Thoughts on analyzing instructional design within the workplace

In analyzing my system of interest, how the instructional design (ID) process can influence the organization as a whole, highlights common misconceptions within corporate systems.  On the surface ID processes appear to take time, which organizations consider a poor return on investment.  The old school thinking of Time is Money does not consider modern solutions that can elevate business practices and create efficiencies within an organization. 

In analyzing my system of interest, a key challenge for IDs is not receiving the feedback needed to develop and improve upon output.  This is due to the positioning of an ID in the whole system.  Information is received by stakeholders within a business unit, who are not versed in ID processes.  Communication is broke, cluttered, or non-existent.  Important information contains bias, IDs are fed reactive outcomes instead of root problems.  This results in output that might address some surface level questions or might be completely ineffective. 

This problem in our current system contributes to perspectives on the overall value of personal development.  Companies are quick to cut the training budget first.  Even worse, skilled IDs are not commonly used to their true potential within a training department.  The truth is we can work smarter instead of harder, fostering businesses engagement within emerging markets and become industry leaders.  This level of innovation has never before considered the role of an ID as influential.  ID processes focus on truly understanding all facets of a situation, and then clearly communicating how to problem solve.  Resulting in clear, concise, and unbiased perspectives that prepare individuals to raise the bar and exceed organizational goals.

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