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\n $\"Learning$ \n

Is Training the Answer?

A diagnostic for working instructional designers

\n\n

\n\n \n

Your stakeholder just asked you to build a training.

Before you open a single authoring tool, answer a few quick questions. This diagnostic will tell you whether training is the right call, or whether you should push back.

Takes about 2 minutes

\n \n

\n\n \n

\n \n

\n\n \n

Your results are ready.

Enter your email to see your diagnostic result, including what to say to your stakeholder and your recommended next steps.

Please enter a valid email address.

\n \n
\n \n

No spam, ever. Just your results and occasional resources for working IDs.

Skip and see my results

\n\n \n

\n \n

What's going on

What to say to your stakeholder

What to do next

\n\n \n

You just did something most IDs never learn to do. You diagnosed a performance problem instead of taking an order. That's the difference between an order-taker and a strategic ID.

IDSBV is the next-level membership for working instructional designers who want to build skills like needs analysis, stakeholder management, and training measurement.

\n \n Learn More About IDSBV\n

\n\n

\n \n

\n\n

\n This tool does not use AI. Your answers are processed entirely in your browser. Nothing is stored or sent to a server (except your email if you choose to enter it).\n

\n\n

\n\n\n\n\n","\n\n\n\n\nIs Training the Answer? | Learning Strategy & Design\n\n\n\n\n\n

\n $\"Learning$ \n

Is Training the Answer?

A diagnostic for working instructional designers

\n\n

\n\n \n

Your stakeholder just asked you to build a training.

Before you open a single authoring tool, answer a few quick questions. This diagnostic will tell you whether training is the right call, or whether you should push back.

Takes about 2 minutes

\n \n

\n\n \n

\n \n

\n\n \n

Your results are ready.

Enter your email to see your diagnostic result, including what to say to your stakeholder and your recommended next steps.

Please enter a valid email address.

\n \n
\n \n

No spam, ever. Just your results and occasional resources for working IDs.

Skip and see my results

\n\n \n

\n \n

What's going on

What to say to your stakeholder

What to do next

\n\n \n

You just did something most IDs never learn to do. You diagnosed a performance problem instead of taking an order. That's the difference between an order-taker and a strategic ID.

IDSBV is the next-level membership for working instructional designers who want to build skills like needs analysis, stakeholder management, and training measurement.

\n \n Learn More About IDSBV\n

\n\n

\n \n

\n\n

\n This tool does not use AI. Your answers are processed entirely in your browser. Nothing is stored or sent to a server (except your email if you choose to enter it).\n

\n\n

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"_41":42,"_40":709,"_699":123,"_38":710,"_13":61,"_34":711,"_35":-5,"_24":25,"_704":-5,"_27":712},{"_43":695,"_32":696,"_30":128,"_697":-5,"_41":42,"_40":698,"_699":25,"_38":700,"_13":701,"_34":702,"_35":703,"_24":25,"_704":45,"_27":705},"e8022d12-97c5-432c-96b4-d153ee4cc787","main.ts","parentId",105,"latest",["D",1783958763397],13,"http","// LSD Tools router — serves standalone tool apps at clean paths.\n// Each app lives as a static HTML fragment in apps/.html (Elementor-style:\n// scoped \n\n

