcomes are most successful when these three pillars are built with the “intention of interdependence,” or in a way that all three support each other.

Once goals and objectives, learning activities and assessments have been determined, instructional design process then calls for creating learning solutions that check these boxes:

1. Theory-driven
2. Query-driven
3. Data-driven
4. Outcomes-driven

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5 Examples of Instructional Design Models

There are numerous ID models that instructional designers can use as their foundation when developing various learning exercises. The five most common and widely used instructional design models are:

1. Bloom’s Taxonomy: Bloom’s Taxonomy is “a hierarchical ordering of cognitive skills that can help teachers teach and students learn.” Bloom’s Taxonomy has six levels: remember, understand, apply, analyze, evaluate, create.
2. ADDIE Model: Arguably the most important instructional design model, ADDIE — analysis, design, development, implementation and evaluation — is used as a process guide when developing effective training tools.
3. Iterative Design: Iterative design calls for “incrementally developing and refining a design based on feedback and evaluation.” Additional instructional design models have been spun out of iterative design including Rapid Prototyping and the Spiral Model.
4. SAM Model: SAM is short for Successive Approximation Model, and is a simplified version of the ADDIE Model. Where the SAM Model differs is that feedback is collected earlier so designers can build working models earlier in the process. Where ADDIE processes are quite linear, SAM is a recursive process.
5. Learning Circle Framework: TheLearning Circle Framework is an instructional design model that works in three phases: target, create and launch.

Benefits of Instructional Design

Instructional design solutions offer numerous benefits that enrich the learning experience and improve learner outcomes, including:

Focused and Customized Programs

Instructional designers tailor learning programs to meet specific needs, address knowledge gaps and enhance skills. Tailoring the learning experience to meet these needs ensures each learner receives the most relevant and effective instruction, practice and feedback.

Increased Learner Participation

Techniques such as scenario-based learning make the learning experience engaging and interactive. This heightened engagement can lead to greater completion rates and better knowledge retention.

Improved Learning Outcomes

Setting clear learning objectives ensures that the instructional process is goal-oriented and measurable. Research-based instructional design practices that align objectives, activities and assessments lead to better knowledge retention and application, resulting in higher achievement rates and improved performance.

Instructional Design in Practice

If you’re considering transitioning into instructional design, real-world instructional design scenarios can help provide insight into your new role and potential responsibilities. Let’s explore how the instructional design process might take place.

Collaborating with Stakeholders and Subject Matter Experts

Instructional design begins with collaboration. Talking with stakeholders — whether managers, clients or educators — is crucial to understanding the needs and goals of their learners. For instance, if you are creating a training program for a company rolling out new software, your initial step could involve meeting with the project manager and IT experts. This collaboration ensures that the instructional solution you’ll design aligns with the organizational objectives and targets the desired learning outcomes.

Conducting a Thorough Needs Analysis

After setting clear project goals, the next step is conducting a needs analysis, which involves gathering data to identify performance gaps and understanding learner backgrounds, preferences and the environment where they’ll apply new knowledge and skills. In the software training scenario, you might survey employees and observe their interactions with the current software to pinpoint where they’re encountering difficulties. A thorough needs analysis will help you craft an instructional design strategy that addresses learner needs.

Designing Instructional Solutions

With a clear understanding of learner needs, you can create a detailed plan that outlines the learning objectives, content structure, delivery methods and assessment strategies. Continuing with the software scenario, here you would design a storyboard for an eLearning module that might include interactive simulations of the software to give employees the opportunity to practice in a risk-free environment that mimics a real-world application.

Developing Engaging Learning Materials

Once the design is in place, the development phase begins, which involves creating instructional materials, such as videos, manuals or simulations. Using tools like Articulate Storyline or Adobe Captivate, you would develop an interactive course with video tutorials, quizzes and hands-on activities that catch and hold learners’ attention and align with the learning objectives.

Implementing the Instructional Solution

With the materials ready, you would next deliver them to the learners. Implementation might involve launching an online course, conducting workshops or distributing training manuals. In the software training example, you would roll out the eLearning course on the company’s LMS, enabling employees to access it from their desktops or mobile devices.

Evaluating and Refining the Learning Experience

Evaluation is an ongoing process that entails gathering feedback and assessing the learners’ performance to understand how well the instructional solution works. In the software scenario, after the course launch, you could collect feedback through surveys. Analyzing this data would help identify areas where employees excel and where they might need additional support, which would signal where you may need to modify the content, instructional strategies or learning activities.

Iterating for Continuous Improvement

Based on the evaluation, you would refine and update the learning materials to ensure they continue to meet learners’ needs. For example, you might revise the eLearning course to clarify complex concepts or add new resources, so the training remains relevant and effective as the software evolves and employee proficiency grows.

