Instructional Design for Classroom Training

Discover what instructional design means and how designers analyze audience needs, define learning goals, and select delivery methods to change behaviors. Explore ADDIE stages and Agile frameworks for training development.

Discover how instructional design operates within the corporate context, guiding learning and development teams to analyze, design, implement, and evaluate employee training.

Design courses by applying Fee's principles: learner-centered design, a managed program with clear goals and evaluation, create effective learning experiences, follow a learning process, and use diverse resources.

Identify and compare alternatives to training, selecting the right learning experience based on on- or off-the-job settings and individual or group learning, including videos, job shadowing, coaching, and onboarding.

Identify root causes of performance problems using various analysis types—performance, needs, learner, and context—to propose targeted learning solutions for managers and teams.

Identify and analyze your audience to tailor a classroom course, explore popular learning preferences, and understand what you need to know about your target trainees.

Learn the VAK framework—visual, audio, kinaesthetic (and reading/writing)—and apply a simple rule to integrate these elements in course design through templates, instructions, and practice.

Kolb's learning cycle guides instructional design by weaving concrete experience, reflection, conceptualization, and experimentation into classroom training and activities like role plays and fishbowl exercises.

Explore Honey and Mumford's four learning styles—activists, reflectors, theorists, pragmatists—and tailor classroom training using Kolb's learning cycle.

Explore how Savi learning blends somatic, auditory, visual and intellectual activities to boost learning, using hands-on group activities and reflective exercises.

Create learner-centered classroom training with hands-on practice, regular feedback, and varied activities to move learners through the stages of learning from unconscious incompetence to conscious competence.

Apply the think, feel, do framework to design classroom courses by defining what learners should think, feel, and be able to do, then provide practice, templates, and examples.

Know your audience by learning your learners' preferences and needs, then tailor activities; if an activity misses the mark, scrap it and restart to design engaging classroom trainings.

Design a classroom training course by establishing a clear rationale, measurable objectives with Bloom's strong verbs, balanced activities, and regular self and peer feedback.

Explore how icebreakers energize learners at course start, tie to memory techniques, and set learning objectives and expectations using tools like the training expectations tree.

Apply content, participation, and review to deliver engaging lectures in bite-sized seven-minute chunks. Learn to craft stories with seven steps, and give clear, sequential instructions to involve learners.

Use energisers to quickly wake up and refocus after breaks, with quick activities like fruit salad or riddles that can also support brief check-ins and feedback.

Engage learners with role plays, games, and simulations, and design with clear starting points, learning outcomes, observer briefs, debriefing questions, and timing in the training timeline.

Design discussions and brainstorming in classroom training to help learners generate their own data-driven arguments, align with learning objectives, and engage in reflection under facilitator moderation with guiding questions.

debriefing and review guide learners to reflect, analyze, and apply key learning points from activities like games, role plays, and simulations using the four f's—facts, feelings, findings, futures.

Celebrate completing your first classroom training course by valuing each learning activity, weighing pros and cons, and enriching your course while prioritizing the learner's final effect over adding many games.

Explore accelerated learning and practical course-design tips rooted in Lozanov's research on music, positive suggestions, and childlike play to boost meaningful, faster learning.

Apply accelerated learning by engaging the whole mind and body, turning learning into a creation process, and fostering collaboration, feedback, and positive emotion to build lasting memory.

Explore the accelerated learning four-phase cycle—preparation, presentation, practice, and performance—and learn to design engaging, multi-sensory training that applies on the job.

Design comprehensive training evaluation to measure impact and whether learning objectives are achieved across the entire training process, using methods that reflect audience needs and learning activities.

Explore Kirkpatrick’s four levels: reactions, learnings, behaviours, and results, and learn how to measure training impact through surveys, quizzes, observations, and feedback.

Evaluate training as a complete process by analyzing client needs, gathering performance and engagement data, establishing a baseline, and using insights to design and improve engaging classroom training.

Explore three popular course creation frameworks—ADDIE, Agile, and a simple questioning technique—and learn to structure and reflect on end-to-end classroom training design.

Discover the ADDIE model—analysis, design, development, implementation, and evaluation—and learn to tailor training from learner needs to delivery and ROI.

explains how agile replaces waterfall through short iterations, sprints, daily stand-up, and MVP, and applies these principles to instructional design for faster delivery and continuous feedback.

Apply a simple four-question method—who, why, what, how—to instructional design, centering learner needs, objectives, and delivery for topics like conflict resolution faced by first-time managers.

Explore how an instructional designer structures work and replicate it in your next course using addie, agile, or the who? why? what? and how? technique, and commit to ongoing practice.

Celebrate completing your first classroom training design and commit to ongoing practice as an instructional designer, share successes in the question-and-answer board, and use the personal development plan template.