Learning Strategy & Design — Tools

\n${links}\n\n`;\n}\n\nexport default async function (req: Request): Promise {\n const url = new URL(req.url);\n const slug = url.pathname.replace(/^\\/+|\\/+$/g, \"\");\n\n if (slug === \"\") {\n return new Response(indexPage(), { headers: { \"Content-Type\": \"text/html;charset=UTF-8\" } });\n }\n\n const route = ROUTES[slug];\n if (!route) {\n return new Response(\"Not found. Visit / for the list of available tools.\", { status: 404 });\n }\n\n try {\n const fragment = await readFile(`apps/${route.file}`, import.meta.url);\n return new Response(wrap(fragment, route.title), { headers: { \"Content-Type\": \"text/html;charset=UTF-8\" } });\n } catch (err) {\n return new Response(\"Error loading tool: \" + ((err as Error).message || \"unknown\"), { status: 500 });\n }\n}\n","label",[696],"ce79aa73-b1b4-4470-8f23-9fe367d6c36b","apps","47a6bf47-1d27-4c27-af37-9f16d7745179",2,["D",1783446886340],"directory",[707],"pulls","branches",1,"forks","envVars",{"_721":723,"_724":61},"connections",{"_721":61,"_722":61},"count","unfilledCount",3,"emptyCount",{"_43":706,"_32":707,"_30":708,"_697":-5,"_41":42,"_40":709,"_699":123,"_38":1014,"_13":61,"_34":711,"_35":-5,"_24":25,"_704":-5,"_760":1015,"_27":1016},{"_43":1006,"_32":1007,"_30":1008,"_697":708,"_41":42,"_40":1009,"_699":25,"_38":1010,"_13":61,"_34":20,"_35":1011,"_24":25,"_704":-5,"_760":1012,"_27":1013},{"_43":998,"_32":999,"_30":1000,"_697":708,"_41":42,"_40":1001,"_699":25,"_38":1002,"_13":856,"_34":20,"_35":1003,"_24":25,"_704":-5,"_760":1004,"_27":1005},{"_43":990,"_32":991,"_30":992,"_697":708,"_41":42,"_40":993,"_699":25,"_38":994,"_13":816,"_34":20,"_35":995,"_24":25,"_704":-5,"_760":996,"_27":997},{"_43":983,"_32":984,"_30":985,"_697":708,"_41":42,"_40":768,"_699":25,"_38":986,"_13":61,"_34":20,"_35":987,"_24":25,"_704":-5,"_760":988,"_27":989},{"_43":975,"_32":976,"_30":977,"_697":708,"_41":42,"_40":978,"_699":25,"_38":979,"_13":709,"_34":20,"_35":980,"_24":25,"_704":-5,"_760":981,"_27":982},{"_43":967,"_32":968,"_30":969,"_697":708,"_41":42,"_40":970,"_699":25,"_38":971,"_13":715,"_34":20,"_35":972,"_24":25,"_704":-5,"_760":973,"_27":974},{"_43":959,"_32":960,"_30":961,"_697":708,"_41":42,"_40":962,"_699":25,"_38":963,"_13":61,"_34":20,"_35":964,"_24":25,"_704":-5,"_760":965,"_27":966},{"_43":951,"_32":952,"_30":953,"_697":708,"_41":42,"_40":954,"_699":123,"_38":955,"_13":715,"_34":20,"_35":956,"_24":25,"_704":-5,"_760":957,"_27":958},{"_43":944,"_32":945,"_30":946,"_697":708,"_41":42,"_40":809,"_699":25,"_38":947,"_13":61,"_34":20,"_35":948,"_24":25,"_704":-5,"_760":949,"_27":950},{"_43":936,"_32":937,"_30":938,"_697":708,"_41":42,"_40":939,"_699":25,"_38":940,"_13":768,"_34":20,"_35":941,"_24":25,"_704":-5,"_760":942,"_27":943},{"_43":932,"_32":33,"_30":31,"_697":708,"_41":42,"_40":14,"_699":25,"_38":933,"_13":709,"_34":20,"_35":37,"_24":25,"_704":-5,"_760":934,"_27":935},{"_43":925,"_32":926,"_30":927,"_697":708,"_41":42,"_40":701,"_699":25,"_38":928,"_13":61,"_34":20,"_35":929,"_24":25,"_704":-5,"_760":930,"_27":931},{"_43":917,"_32":918,"_30":919,"_697":708,"_41":42,"_40":920,"_699":25,"_38":921,"_13":61,"_34":20,"_35":922,"_24":25,"_704":-5,"_760":923,"_27":924},{"_43":909,"_32":910,"_30":911,"_697":708,"_41":42,"_40":912,"_699":25,"_38":913,"_13":856,"_34":20,"_35":914,"_24":25,"_704":-5,"_760":915,"_27":916},{"_43":901,"_32":902,"_30":903,"_697":708,"_41":42,"_40":904,"_699":25,"_38":905,"_13":709,"_34":20,"_35":906,"_24":25,"_704":-5,"_760":907,"_27":908},{"_43":893,"_32":894,"_30":895,"_697":708,"_41":42,"_40":896,"_699":25,"_38":897,"_13":856,"_34":20,"_35":898,"_24":25,"_704":-5,"_760":899,"_27":900},{"_43":885,"_32":886,"_30":887,"_697":708,"_41":42,"_40":888,"_699":25,"_38":889,"_13":709,"_34":20,"_35":890,"_24":25,"_704":-5,"_760":891,"_27":892},{"_43":877,"_32":878,"_30":879,"_697":708,"_41":42,"_40":880,"_699":25,"_38":881,"_13":61,"_34":20,"_35":882,"_24":25,"_704":-5,"_760":883,"_27":884},{"_43":869,"_32":870,"_30":871,"_697":708,"_41":42,"_40":872,"_699":25,"_38":873,"_13":709,"_34":20,"_35":874,"_24":25,"_704":-5,"_760":875,"_27":876},{"_43":861,"_32":862,"_30":863,"_697":708,"_41":42,"_40":864,"_699":25,"_38":865,"_13":61,"_34":20,"_35":866,"_24":25,"_704":-5,"_760":867,"_27":868},{"_43":853,"_32":854,"_30":855,"_697":708,"_41":42,"_40":856,"_699":25,"_38":857,"_13":61,"_34":20,"_35":858,"_24":25,"_704":-5,"_760":859,"_27":860},{"_43":845,"_32":846,"_30":847,"_697":708,"_41":42,"_40":848,"_699":25,"_38":849,"_13":61,"_34":20,"_35":850,"_24":25,"_704":-5,"_760":851,"_27":852},{"_43":837,"_32":838,"_30":839,"_697":708,"_41":42,"_40":840,"_699":25,"_38":841,"_13":715,"_34":20,"_35":842,"_24":25,"_704":-5,"_760":843,"_27":844},{"_43":829,"_32":830,"_30":831,"_697":708,"_41":42,"_40":832,"_699":25,"_38":833,"_13":61,"_34":20,"_35":834,"_24":25,"_704":-5,"_760":835,"_27":836},{"_43":821,"_32":822,"_30":823,"_697":708,"_41":42,"_40":824,"_699":25,"_38":825,"_13":61,"_34":20,"_35":826,"_24":25,"_704":-5,"_760":827,"_27":828},{"_43":813,"_32":814,"_30":815,"_697":708,"_41":42,"_40":816,"_699":25,"_38":817,"_13":61,"_34":20,"_35":818,"_24":25,"_704":-5,"_760":819,"_27":820},{"_43":804,"_32":805,"_30":806,"_697":708,"_41":42,"_40":807,"_699":25,"_38":808,"_13":809,"_34":20,"_35":810,"_24":25,"_704":-5,"_760":811,"_27":812},{"_43":796,"_32":797,"_30":798,"_697":708,"_41":42,"_40":799,"_699":25,"_38":800,"_13":715,"_34":20,"_35":801,"_24":25,"_704":-5,"_760":802,"_27":803},{"_43":788,"_32":789,"_30":790,"_697":708,"_41":42,"_40":791,"_699":25,"_38":792,"_13":715,"_34":20,"_35":793,"_24":25,"_704":-5,"_760":794,"_27":795},{"_43":780,"_32":781,"_30":782,"_697":708,"_41":42,"_40":783,"_699":25,"_38":784,"_13":715,"_34":20,"_35":785,"_24":25,"_704":-5,"_760":786,"_27":787},{"_43":772,"_32":773,"_30":774,"_697":708,"_41":42,"_40":775,"_699":25,"_38":776,"_13":61,"_34":20,"_35":777,"_24":25,"_704":-5,"_760":778,"_27":779},{"_43":763,"_32":764,"_30":765,"_697":708,"_41":42,"_40":766,"_699":25,"_38":767,"_13":768,"_34":20,"_35":769,"_24":25,"_704":-5,"_760":770,"_27":771},{"_43":695,"_32":696,"_30":128,"_697":-5,"_41":42,"_40":698,"_699":25,"_38":759,"_13":701,"_34":702,"_35":703,"_24":25,"_704":45,"_760":761,"_27":762},["D",1783958763397],"children",[],[696],"3ba0a1ed-8b1b-4f90-a044-400f494693b6","training-measurement-planner.html","3b2d52ee-7ed0-11f1-93e7-1607ee4eb77e",106,["D",1783958821852],4,"\n\n\n\n\nTraining Measurement Planner | LS&D\n\n\n\n\n\n\n

