What are the differences between Educational Design, Learning Design and Instructional Design?
Although many organisations use these terms interchangeably, each role serves a distinct purpose in the educational development landscape. Let’s explore how these roles differ (including scope, requirements and focus) and where they intersect.
Educational Designers sit at the strategic level of learning development. They require formal qualifications in Learning Sciences and current pedagogical/adragogical knowledge. Think of them as the architects of learning – they:
Learning Designers focus on specific subject areas or courses. They bridge the gap between educational strategy and practical implementation. Their role typically involves:
Instructional Designers excel in creating specific learning materials and experiences. They transform educational strategies into tangible learning assets. Their focus includes:
Let’s start with some eye-opening numbers: 86% of organisations now see reskilling as make-or-break for their future success (Deloitte, 2024). And they’re putting their money where their mouth is – nearly half of L&D departments (39%) are working with bigger budgets than last year (LinkedIn, 2024). 45% of organisations expect team size to increase (LinkedIn, 2024).
Curious about earning potential? Salary ranges are looking healthy across the board (Seek.com.au, April 2024), with significant growth over the past year:
Location Impact on Salaries
According to Seek’s Salary Spotlight (April 2024) and their Regional Insights Report (Q1 2024), location significantly influences earning potential:
Here’s something interesting: 83% of L&D roles say their role has become more cross-functional (LinkedIn, 2024). Think of it as breaking down silos – learning design is no longer just about creating courses; it’s about shaping entire learning experiences.
58% of organisations now offer hybrid learning options, with 71% prioritising digital learning solutions (LinkedIn, 2024).
Organisations are getting serious about learning – really serious. research shows:
The numbers tell a clear story: learning design is evolving from a support function to a strategic driver of organisational success. Whether you’re in the field or considering it, the opportunities for impact (and growth) have never been better.
Join a profession that combines creativity, technology, and human-centered design. Our hands-on course turns theory into practice, giving you the tools, templates, and techniques to design effective learning solutions. Created by industry-leading instructional designers who’ll coach you personally, you’ll work on real projects, get expert feedback, and build your portfolio while you learn.
What Sets Our Course Apart:
✓ 12-week hybrid learning experience
✓ 3 one-on-one coaching sessions with industry experts
✓ Comprehensive ID toolkit with lifetime access
✓ Portfolio-building projects
We are always looking for talented instructional designers to join our team in Melbourne, Sydney, Perth and Brisbane on an independent contractor or casual employee basis to provide instructional design support on specific projects. Our projects typically vary in length from 1 to 12 weeks, so we may be able to offer flexible engagements around your other commitments and availability (including work from home, flexible days and hours). Learn More
What is Instructional Design?
Ever wondered how some educational experiences just click, making learning feel like a breeze, while others leave you scratching your head? Enter the world of instructional design – the art and science behind crafting those perfect learning moments!
At its core, instructional design is a meticulous process aimed at sculpting educational experiences that are not only effective and efficient but also downright captivating. Think of it like architecture, but for the mind. Instead of designing buildings, we’re constructing knowledge bridges from what you know to what you need to learn.
Here’s how the magic unfolds:
Whether it’s shaping young minds in K-12, forging future leaders in higher education, or fine-tuning skills in the corporate arena, instructional design is the hidden force making learning memorable, enjoyable, and above all, effective.
So, the next time you find yourself engrossed in a learning experience, remember the unsung heroes behind the scenes, crafting your educational journey!
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The purpose of learning design is to make learning effective, efficient and engaging. It ensures the structure and sequence of experiences scaffold learning, building on learners’ current understanding and skills to increase capability.
Learning design is:
1. Learner-centred: it focuses on the learner’s knowledge, skills and behaviours.
2. Goal-oriented: it aims to achieve specific learning outcomes.
3. Theory-driven: it is underpinned by learning theories (including andragogy) and instructional design principles.
4. Focused on creating meaningful experiences: learning experiences are engaging, effective and relevant to the real-world.
5. Data-driven: it targets the learning needs identified through the learning needs analysis (LNA), and includes a program evaluation to determine the strategy’s effectiveness and how it can be improved.
There are four common learning design models:
1. The ADDIE Model
2. Merrill’s First Principles of Instruction
3. Bloom’s Taxonomy
4. Gagne’s Nine Events of Instruction
The ADDIE Model guides Instructional Designers through the instructional design process. ADDIE stands for Analyse, Design, Develop, Implement and Evaluate.
Merrill collated numerous learning theories and models to establish the First Principles of Instruction which Instructional Designers draw on to ensure their learning strategy reflects best practice.
Bloom’s Taxonomy is a hierarchical model of six levels of cognitive skills; Knowledge, Comprehension, Application, Analysis, Synthesis and Evaluation. Instructional Designers use it to define learning objectives and design activities that build higher-order thinking.
Gagne’s Nine Events of Instruction is a list of sequential actions used to structure learning sessions. They are:
1. Gain the attention of the students.
2. Inform the learner of the objective.
3. Stimulate recall of prior learning.
4. Present the content.
5. Provide learning guidance.
6. Elicit the performance.
7. Provide feedback.
8. Assess the performance.
9. Enhance retention and transfer.
The ADDIE Model is a five-step process used to create an impactful learning design. ADDIE is an acronym for: Analyse, Design, Develop, Implement and Evaluate.
To prepare a good learning design, firstly complete a learning needs analysis (LNA). The information gathered will help to identify the learning needs. These are used to determine the learning outcomes the program aims to achieve. You’ll then be able to recommend (and design) an appropriate learning solution.
A learning design is a blueprint for an educational experience. Consider an online course on “Digital Photography Basics.” The design starts by identifying learners’ needs—perhaps novices eager to master their new cameras. Clear objectives are set, like understanding camera settings or composing a shot. The course might be structured into modules, including video demonstrations, interactive quizzes, and assignments like photo challenges. Feedback is integrated through peer reviews and instructor comments. The design also includes assessments—perhaps a final project where learners capture a series of photos. Throughout, the course incorporates multimedia, interactive elements, and community engagement to ensure a rich, effective learning journey.
Learning design revolves around six foundational principles:
These principles ensure that learning experiences are effective, engaging, and tailored to individual needs.
The 7 Cs of Learning Design is a framework developed by Professor Gráinne Conole. It offers a structured approach to the design process, helping educators create high-quality and effective learning experiences.
The 7 Cs are:
The 7 Cs framework is particularly useful for those new to learning design, offering a structured approach that covers the essential aspects of creating meaningful and engaging learning experiences.
A learning design framework provides a structured approach to creating educational experiences. It offers guidelines, strategies, and tools that help educators and instructional designers systematically plan, develop, and deliver learning experiences, whether in traditional classroom settings, online environments, or blended formats.
A well-constructed learning design framework can:
Several learning design frameworks are widely recognised in the field of education. Some popular ones include:
Each framework has its strengths and is suited to different contexts, but all aim to assist in the creation of effective and engaging learning experiences.
The five types of learning based on modalities are:
It’s essential to recognise that many people combine multiple learning styles, and blending various modalities can often yield the best educational results.
The purpose of learning design is to create effective, engaging, and efficient educational experiences that facilitate the acquisition of knowledge and skills. Specifically, learning design aims to:
In essence, learning design ensures that educational experiences are not just informative but also transformative, enabling learners to apply and benefit from their new knowledge and skills in real-world contexts.
