Do we really need this? More than an order taker. 

A good Learning Professional always asks the right questions. Why do we need this training (or job aide or elearning module)? What is the ultimate goal? What are we trying to accomplish - increased knowledge or changed behavior? Who are the learners? How do they feel about the learning? How will we evaluate success?

Yet, it is easy to fall into the "complete and go" mode.  Job aide? Sure, I'll do it. Manage a training program? No problem, I will contact stakeholders and put together a calendar.  Put this PowerPoint presentation into an elearning module? On it! 

In the moment, it can feel as if the request is so small that determining the root cause and best instructional strategy(s) is pointless. It is not.  

My favorite process to follow is the ADDIE instructional design framework. I know - gasp! Many L&D professionals balk at this framework for actual instructional design stating that it is not an instructional design process. However, I find that the Analysis, Develop, Design, Implement, Evaluate steps work if they are fluid and repetitive. To me, many of the other traditional ID models mirror at least a part of ADDIE. 

Finally, I am very passionate about considering and designing for cognitive load. It is one of my favorite subjects in learning!