The Problem

Too often, training requests come in as foregone conclusions. “We just need a quick module on X.” But instructional designers know: not every performance issue is a training problem. Without the right questions early on, teams risk wasting time and resources developing solutions that don’t solve the real issue.

The Solution

I created a one-page job aid to help instructional designers, learning consultants, and team leads assess whether a training intervention is the right solution. It's a quick-reference flowchart styled like a set of detective case files to make root-cause thinking both accessible and engaging.

My Process

This job aid was inspired by those training requests that fly in—“We just need a quick course on X”—without a clear diagnosis of the problem.

To bring more clarity to those moments, I took inspiration from Cathy Moore’s Action Mapping, which emphasizes designing training around observable behaviors that support business goals. Her approach encourages you to identify the desired action before building content.

Using that principle, I developed a set of diagnostic questions to help learning professionals pause, assess, and decide whether training is the right solution, or if a job aid, conversation, or process fix might be more effective.

I then mapped those questions into a simple yes/no/maybe flow, paired with a detective metaphor to reinforce the idea that not all problems are what they seem. And good instructional design starts with an investigation.

Click the image below to expand or download the job aid for your reference.