Starting a new Learning and Development (project can feel overwhelming, especially if you're not sure what information you need to provide upfront. Whether you're leading an L&D initiative in-house or working with a consultant, understanding the right questions to answer is critical to setting the project up for success.
In this post, we’ll walk you through the key questions you'll likely be asked when scoping out a new project. By preparing clear, thoughtful answers to these questions, you'll help your Instructional Designer get a full understanding of the project and ensure that the final learning solution aligns with your needs and goals. Let's dive in!
1. Project Overview: What’s the Big Picture?
Before diving into the details, your Instructional Designer (ID) will need to understand the broad scope and goals of the project. Here’s what you’ll want to answer:
- What are the main goals of this project?
What challenges are you currently facing that led to this project? Are you looking to address a specific skills gap, improve performance, ensure compliance, or introduce new company-wide initiatives? The clearer you can be about the desired outcomes, the easier it will be for your ID to propose the best learning strategy. - What are the main topics or themes that should be covered?
While these topics may evolve as you refine the project, providing a general idea of what should be included will help you and your ID assess the size and scope of the work. - How do learners currently access this information?
Do employees already have materials, training programs, or resources they use to learn this content? If so, your ID can assess whether you need to create something new or if existing content can be updated and leveraged. - Is this project part of a larger curriculum or learning program?
Some L&D projects are just one piece of a bigger puzzle. If this training will complement other learning initiatives (e.g., eLearning or instructor-led training), knowing that upfront helps your ID integrate this new piece into the existing structure.
2. Audience Overview: Who Are Your Learners?
The more your ID knows about the audience, the more relevant and engaging the training will be. Be prepared to answer the following:
- Who is the target audience?
Describe the learners who will be taking the training. Are they new hires, senior leaders, or frontline employees? What’s their experience level, and how long have they been with the company? What are their motivations for completing the training? This helps tailor the content to their needs and learning preferences. - What do learners already know about this topic?Are the learners already familiar with the subject, or is this a completely new concept? Understanding their prior knowledge will help your ID design the training at the right level—whether it’s basic introductory material or more advanced content.
- What is their attitude toward the delivery method (eLearning, ILT, OJT, etc.)?
Some audiences are more receptive to certain training methods than others. If your employees have had past experiences with eLearning, in-person sessions, or on-the-job training (OJT), let your ID know so they can choose the best delivery method based on what will resonate most with your learners.
3. Development Details: What’s Your Vision for the Training?
Now it’s time to dive into the specifics of how the training will be created and delivered. These are the key areas to consider:
- Who are the Subject Matter Experts (SMEs)?
Your ID will likely need to collaborate with SMEs (internal experts) to develop the content. Think about who in your organization is best suited to provide insight on the topics being taught and what role they will play in the project. - What review and feedback process works best for you?
Different clients have different expectations for review cycles. Some prefer more frequent check-ins, while others may prefer to see larger chunks of content at once. Knowing your preference for feedback and revisions will help your ID plan for the right amount of time and resources. - What’s your vision for the final learning program?
Do you have a specific format in mind for the training? For example, if you're developing ILT (Instructor-Led Training), are you looking for a highly interactive session with breakout groups, role-playing, and activities? Or would a lecture-style presentation work better? If you’re developing eLearning, do you envision video-based content, interactive quizzes, scenarios, or a simple click-through module? The more you can communicate your ideal vision, the more your ID can align the solution with your expectations. - How will the learning be deployed?
How will learners access the training once it’s ready? Will it be delivered in-person or virtually? If you’re implementing eLearning, do you have an existing Learning Management System (LMS), or will your ID need to help recommend one? Knowing how the training will be rolled out helps ensure a smooth launch.
4. Budget and Timeline: What Are Your Constraints?
Finally, understanding the budget and timeline for the project is essential to making sure your goals are achievable. Be ready to answer:
- What is your project budget?
Be honest about the resources you have available for this project. Knowing the budget upfront will help your Instructional Designer recommend the most cost-effective solutions without compromising on quality. If you have access to media assets, such as images, videos, or voiceover, let your ID know. - What is your ideal timeline for delivery?
Are there specific dates or milestones that need to be met? For example, does the training need to be ready before a new system rollout, or is there a certain quarter when the program needs to launch? Setting realistic timelines ensures that your project stays on track and doesn’t get delayed due to unexpected setbacks.
Wrapping Up: Setting the Stage for Success
Answering these questions before your initial meeting with an Instructional Designer or consultant will help you lay a strong foundation for your learning and development project. The more clearly you can define your goals, audience, and expectations, the better equipped your ID will be to design a solution that delivers real results.
By providing your Instructional Designer with the right information early on, you’ll save time, reduce the chance of misunderstandings, and help ensure the training program truly meets your organization’s needs. Plus, you’ll set the stage for a successful partnership that leads to better learning outcomes and a smoother project process from start to finish.