\n \n

Training Measurement Planner

\n\n

\n\n\n

\n\n \n \n\n \n

Level 3 Evaluation Planning Coach

Build a plan to measure whether training actually changes on-the-job behavior

\n \n

\n\n \n

\n \n \n

Press Enter to send · Shift+Enter for new line

\n\n

\n\n\n\n",[],[707,764],"b80a42cd-03e4-424b-8d2a-830c0a120ff9","tmay-story-lab.html","c6a86dcc-7a2f-11f1-9343-1607ee4eb77e",21,["D",1783448104001],"\n\n

\n $\"Learning$ \n

\"Tell Me About Yourself\" Story Lab

The First 90 Seconds of Every ID Interview

\n \n

\n\n \n

\n \n\n

Nail the first 90 seconds of your ID interview.

\"Tell me about yourself\" is the first question in almost every interview, and career changers get tripped up here. You either overshare your teaching background and lose them, or you undersell what actually makes you a strong ID candidate.

This lab helps you build a 90-second story that connects your past work, your pivot into ID, and where you're headed, so a hiring manager wants to keep asking questions.

\n\n

How it works

Answer 7 short questions, one at a time, in a conversation.
Get a first draft of your 90-second narrative.
See what a corporate L&D hiring manager would think, in plain English.
Revise up to 3 times until it lands.
Save it or copy it when you're done.

\n\n

Your work is saved on this browser as you go, so if you close the tab, you can come back to the same session on the same computer.

\n\n \n

Questions

\n ▶\n

Draft

\n ▶\n

Hiring Manager

\n ▶\n

Revise

\n ▶\n

Done

\n\n

\n \n \n

Press Enter to send. Shift + Enter for a new line.

\n\n \n

\n\n\n",[],[707,773],"bce123ec-0d77-4890-ba7a-eefc142d10fd","star-story-builder.html","c6883002-7a2f-11f1-9f47-1607ee4eb77e",53,["D",1783807872411],"\n\n

\n\n \n

\n $\"Learning$ \n

STAR Story Builder

0 / 5 Stories

\n\n \n

\n \n

Build Your Interview Stories

You can build up to 5 STAR stories. Each one gets translated into real instructional design language -- with coaching, analysis, and a cheat sheet you can take into any interview. How do you want to start?

💬

Free Build

Describe an experience from your past and your coach will shape it into a polished STAR story. You'll also see which interview questions your story answers.

\n Start with your experience\n

🎯

Question-Guided

Pick a specific interview question you want to be ready for. Your coach will give you tips on what makes a strong answer, then help you build the story.

\n Start with the question\n

\n\n \n

\n \n

Pick Your Interview Question

Choose the question you most want to nail. Your coach will walk you through exactly what a strong answer looks like for that question, then help you build your story.

\n\n

Instructional Design & Course Development

Tell me about a time you designed a learning program from scratch.→

Tell me about a time you chose a specific instructional strategy and why.→

Tell me about a time you created a blended learning solution.→

\n\n

Needs Analysis & Problem Solving

Tell me about a time you identified that training wasn't actually the solution to a performance problem.→

Tell me about a time you conducted a needs analysis before designing a solution.→

Tell me about a time you had to push back on a request because the data didn't support it.→

\n\n

Stakeholder & SME Collaboration

Tell me about a time you worked with a difficult subject matter expert.→

Tell me about a time you had to manage conflicting feedback from multiple stakeholders.→

Tell me about a time you had to influence a stakeholder who didn't see the value of training.→

\n\n

Project Management

Tell me about a time you managed an ID project with a tight deadline.→

Tell me about a time you juggled multiple projects at the same time.→

Tell me about a time a project scope changed mid-development and how you handled it.→

Tell me about a time you had to deliver with limited resources or budget.→

\n\n

Facilitation & Delivery

Tell me about a time you facilitated a training session that didn't go as planned.→

\n\n

Evaluation & Measurement

Tell me about a time you measured whether your training actually worked.→

\n\n

Collaboration & Communication

Tell me about a time you worked cross-functionally with teams outside of L&D.→

Tell me about a time you had a conflict with a colleague and how you resolved it.→

Tell me about a time you had to communicate a setback or missed deadline to a stakeholder.→

\n\n

Adaptability & Growth

Tell me about a time you received critical feedback on your work and what you did with it.→

Tell me about a time you failed at something and what you learned from it.→

\n\n

AI & Modern Practice

Tell me about a time you used AI to solve a problem or work more efficiently.→

\n\n \n \n\n

\n\n\n",[],[707,781],"22bcbdb8-2a4e-4aa1-b9f6-c91b790e48b0","speak-corporate.html","72bf0dfc-7a2e-11f1-a80a-1607ee4eb77e",52,["D",1783807870739],"\n\n\n\n\nLearn to Speak Corporate | Learning Strategy & Design\n\n\n\n\n\n

\n \n

Learn to Speak Corporate

Your corporate communication training tool

\n\n

Learn the language before you're in the room

Corporate has its own vocabulary and its own way of writing emails. This tool covers both: a searchable glossary of terms you'll hear in meetings and interviews, plus email scenarios that teach you to read between the lines and respond like you belong.

