One of the biggest mistakes new instructional designers make is jumping straight into “solution mode.” A stakeholder comes to you and says, “We need training on X.” And, without asking too many questions, you start storyboarding, designing slides, or building eLearning.
But here’s the truth: not every problem is a training problem.
And if you skip the step of talking to stakeholders and learners, you risk creating a learning solution that doesn’t solve the real issue at hand.
Why Conversations Matter
When stakeholders ask for training, what they really want is results. Training is just the tool they think will get them there. As an instructional designer, your role is to determine whether training is the most effective tool—or if something else is needed.
By talking directly with stakeholders and learners, you can:
- Uncover the root cause. Maybe performance is low not because people lack skills, but because they don’t have the right resources, processes, or incentives.
- Understand context. A new policy or software rollout may create confusion. Alternatively, people may already know what to do, but a cultural barrier might prevent them from applying it.
- Build trust. Stakeholders feel heard when you ask thoughtful questions. Learners feel valued when their real challenges are taken into account.
- Save time and money. Imagine investing weeks in building an eLearning course only to realize the issue could have been solved with a quick job aid or process fix.
How to Talk to Stakeholders
When meeting with stakeholders, don’t just ask what training they want. Instead, dig deeper:
- What business problem are we trying to solve?
- How do you know this is a problem?
- What will success look like if this problem is solved?
- What have you already tried to address it?
- Is this a knowledge/skill gap, or could it be a process/resources/management issue?
This line of questioning helps you separate symptoms from root causes.
How to Talk to Learners
Learners are the ones living the challenge every day, so their perspective is critical. You might ask:
- What do you find most challenging about this task/process?
- If you could change one thing that would make your job easier, what would it be?
- Have you received training on this before? If so, what worked or didn’t work?
- Do you feel you know what to do, but something prevents you from doing it?
The answers often reveal barriers beyond knowledge—like time constraints, outdated tools, or unclear expectations.
Example in Action
A stakeholder requests a training course on “customer service skills.” After talking with employees, you discover that they actually know the service process well—but they’re frustrated because the customer database is slow and often crashes.
The root cause? A technology issue, not a skills gap.
The solution? IT support and system improvements, not a training course.
By asking questions, you’ve not only saved the company unnecessary training costs but also helped solve the real problem.
The Value You Bring
At the end of the day, your greatest value as an instructional designer isn’t the slides you build or the eLearning courses you publish—it’s your ability to analyze problems and recommend the right solutions.
That process starts with conversations—with the people who request solutions, and the people who will use them.
Because when you take the time to listen, you don’t just create learning.
You create impact.
