If one hat is not sufficient for your ID
When people hear the title “educational designer,” they often imagine people who write content for training. But anyone who has worked on a Learning Development (L&D) solution knows the truth. Educational designers (IDs) wear many hats.
From screenwriters to developers, QA reviewers, LMS administrators and sometimes narrators, mentoring designers juggle a combination of creative, technical and strategic responsibilities. It’s no wonder they are often referred to as Swiss military knives in the L&D world. But here’s a million dollar question:
Is it always better to rely on one multispill person, or is the project more successful if the role is split between experts?
Let’s break it down.
All hat IDs may wear
To truly appreciate the diversity of powerful educational designers, take a look at the role they often play in projects.
Script and Storyboard Writer
IDS creates learning journeys and creates clear and engaging scripts and storyboards that outline on-screen content, narration, activities and evaluations. eLearning Developer
Use tools to make your courses come true with interactivity and visual design. Voice talent
In small teams, IDs may record temporary or final narration. Quality Assurance (QA)
IDs test your own work, or others, for accuracy, accessibility, and technical bugs. LMS Administrator
You can upload, test and troubleshoot courses within the Learning Management System (LMS) user test facilitator
ID coordinates pilot tests and analyzes feedback from real users. An analysis conductor is required
IDs often start by identifying performance gaps, business goals, and audience needs. Subject Expert (SME)
In some cases, your ID may be a small business. Especially when reusing internal documents or compliance content. Project Managers and Communicators
They juggle timelines, stakeholder meetings, and team collaborations.
It’s impressive and sometimes overwhelming. So is this all-in-one model actually beneficial for your project?
If one educational designer is sufficient
For small projects, hiring a multipurpose ID that allows you to manage multiple roles is efficient and cost-effective. If the course is simple (for example, a 30-minute compliance module with a strict timeline), a skilled instructor designer can wear all the hats and get it done right away.
The advantages are:
Streamlined communication (for those adjusting only) turnaround time low overall cost consistent voice and style overall
Best:
A pilot program with short modules, internal audiences, simple updates, or limited budgets.
When professional roles make a difference
However, for complex learning and development solutions, splitting workloads between experts can dramatically improve the end result. Suppose your project includes scenario-based video, custom animation, evaluation, and multilingual support. Asking one person to handle it all can lead to burnout, delays, or poor quality in areas other than expertise.
Bring in experts like graphic designers, QA testers, voiceover pros, or another project manager will help each team member focus on doing their best.
High quality visuals, narration and interactive. Better integrity with business performance metrics. More thorough QA, reducing the chances of errors. Stronger and more refined final product.
Best:
Leadership development programs, product training, compliance courses for external audiences, or projects where ROI and engagement are key.
Tips for determining which approach is right for you
So how do you decide whether to hire one education designer or build a complete project team? Here are some tips:
1. Define the scope and complexity of the project
If your training includes multiple modules, custom branding, videos, and assessments related to business goals, you may need multiple experts.
2. Think about the timeline and internal bandwidth
The deadline is short, and are there any internal reviewers? A team of specialists can work in parallel. For slow-paced internal rollouts, the solo ID might be just right.
3. Think about the outcome of your performance
The more strategic your training, the more important it is to measure success through performance metrics. High-stakes projects often justify larger teams to ensure learning effectiveness.
4. Don’t underestimate QA or user tests
Even good courses require thorough testing. If you don’t have internal capacity for reviews, consider bringing in a dedicated QA tester or pilot coordinator.
5. Consult with your vendor or consultant
Hybrid models may be recommended, such as providing a hierarchical package, developing lead IDs, and pairing with QA support roles.
Conclusion: Right talent = less stress + Better results
At the end of the day, there is no one-size-fits-all answer. Some of the best learning and development solutions come from a single talented education designer, while others benefit greatly from a collaborative team of experts. If you are looking to improve your learner engagement, stronger retention, and measurable performance, consider the skill set you need to get there and whether they all live on one person or spread across the entire team. When the right person is in the right role? That’s when your training project becomes a true success story.
learn2engage
Specializing in custom B2B employee training and development providers, and e-learning. Use a combination of performance metrics and proven story design motivational methods to create strategies that help you increase productivity and reduce turnover.
Originally published on April 19, 2025