HOW THIS WORKS

Glossary: Search and browse corporate terms with definitions and real usage examples

E-mail Communication: 6 real-world email scenarios where you pick the best response and get scored

Time: Browse at your own pace, or work through all 6 email scenarios in about 10 minutes

\n\n

\n \n \n

\n\n

\n\n\n

Corporate Glossary

Terms and phrases you'll hear in meetings, emails, and interviews. Know what they mean and when to use them.

\n \n

\n\n\n

E-mail Communication

Real email situations you'll hit in the corporate world. Pick the right response. See what separates the corporate mindset from the teacher mindset.

\n\n

\n Your Progress\n 0 / 6 complete\n

Score: 0 correct

\n\n

\n \n

What to do next

You've worked through all 6 email scenarios. Here's how to keep building on this:

Review the Glossary tab to reinforce the terms you saw in context
Try the scenarios again to practice choosing the right tone faster
Use these patterns in your real interview prep and email drafts

\n \n \n

\n\n

\n\n\n\n",[],[707,789],"c7025537-2b2b-46a6-a0cd-ffe347fd56ac","salary-negotiation-assistant.html","80e08b14-7a2d-11f1-90ec-1607ee4eb77e",51,["D",1783807290091],"\n\n

\n $\"Learning$ \n

Salary Negotiation Assistant

Congrats on your offer! Get the words for your counter offer and come back if you need to further negotiate.

Get the exact words for your salary negotiation

This builds you a personalized negotiation script based on your actual offer details. You'll get word-for-word language for your counter, plus scripts for benefits negotiation if the salary is firm. Come back after each round if you need to negotiate further.

HOW THIS WORKS

What you'll get: A ready-to-send counter offer script, plus benefit negotiation language if needed

What to do first: Enter your offer details (salary, title, company)

Time: About 2 minutes to fill in your details, then instant scripts

Built for W2 corporate offers.

\n\n",[],[707,797],"85882dde-43f6-4377-bfc0-e15aa5439ba5","roleplay-gym.html","aca4bf2a-7e62-11f1-97d6-1607ee4eb77e",95,["D",1783912399081],10,"\n\n\n\n\n

\n \n \n\n \n

\n \n\n \n\n

Coaching Feedback

\n \n

What happened

The better move

Now YOU decide

\n \n

\n\n

Scenario Complete!

\n \n

\n\n

SME is thinking...

\n\n\n",[],[707,805],"87b7ab33-c7f2-45f5-b1b5-c9cb2c933a6f","resume-tailor.html","e71a947e-7a2d-11f1-9991-1607ee4eb77e",8,["D",1783447299427],"\n\n\n

\n\n

\n \n

\n\n

Tailor Your Resume
To This Job

You've already built a strong ID resume. This tool tailors it to one specific posting. Paste your resume and the job description, and get the keyword gaps plus the top three changes to make before you apply. No full overhaul. Just the targeted tweaks that matter for this role.

\n\n

\n\n \n

Step 1

Your Resume

Use this once your resume is already ID-ready. It gives you targeted tweaks for one posting, checked against current 2026 ATS guidance. For a full resume overhaul, use the Resume Revamp Assistant instead.

\n \n \n

\n \n

\n 📄\n

Click to upload your resume PDF

or drag and drop here. PDF only, up to 4MB.
Tip: save from Word as PDF for best results. Avoid Canva exports (they save as images that ATS cannot read).

\n 📄\n

resume.pdf

0 KB

\n \n

Step 2

Job Description

\n \n

Please provide your resume and the job description before submitting.

\n \n

\n\n \n

Reading your resume...

Hang tight. This takes about 20-30 seconds.

\n\n \n

\n\n

\n\n\n\n\n

\n\n\n",[],[707,814],"ec2ee1ed-7322-419a-805a-b73b22d5f90b","resume-tailor-gated.html","2afcb504-7d95-11f1-bdde-1607ee4eb77e",68,["D",1783821504980],"\n\n\n

\n\n

\n \n

\n\n

Tailor Your Resume
To Any ID Job Posting

You've already built a strong ID resume. This tool tailors it to one specific ID job posting. Paste your resume and the posting, and get the keyword gaps plus the top three changes to make before you apply. No full overhaul. Just the targeted tweaks that matter for this role.

\n\n

\n\n \n

\n What You'll Get\n

The exact keyword gaps between your resume and this posting

Your top 3 highest-impact changes to make before you apply

A follow-up chat to ask questions about your feedback

A printable report you can reference while you edit

\n Get Your Free Resume Analysis\n \n \n

Please enter your name and a valid email address.

\n \n No spam. You'll get instant access and occasional career tips you can unsubscribe from anytime.\n

\n\n \n \n\n \n

Reading your resume...

Hang tight. This takes about 20-30 seconds.