Instructional Design Techniques

Instructional design techniques are the methods and strategies used to create effective learning experiences. Here are some of the most impactful techniques:

Microlearning

Microlearning involves breaking down information into small, digestible chunks that can be consumed quickly. This technique caters to learners’ short attention spans and improves retention by focusing on specific concepts or skills in brief, targeted lessons.

Example in Practice: A company training program might use microlearning to teach employees about new software features. Each feature is covered in a brief five-minute video, followed by a quick quiz to reinforce the learning.

Story-Based Design

Storytelling is a powerful way to engage and motivate learners. Story-based instructional design incorporates narratives and scenarios to make learning content more relatable and memorable. This technique helps learners connect with the material on an emotional level.

Example in Practice: A safety training course might use a story about an employee who navigates various workplace hazards. The narrative highlights the importance of safety protocols, making the information more impactful.

Scenario-Based Learning

Scenario-based learning places learners in real-life situations where they must apply their knowledge and skills. This technique encourages active learning and critical thinking, making the learning experience more practical and relevant.

Example in Practice: In healthcare training, learners might be presented with a scenario where they must diagnose and treat a patient. This hands-on approach helps them practice decision-making and problem-solving skills.

Gamified Learning

Gamification incorporates game elements such as points, badges and leaderboards into the learning process. This technique increases motivation and engagement by making learning fun and competitive.

Example in Practice: An onboarding program might include a series of gamified challenges where new employees earn points for completing tasks and quizzes. Leaderboards can be used to foster friendly competition and encourage participation.

Guided Learning

With guided learning, learners have control over their learning journey but receive support and guidance from instructors or mentors. This technique fosters independence while ensuring learners have the help they need to succeed.

Example in Practice: An online course might provide learners with modules they can complete at their own pace, with regular check-ins and feedback sessions from an instructor.

Performance Support

Job aids, such as infographics and checklists, support performance by providing quick references that simplify complex information. These tools summarize data, illustrate processes and highlight key points, helping learners apply what they’ve learned directly to their tasks.

Example in Practice: A training manual might include infographics to explain a new workflow and a checklist to ensure each step is followed correctly. These tools help learners grasp and retain information.

Instructional Video

Screencasting involves recording the activities on a computer screen, often with voiceover narration. This technique is useful for demonstrating software applications, procedures or any other visual content.

Example in Practice: A software training course might use screencasts to show learners how to navigate and use different features of the program. Learners can watch the recordings multiple times to reinforce their understanding.

Case Studies

Case studies present real-world scenarios that require learners to analyze, solve problems and make decisions. This technique helps develop critical thinking and problem-solving skills.

Example in Practice: A business course might use case studies of successful companies to teach strategic planning and decision-making. Learners analyze the cases and propose solutions.

Peer Learning

Peer learning involves learners working together to understand a topic or solve a problem. This technique enhances communication, collaboration and critical thinking skills.

Example in Practice: In a workshop, participants might be grouped to work on a project and then share their knowledge and insights to complete the task.

Spaced Repetition

Spaced repetition involves distributing learning over time and revisiting the material at intervals to improve retention. This technique combats the forgetting curve and ensures long-term memory retention.

Example in Practice: A language learning app might use spaced repetition to present vocabulary words. Words are reviewed at increasing intervals to help learners retain them more effectively.

What is an Instructional Designer?

Instructional Design Central characterizes an instructional designer as the “architect” of learning exercises. “Instructional designers create and deliver learning products for business, K-12, higher education and government organizations.”

 Instructional designers have three significant tools of the trade:

Instructional designers work across various sectors, each with unique needs and challenges. Here’s an overview of what instructional designers do in different industries:

Instructional Design in Education

At institutions of higher education, instructional designers work with faculty to create curriculum and course materials. They help design online courses, develop interactive learning modules and incorporate multimedia elements to enhance learning. They also provide support and training to faculty on best practices in teaching strategies, learner engagement and learning technologies.

Instructional Design in the Corporate Sector

In the corporate sector, instructional designers develop training programs to improve employee performance and productivity. They create eLearning modules and conduct instructor-led and virtual instructor-led training to teach performance-based skills and knowledge. They often work closely with subject matter experts to ensure the training content is relevant and effective.

Instructional Design in Government

Instructional designers in government agencies develop training programs for public sector employees. They design materials to ensure compliance with regulations, improve job performance and support professional development. These programs may include in-person training sessions, online courses and job aids.

Instructional Design in Healthcare

In healthcare, instructional designers create training programs for medical professionals, administrative staff and patients. These programs aim to improve patient care and outcomes, ensure compliance with healthcare regulations and support the ongoing education of medical staff.

