Instructional Design

Instructional design goes beyond creating materials; it considers how learners retain information and what methods are most effective for a target audience. Customizing instructional materials to their learning needs is crucial.

At Insignia Training Partners, our Instructional Design service helps businesses transform their expertise into comprehensive, engaging, and effective training programs. Whether you’re a small business owner with specialized knowledge or a growing company struggling to onboard new hires efficiently, our instructional designers are here to help.

We understand that some companies rely on outdated methods, like binders filled with handwritten notes, to train their employees. Our designers can take that raw content and revamp it using the latest learning and development strategies, techniques, and software to create functional learning modules that maximize learner retention and execution.

Our Instructional Design service covers a wide range of needs, from enhancing existing content with facilitator guides, participant guides, job aids, and supporting materials, to converting classroom training into e-learning courses with state-of-the-art features. We can even start from scratch, creating entirely new training programs where none existed before.

Insignia utilizes the ADDIE model to create training programs as it provides a systematic and comprehensive framework for developing effective and tailored learning experiences. The five-step process – Analysis, Design, Development, Implementation, and Evaluation – allows Insignia to thoroughly assess learners’ needs, establish clear objectives, and design engaging content that addresses specific requirements. This iterative approach ensures constant improvement and adaptation to evolving learning goals. By implementing the ADDIE model, Insignia guarantees high-quality training programs that deliver measurable results, maximizing the impact on learners and fostering long-term success.



What is the nature of the problem? Is training the best answer? Have other trainings failed? Why? What are the characteristics of the audience to be trained? Are they new-hires? Experts? Technologically savvy? How do we best reach these people in a way that ensures changed behavior after training? Are there timing considerations to factor into a training solution? Budget?

The Analyze phase makes sure we don’t waste time and money creating training that misses the actual problem, or that isn’t suitable for the audience and scope of the situation.


Is a three-day online workshop the best fit? Quick Reference Guides for busy call center agents? Hands-on practice? Classroom role- play sessions? A training manual? Design is custom-tailoring a solution to the unique client situation.

Using the information we learned during the Analyze process, we design a course of action that addresses needs, scope, audience, and constraints. Design is figuring out what the training will look like.

The Analyze phase makes sure we don’t waste time and money creating training that misses the actual problem, or that isn’t suitable for the audience and scope of the situation.


Like builders referencing a blueprint, the Develop phase is where we create the vision perfected in the Design phase.

We write and produce training manuals, or job aids. Write exercises and lessons for an instructor to deliver onsite. Create slide presentations, eLearning modules, or curriculum. Produce infotainment videos. Some folks skip the Analyze and Design phases and skip right to Developing… and call that training. Folks know when they are learning, and it’s our job to make sure that happens. And that they are learning what is needed to improve performance.


This is when the learning happens. The class is taught. The training manual or job aid is distributed to folks on the job. The mentoring program is kicked off, or the eLearning modules go live.

The solution that has been carefully designed is implemented.


When the solution has been implemented, Evaluation is how we know whether is worked or not. Did it solve the problem? Did the right audience learn the right information? Can we see measurable results? Has behavior changed? Did the learners find the training valuable? Worth their time?

Evaluate is how you see the return on your investment in training.