\n\n \n

\n\n

\n\n\n\n\n

\n\n",[],[707,822],"64ff7f13-732f-4643-8c5d-2103e546a6b4","resume-revamp-assistant.html","c53824b0-7a2e-11f1-bf01-1607ee4eb77e",15,["D",1783447672093],"\n\n\n

\n\n

\n \n

\n\n

AI-Powered Career Tool

Revamp Your Resume
For Corporate ID

The one-time foundation review for career changers breaking into Instructional Design. Paste your resume and get a full, ID-focused review measured against what corporate instructional designer roles actually look for. Do this once to get your resume ID-ready, then use the Resume Tailor to tweak it for each job you apply to.

\n\n

\n\n \n

\n \n

Step 1

Your Resume

This is the big one-time overhaul. Your resume is reviewed against a representative corporate Instructional Designer role and current 2026 ATS guidance. Applying to a specific job? Use the Resume Tailor instead.

\n \n \n

\n \n

\n 📄\n

Click to upload your resume PDF

or drag and drop here. PDF only, up to 4MB.
Tip: save from Word as PDF for best results. Avoid Canva exports (they save as images that ATS cannot read).

\n 📄\n

resume.pdf

0 KB

\n \n

Please provide your resume before submitting.

\n \n

\n\n \n

Reading your resume...

Hang tight. This takes about 20-30 seconds.

\n\n \n

\n\n

\n\n\n\n\n\n\n

\n\n\n",[],[707,830],"b4b83879-f9c8-45e2-86bd-b1f81f44a593","project-post-mortem.html","f5f3077c-7ed5-11f1-963c-1607ee4eb77e",108,["D",1783959481458],"\n\n\n\n\nProject Post-Mortem | Learning Strategy & Design\n\n\n\n\n

\n\n \n\n

\n\n

How It Works

1. Project OverviewWhat the project was, who it was for, and what problem it needed to solve.
2. What Went WellThe wins, the good calls, and the skills that actually worked.
3. What Didn't Go WellThe friction points, honestly, with no judgment attached.
4. Lessons LearnedThe patterns underneath both lists, and what they mean going forward.
5. Action Items & ReportA short plan for next time, plus a saved report you can keep.

\n\n \n\n \n\n \n\n \n\n

\n\n

\n\n \n\n

\n\n

\n Thinking this through, give it a few seconds (can take up to 30 seconds)...\n

\n\n

\n \n

\n\n

\n \n \n

\n\n

\n\n\n\n\n",[],[707,838],"cccf1f64-55bc-4b62-a88b-65dfc5e540ba","professional-summary-coach.html","db22f13e-7a2d-11f1-a4f7-1607ee4eb77e",7,["D",1783447279367],"\n\n

\n\n

\n $\"Learning$ \n

Resume Professional Summary Coach

For people moving into corporate instructional design

\n\n

\n\n \n

Build the summary at the top of your resume, the right way

The professional summary is the first thing a hiring manager reads. Most career-change advice tells you to open with \"former teacher transitioning into...\" That's exactly what gets you screened out. This coach helps you position yourself as a capable learning professional whose experience translates, without announcing the pivot in your prime real estate.

\n\n

Coach, not writer

This tool does not write your summary for you. You'll get building blocks to assemble yourself, or diagnostic feedback on a draft you already have.

Why: a summary that reads like it was generated gets flagged, by both applicant tracking systems and humans. The words have to be yours. The coach makes sure whatever you write positions you as competent, not confessional.

\n\n

Give your target role, paste your resume, and answer a few quick questions.
No draft yet? Get building blocks for two angles to assemble your own summary from.
Already have a draft? Get diagnostic feedback: what's working, what to cut, what's missing.
Write your summary yourself, in your own words, using what the coach gives you.

\n\n

Heads up. Your answers save to this browser so you can come back and finish later. Same computer, same browser. This tool works on the live site at learningstrategyanddesign.com.

\n\n

\n \n \n

\n\n \n

About you

The more specific you are, the more specific your coaching will be. Paste your real resume text, not a summary of it.

\n\n \n

Do you already have a summary written?

This decides whether the coach gives you building blocks or feedback on your draft.

\n No, I'm starting from scratch. Give me building blocks to write my own.\n Yes, I have a draft. Give me feedback on what I wrote.\n

\n\n \n

What job title are you targeting?

The exact title you're applying for. The coach mirrors it where it fits.

\n \n

\n\n \n

Paste your full resume

Work history, education, certifications, skills. The coach only works from what's actually here, it never invents experience you don't have.

\n \n

\n\n \n

Your instructional design certification

If you have one or are working toward one. This is separate from whether you want it in the summary.

\n Completed\n In progress\n None\n

\n Is this the Applied Instructional Design Academy (AIDA)?\n

\n Yes, it's AIDA\n No, another program\n

\n How many months did it take? (optional, adds specificity)\n \n

\n\n \n

Want a certification line in your summary?

Your call. The coach never forces it in, even if you have one.

\n Yes, include it\n No, leave it out\n

\n\n \n

What tone are you going for?

Shape the voice to the industry you're targeting.

\n Direct and confident
Matter-of-fact (default)\n Warm and human
Softer word choice\n Formal and polished
Fuller sentences\n

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Anything you want to lead with? (optional)

One or two lines on what matters most to you here. Skip it if you're not sure.

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Paste your current draft summary

The exact summary you've written so far. The coach reacts to this.

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Your coaching Round 1 of 3

This is scaffolding, not a finished summary. Write your own words from it.