Instructional Design in the Non-Profit Sector

Instructional designers in non-profit organizations develop educational programs and resources to support the organization’s mission. This may include volunteer training, educational outreach programs and community workshops.

Careers in Instructional Design

There has never been a better time to enter the instructional design career field, with the role dubbed “The Hottest Job in Higher Education.” As a result, salary potential is trending up, as are the diverse opportunities for instructional designers.

Salary information from employment websites shows annual pay starting around $65,000 and tracking much higher depending on the employer and the level of responsibility. While salary figures are subject to change as new data comes in, here is a sampling of salary ranges as of the publication of this report:

• ZipRecruiter lists an average salary of $79,711, ranging up to $124,000
• Glassdoor lists an average salary of $74,000, ranging up to $112,000
• Salary.com lists an average salary of $81,190, ranging up to $96,274
• Indeed lists an average salary of $70,867, with higher figures in key locales such as Seattle, WA ($96,643), Denver, CO ($76,357), Chicago, IL ($74,966) and San Antonio, TX ($68,745)

It’s not just educational institutions seeking instructional designers; a quick search of instructional design job postings on LinkedIn shows that some of the top tech, health care, financial services and retail companies are actively seeking applicants to help them craft effective learning exercises. Some companies you may recognize include Amazon, Capital One, Walmart, St. Jude Children’s Research Hospital, Goodwill Industries, Lowe’s Companies, Inc. and Bath & Body Works.

The 9 Reasons You Should Consider a Career in Instructional Design (Plus Salary Info) — Get The Guide >>

Future of Instructional Design

The COVID-19 pandemic made clear just how critical it is to find the most effective ways to reach learners. As instruction moved online, teachers were left wondering — how can I translate classroom teaching tactics to a video platform? The answer lies in instructional design; instructors can leverage ID theories and models to create effective lessons, regardless of the setting.

In terms of instructional design trends, there is one emerging concept that is gaining steam. Microlearning is the idea that instructional materials can and should be crafted in small digestible segments that learners can access wherever they are. Say you have a learner who commutes 45 minutes via train, instructional materials can be created that fit that timeframe so they can complete the training before they get to work or get home. This not only means that instructors can more effectively meet their learners where they are, they can also save on training development time and resources.

Today, there is growing recognition of the value of the instructional design discipline; it is not an add-on to traditional teaching but is rather its own entity that is supported by theory. This has sparked new interest in working in this field and pursuing a degree in instructional design. The online Master of Science in Learning Design and Technology offered by the University of San Diego features a curriculum that focuses on student-centric topics such as digital literacy skills, emerging technology, learning experience design and more. Armed with these proficiencies, graduates of the USD LDT program are ready to launch a career in this fast-growing field.

[FREE GUIDE] Curious how to build effective learning programs? Discover how instructional design connects frameworks to practice.

FAQs About Instructional Design

Q: What is Instructional Design?
A: Instructional design is “the process by which learning products and experiences are designed, developed, and delivered. These learning products include online courses, instructional manuals, video tutorials, learning simulations, etc. The terms instructional design, instructional technology, learning experience (LX) design, curriculum design, and instructional systems design (ISD), are sometimes used interchangeably.”

Q: What are some of the most popular instructional design models?
A: ADDIE is the most widely used instructional design model, but some additional models and theories to know include the SAM Model, Bloom’s Taxonomy, Iterative Design and the Learning Circle Framework.

Q: What are the primary benefits of instructional design?
A: The most important benefit of instructional design is that it is a systematic process rooted in sound, research-based theory. This means that instructional exercises born from these principles have been proven to be effective. From there, there are a ripple effect of positive outcomes:

1. Creates focused/customized programs
2. Encourages more student participation (interactive instructional design)
3. Sets clear and measurable objectives
4. Creates consistency
5. Simplifies learning for students

Q: Can you tell me how to solve an instructional design problem?
A: Addressing an instructional design problem involves several key steps:

• Collaborate: Work with stakeholders to clarify goals and understand learner needs.
• Analyze: Identify learning gaps and determine the best approach based on data.
• Design: Devise a plan that includes learning objectives, content structure and delivery methods.
• Develop: Create instructional materials that align with your chosen design plan.
• Implement: Deliver the materials to learners using the most appropriate platform.
• Evaluate: Gather feedback and assess effectiveness to make improvements as needed.
• Refine: Use learner assessment and program feedback data to update the course and maximize learning outcomes.

Q: Who uses instructional design?
A: Instructional design is used across various industries:

• Education: To create curriculum and course materials, design online courses and support best practices in online education.
• Corporate: To develop training programs to improve employee performance.
• Government: To design training programs for public sector employees to ensure compliance and support professional development.
• Healthcare: To create training programs for medical professionals, administrative staff and patients.
• Non-profit: To develop educational programs and resources to support the organization’s mission.