ISD model is extremely effective in the need to design and develop a new (or modify the existing) training program. However, the implementation of ISD in real life requires addressing challenges and using a set of essential skills without which ISD model can hardly be effective. The case of Catherine Nelson has proved the fact that ISD model requires developing a cooperative team atmosphere. In Nelson’s case, team environment and cooperation was the major challenge instructional designers had to address: “Catherine remembers thinking that Dan’s lack of communication wouldn’t hold her up for a while at least” (Lohr & Summers, 2003).The lack of communication, understanding, and shared vision has turned into one significant challenge that the ISD team was not able to address. As a result, the whole group work resulted in the creation of highly inconsistent training program that did not fit employee learning needs and has not generated the anticipated employee response.
To make the ISD model effective, “an early focus on the clients must be maintained. This is done by direct contact with the clients through interviews, observations, and participatory design and development methods” (Gustafson & Branch, 2002).In her instructional work, Catherine Nelson had very limited opportunities for staying in touch with employees. She was constantly attacked by company’s management, and had to follow company’s (not employees’) vision.
Although Catherine has visited several production sites and has interviewed the personnel, the data from her interview could not be used in training: the company’s management wanted a general approach that would fit all.Furthermore, the ISD model requires updating instructional approaches and strategies. It is wrong to think that ISD is a linear model: it is rather a dynamic spiral instructional design methodology that requires constant updating. Catherine has failed to persuade Pat and other team members that updating was necessary.
As a result everything she could do was to modify the existing instructional program that would hardly add knowledge and skills and would improve employee performance.