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\n\n\n",[],[707,846],"840e21d9-2e3d-4ffa-b862-6022b19f462e","portfolio-writeup-pitch-coach.html","a7a432d2-7a2d-11f1-bd85-1607ee4eb77e",5,["D",1783447192940],"\n\n

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\n $\"Learning$ \n

Portfolio Write-Up and Pitch Coach

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Turn your portfolio sample into a hireable portfolio piece

You finished your sample. Now you need two things that get you interviews: a write-up on your portfolio site and a polished verbal pitch for when an interviewer says \"walk me through this.\"

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Who's giving you feedback

Throughout this tool, you'll get feedback from the perspective of an experienced hiring manager who hires Instructional Designers. That means they know ID language, they know what good design thinking sounds like, and they know what hiring managers actually look for in portfolio write-ups and interviews. They won't flag ID jargon (that's expected). They will flag teacher-speak, vague answers, missing rationale, and anything that doesn't sound like a working ID.

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Create your write-up. Nine sections, guided. You'll paste in work you already did (audience, problem, solution) and create fresh content for Highlights, Process, AI Use, and Evaluation with hiring manager feedback.
Practice your pitch. Five common interview questions about your sample. Speak your answer or type it. Get hiring manager critique on each one.
Save your work. Print or save the write-up to PDF. Copy your polished pitches into your interview prep doc.

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Tools Used

List the tools you used to build your sample. Keep it factual and comma-separated.

\n Your tools\n \n

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Audience

Pull this from your content map. Paste in the audience you defined when you planned your sample.

You already wrote this. No new thinking required. Go to your content map and copy the audience description into the field below.

\n Your audience\n \n

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Problem

The business problem your training solves. Pull this from your content map too.

Copy the problem statement straight from your content map. This is the \"why this training matters\" part. Hiring managers care about this a lot.

\n The problem\n \n

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Solution

The goal or measurable outcome of your training. From your content map.

This is the goal statement, ideally with a measurable target (reduce errors by X percent, increase compliance by Y, etc.). Paste it from your content map.

\n Your solution\n \n

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Highlights

The design moves you made. This is where you show you think like an ID, not just a builder.

What to include: the strategies you applied (scenario-based, chunking, spaced practice), any standout interactions in your build, and specific moves you made to enhance the learning experience for your learners.

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Example highlights (retail associate training)

Applied several design strategies to engage learners:

A branching scenario simulating a real customer complaint conversation, with different response paths depending on the choice the learner makes
Chunked the content into five-minute modules with logical sequencing
Knowledge checks with targeted feedback after every section
A downloadable job aid for quick reference during a shift

Interactions used: drag-and-drop sorting, click-to-reveal product details, the branching customer scenario, marker hotspots on a product display image, tabbed FAQ, slider for pricing tiers.

Use this as a structural reference. Create yours about your actual sample.

\n Your highlights (draft)\n \n

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Hiring manager feedback REVIEW

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Process

Walk through how you approached the project from analysis to delivery. Show your ID thinking, not just your building.

What to include: the analysis you would do (or did) before building, design document and storyboard work, the development tool, and the final deliverable format.

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Example process (retail associate training)

Before development, a needs analysis would be conducted with store managers and tenured associates to confirm training was the right solution and not a coaching or process issue. A scoping meeting with subject matter experts and operations leadership would define the scope and sequence and set clear, measurable learning objectives. A design document captured the blueprint, and a storyboard mapped out every interaction before development started.

During development, the storyboard was built out in Articulate Storyline with all approved interactions, voiceover, and assessments. The deliverable to the client was a SCORM-compliant package ready to load into their LMS.

Yours will look different depending on your actual sample. Use this for structure.

\n Your process (draft)\n \n

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Hiring manager feedback REVIEW

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AI Use

Explain if and how you used AI at any point while creating this sample. Being upfront about this is a strength, not a weakness. If you didn't use AI at all, just say so.

What to include: where in the process you used AI (research, drafting, storyboarding, script writing, images, etc.), what you asked it to do, and what you changed or added yourself. If you didn't use AI anywhere in the process, one sentence saying that is enough.

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Example AI use (retail associate training)

Used ChatGPT to brainstorm realistic customer complaint scenarios for the branching interaction, then rewrote the dialogue myself to match the tone and reading level of the audience. Used Claude to tighten the wording on knowledge-check feedback so it sounded encouraging rather than clinical. Built the storyboard, design document, and all final content myself.

If you didn't use AI, write something like: \"I didn't use AI for this sample. All research, writing, and design decisions were mine.\" Either way, this section gets used.

\n Your AI use (draft)\n \n

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Hiring manager feedback REVIEW

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Evaluation

How you would measure whether the training actually worked. This is where most career changers stop short and lose hiring managers.

What to include: Kirkpatrick levels if you used them (Level 2 is knowledge checks, Level 3 is on-the-job behavior change), how you'd collect the data, and who'd review it.

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Example evaluation (retail associate training)

Kirkpatrick Level 2 is measured throughout the course with scenario-based knowledge checks and a final pass-fail assessment that mirrors situations associates face on the floor. Learners must pass the final to complete the course.

Kirkpatrick Level 3 is measured on the job. Floor managers track behavior using a 60-day observation checklist, capturing whether associates apply the trained skills in real customer interactions. Results are reviewed monthly with the L&D team and used to identify whether additional support or refresher content is needed.

If you didn't deploy to real learners, write this as \"would be measured by.\" Hiring managers know it's a portfolio sample.

\n Your evaluation (draft)\n \n

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Hiring manager feedback REVIEW

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Additional Deliverables

Link the supporting documents from your sample so hiring managers can see the depth of your work.

No writing needed here. On your portfolio page, add a section called Additional Deliverables with links to each of the supporting documents below. Make sure each link is set to \"Anyone with the link can view.\"

Sections to link:

Design Document
Storyboard
Job Aid
Voiceover Script

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Practice your pitch out loud

Five questions hiring managers actually ask about your portfolio sample. For each one, you'll get a frame, you'll speak (or type) your answer, and you'll get hiring manager feedback. Aim for 60 to 90 seconds per answer.

