Given the growing training needs inside organizations today — the massive amount of content needed to carry out that training — many organizations are facing the challenge of simply not having enough instructional designers or learning and development professionals to build a sufficient number of courses.
We are living in a knowledge economy. Forward-thinking organizations are focused on creating a culture of learning in which every employee is capable of serving as both a subject matter expert (SME) and a learner. Each employee holds the knowledge that can be shared for the benefit of others — but also be a student of courses built on others’ knowledge.
Indeed, all employees can be both instructors and students.
Knowledge is so important to the bottom line, and quality training content delivers that knowledge. If instructional designers and L&D staff are not available to build courses, employees throughout an organization need the soft skills to build and develop training according to best practices. Essentially, they need the skill sets of an instructional designer, so as to prevent bottlenecks when working with SMEs to build and deliver courses.
Non-specialists can embrace newer ideologies like a Learning Design Systems (LDS) to convert technical content to training material. Anyone can design and build effective courses – rapidly and at scale – that delivers quality without delays.
Automation elements can streamline your front-end development process — from crowdsourcing training requests to performing a needs analysis, then incorporating design, content assembly, storyboarding, prototyping, testing, version control, and maintenance.
Non-technical professionals in your organization who design training will not be a threat to the L&D team. In fact, instructional designers may welcome the efforts from others who have taken a keen interest in furthering the company’s learning culture — which is the goal.