My Role as an ID

A little more than six months ago I began a new job as an Instructional Designer. The goals I’d been striving to achieve for the last 2-3 years was being fulfilled.

I really enjoy my job. I feel like I’ve found what I want to be when I grow up. I love the technology I use in my role and really appreciate all the feedback I receive (both positive and constructive).

I’ve expanded on my previous knowledge about working with SMEs, applied so many learnings from my OPWL experiences, and learned to use animation software (Vyond). I’m thrilled to be doing what I want to do but, like with any experience in life, there are downs as well as ups.

Experiences in Course Design

In this role I work through needs assessment processes, work with SMEs on content and presentation, outline objectives and make sure they are achieved, integrate interactive methodologies to keep learners engaged, and doing learner and SME satisfaction surveys.

Many of the SMEs don’t completely understand the course development process or how they can help keep things rolling. Some SMEs don’t care about what goes on “behind the scenes” and just expect the L&D team to take their thoughts and create something amazing. It’s important to understand these personalities and work with them accordingly.

This organization utilizes Articulate products to create its courses. When I started only Storyline360 was used, not we are integrating Rise360 to help with addressing our 508-accessible mandate. As this is a federal contract, I’m not able to post examples of these courses, but I do have some samples of my elearning work available on my portfolio.

Observations on Others’ Practices

Over the last six months I’ve been able to observe how other IDs approach their projects and solutions. I’ve learned a lot from these observations – both things I want to incorporate in my own practice and things I do not want to incorporate into my practice.

One of the personal challenges I face in professional settings (well, and personal settings as well) is that I expect others to be like me – in terms of motivation, effort, results, etc. Obviously, this is a set up for frequent disappointment.

I was the first of three new IDs brought into the department and there is one Senior ID who’s been there about 4 years. I can’t help but compare my approach to dealing with SMEs and getting work done to those of my peers. I hear the Senior ID make excuses as to why things haven’t been completed yet and I have offered to wrap some things up for her when hear SMEs being frustrated with lack of progress.

One of the other new IDs is frequently away from their desk and is never available at any regular or reliable time. I compare progress with the number of courses being prepared and other projects being worked on and see very little coming from that individual’s desk. I’m not the manager, so it’s not my responsibility to compare staff contributions, but I’m not the only one who has noticed an imbalance and a less-than-positive attitude.

One thing I’ve found interesting is how quickly one individual in particular becomes defensive about their design choices and the amount of push-back they have on doing things the way this team has either been told to do work or has determined is best practices. This person started their role after I did and it does not feel to me like they have given some of these practices time to see how they work for this group and why they were put in place to begin with. There’s just an automatic “that’s a waste of time” approach to many standard practices.

Regardless of how individuals interpret feedback, I continue to point out the good with the improvable, provide positive wording in my comments, and don’t take feedback given to me personally but try to learn from it and incorporate those learnings into future work.

Looking Ahead

I’m really having fun creating courses and supplemental animated videos in Vyond. I enjoy the people I work with and have no regrets about taking this job. However, this being The Great Resignation and all, I’m wondering if I’m being adequately compensated based on what I’m personally delivering in this position. I’m not one to bail out so soon after acquiring a job role that I’ve wanted for quite a while, but when I see what seem to be acceptable work practices from others, it makes it more difficult to avert my eyes and try to focus only on what’s on my desktop. This is a team, so what one individual does impacts more than just that one person.

I need to find a way to not let the actions/inactions of others from impacting my attitude about work. It’s not easy when you need to rely on each other and find there’s one person who can’t be relied upon in the same way that you feel a responsibility to be.

References

Clark, R.C. (2013). Scenario-Based e-Learning. Pfeiffer: San Francisco.

Kalhh. (n. d.). to-learn-media-internet-medium. https://pixabay.com/illustrations/to-learn-media-internet-medium-977545/.

Moose Photos. (n.d.). Colleagues Looking at Laptop. https://www.pexels.com/photo/colleagues-looking-at-laptop-1036641/.

Popova, M. (n. d.). How to Criticize with Kindness: Philosopher Daniel Dennett on the Four Steps to Arguing Intelligently. Retrieved from https://www.brainpickings.org/2014/03/28/daniel-dennett-rapoport-rules-criticism/.