Voice input uses your browser's built-in speech recognition. Works best in Chrome and Edge. If voice doesn't work for you, just type your answer.

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Write-Up Preview

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Save your work

Open a printable version of your write-up. From the print dialog you can choose \"Save as PDF\" to download a copy, or print it directly.

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Your draft is saved in your browser. To pick up where you left off, come back to this same page on the same computer and browser. Clearing your browser data will erase the draft.

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\n\n\n",[],[707,854],"beb7e94a-9027-4f20-8589-2f68cfc66123","portfolio-topic-generator.html","75d28cd0-7d94-11f1-b7f0-1607ee4eb77e",66,["D",1783821201029],"\n\n

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\n $\"Learning$ \n

Turn Any Idea Into a
Corporate Training Topic

Answer a couple of quick questions and we'll generate real, portfolio-worthy training ideas built around your interests.

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\n Get Your Free Portfolio Topic Ideas\n Enter your name and email below to unlock the generator. We'll send you a copy of your results, too.\n\n

\n First Name\n \n

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\n Email\n \n

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Please enter your first name and email to continue.

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\n Step 1 of 2\n Tell us a little about you\n We'll use your interests and ideas to generate corporate training topics that are actually yours — not generic templates anyone could use.\n\n

\n What are you into outside of work?\n Or what idea do you have that you would like to expand on?\n \n Separate with commas. The more specific, the better.\n

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\n What type of portfolio sample are you building?\n

\n \n eLearning Module\n \n Job Aid\n \n Instructor-Led Training\n \n Virtual ILT\n \n Microlearning Video\n

\n Your brief will include format-specific guidance on exactly what to build.\n

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Please enter at least one interest or idea before continuing.

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\n Step 2 of 2\n Here are your corporate training ideas\n Each one connects YOUR interests and ideas to a real business context. Pick the one that excites you most and we'll build a full project brief around it.\n\n

\n Connecting your ideas to real corporate contexts — please wait, this can take up to 30 seconds...\n

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Please pick one idea to continue.

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\n Your Portfolio Project Brief\n

\n \n Save this. This is your starting point. Copy it into a doc and build from here.\n\n

\n Building your full project brief — please wait, this can take up to 30 seconds...\n

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Portfolio Score Card

Find out if your portfolio would survive a hiring manager's first look

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Portfolio Interview Simulator

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Mock Interview

Practice defending one portfolio piece before a real hiring manager does.

Pick one eLearning module from your portfolio. Answer a few questions about it so the interviewer has context. Then get grilled with the questions ID hiring managers actually ask. When you're done, you'll get feedback on how you presented your work and where to tighten up.

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How this works

Fill out a short intake about one Storyline or Rise sample (about 5 minutes)
Answer 8 interview questions in a chat format (about 15 to 20 minutes)
Get a feedback report with a scorecard and 3 specific improvements
Save your report as a PDF to review later

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\n Heads up: the interviewer plays fair but pointed, the way real hiring managers do. Expect some pushback. That's the point. The more honest you are in the intake, the more useful the practice.\n

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Step 1 of 3

Tell the interviewer about your piece.

Answer honestly. The interviewer will use these answers to ask sharp, specific questions. Vague answers here mean generic questions later.

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The piece

Quick facts about the sample.

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\n What's this piece called?\n \n

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\n Tool used\n \n

\n Length (minutes)\n \n

\n Format\n \n

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The business context

This is where interviews get real. Weak business context is the fastest way to lose an interview.

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\n Who's the audience? Role, seniority, industry.\n

e.g., \"New account executives at a B2B SaaS company, 0 to 6 months on the job\"

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\n What business problem was this designed to solve?\n

Not the learning objective, the business problem. Ramp time? Compliance risk? Rework? Missed sales? Errors? What was hurting the business?

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\n Was this a real project or portfolio-only?\n

\n Real work project\n Real client project\n Portfolio-only (made up)\n

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\n How did (or would) you measure whether this worked?\n

Real measures: reduced ramp time, higher pass rate, fewer support tickets, better test scores, decreased errors. If you're guessing, say what you'd measure and how.

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Design choices

The interviewer will push on WHY, not what. Be ready.

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\n Learning objectives (2 to 4)\n

Action verbs. What learners can do by the end.

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\n Why this format? Why eLearning instead of a job aid, video, ILT, or coaching?\n \n

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\n What are 2 to 3 design choices you're most proud of or most want to talk about?\n

Interactions, scenario branches, layouts, navigation choices, visual design decisions. Be specific.

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Process

Hiring managers care as much about how you work as what you built.

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\n How did you decide training was the right solution?\n

What did needs analysis look like? If this was portfolio-only, walk through what you'd have done.

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\n How did you work with SMEs (or simulate that for a portfolio piece)?\n \n

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\n If you rebuilt this today, what's ONE thing you'd change?\n \n

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Question 1 of 8

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\n Aim for 2 to 4 sentences. Specifics beat sweeping claims.\n \n

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Your session is saved as you go. Same computer and browser to come back.

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Your feedback report

Here's how you did.

An honest read on how you presented your work. The interviewer's job is to find the weak spots, so if some of this stings, that's the tool doing its job.

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Scorecard

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3 things to sharpen

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Overall

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The report opens in a new tab. If it doesn't, allow popups from this page and try again.

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The Corporate ID Portfolio Blueprint

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1Start Here

Start here.

So, you're building your first ID portfolio and not sure exactly what needs to be in it?

If you want a corporate instructional design job, you need a portfolio. It's the first thing recruiters look at, and if it's missing or has the wrong things in it, you don't get the interview. I will be honest. That's how it works.

Most people building their first portfolio don't know what to include, put in the wrong things, or underestimate how much goes into each piece.

This tool walks you through all of it. What has to be in your portfolio. How to plan the build across 90 days. What each piece needs to look like to land you the job. Plus two downloadable templates you can use as you go.

A few things to know before you start

This is built for corporate ID. Not K-12. Not higher ed. Corporate learning, healthcare training, government and non-profit L&D. That world.
Work through it in order. Each section builds on the last.
You'll build a 90-day plan you can save and come back to.
The templates and checklist are yours to keep.

Ready? Let's start with what good actually looks like.

See what good looks like →

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2Examples

Before you build, see what you're building toward.

The fastest way to figure out what a strong ID portfolio looks like is to see one. Or a bunch of them.

Look at the portfolios of people who've already landed corporate ID jobs. Notice what kinds of samples they have. How they organized the site. What tools they used. What they wrote about themselves. What they left out.

Where to look

We have a website full of portfolios our students built. You'll see actual Rise samples, Storyline projects, design documents, storyboards, and job aids. All from real people who used these to get hired.

Browse student portfolios →

What to notice as you're looking

Variety. A strong portfolio has different types of samples, not four versions of the same thing.
Polish. The pieces look finished. No placeholders, no half-built samples.
Adult, professional topics. Not education-related. Not personal hobbies.
A clear \"about\" or bio that reads like a competent professional wrote it.

Once you've had a look, come back here. Next up: exactly what needs to be in yours.

See what needs to be in your portfolio →

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3Portfolio Sample Overview

What has to be in your portfolio before you start applying.

Here's the minimum you need before you apply for corporate ID jobs. If any of these are missing, you're going to struggle to get an interview. I will be honest. Probably won't get one. These pieces are non-negotiable.

Required (before you apply)

1 Storyline sample
1 Rise sample
1 design document
1 storyboard
1 job aid

Nice to have (add after you're hired, or during the search if you have time)

A second Storyline sample. Shows variety, especially if the second one is an advanced interaction or microlearning.
An AI-related sample that shows you can use AI tools in the ID workflow.
Vyond video (if you take the elective badge)
Camtasia video (if you take the elective badge)
vILT slide deck and facilitator guide (if you take the elective badge)
Graphic design samples, in their own category, kept separate from your ID work
Real work samples from a previous job, scrubbed of the company name and any proprietary info, and only if you have permission

What NOT to include

This is where a lot of first portfolios go sideways. Do not put any of this in your portfolio:

K-12 or higher ed content. Not even PD you built for other teachers.
Personal hobbies or topics that aren't work-relevant.
Anything controversial. Politics, religion, hot-button social issues.
Photography as a separate category.
Placeholders. An empty spot makes the whole portfolio look unfinished.

Now that you know what needs to be in it, here's how to approach the build without trying to do everything at once.

How to approach the build →

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4How To Approach It

How to approach it without doing it all at once.

A full corporate portfolio is more than you can build in one stretch, so don't try. Think of this as your first 90 days. It won't get you all the way to the finish line, but it'll get you a real start, and a real start is what most people never manage.

Pick one of these two starting points, then work top to bottom. Give it 10 to 12 hours a week if you can. Less is okay, it just moves slower. What matters is that you protect the time and keep going.

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Starting point 1

Build your Storyline sample

The most demanding piece, and demanding enough to be its own project. If Storyline is the thing scaring you, start here and go in this order:

Plan and create your content map. Your planning document. Map out the topic, goal and business problem, audience, objectives, content, and sequence before you build. Grab the content map template from the resources below.
Learn beginning Storyline. Get comfortable with the basics of the tool first. You can't design for software you don't know yet.
Create your first draft. Get a rough version of the course out of your head and built in the tool.
Learn advanced Storyline. Pick up the advanced interactions and features that make a sample stand out.
Iterate, polish, QA, and publish. Refine it, run the checklist, then get it live with a short write-up of your process.

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Starting point 2

Build the other four pieces

Your Rise sample, design document, storyboard, and job aid. Four lighter pieces you can move through faster, then come back for Storyline. Work in this order:

Rise sample. Plan it with a content map the same way, then build it in the Rise free trial.
Design document. Build it after your sample, based on the same course. It's a pared-down version of your content map, in the format corporate teams actually use. Template below.
Storyboard. Also based on the sample you built, created after you know the tool. A clean, screen-by-screen map a reviewer can follow.
Job aid. A quick, polished win. One strong corporate job aid.

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Map it to your own calendar. Put these steps against your real weeks. Block out vacations and busy stretches up front so you're planning around real life, not pretending it away.

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Get the full build guide

Enter your name and email to unlock the standards for every piece, plus a printable portfolio checklist and the templates you'll need. Yours to save and come back to.

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You're in. The full build guide is unlocked below. Grab your printable checklist to keep the whole build in one place, then work through each piece.

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5Build Each Piece

How to build each piece to a professional standard.

Five required pieces, five sets of standards. Tap through each one. This is where you'll see exactly what separates a portfolio that gets interviews from one that gets skipped.

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Rise

Storyline

Design Doc

Storyboard

Job Aid

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Building your Rise sample.

Rise is where a lot of career changers start with authoring tools because it's the more approachable of the two. Don't take that to mean easy. A strong Rise sample takes real planning and real thought before you ever open the software.

Here are the 9 steps to plan your Rise sample before you build. Work through these in order.

Planning your Rise sample

Choose your topic. Corporate topic, adult audience, work-relevant. Not education-related. Not controversial. Not a personal hobby.
Define your goal and business problem. What problem does this training solve for the business? What's the outcome?
Define your audience. Who is this for? What's their role, their context, their level?
Identify the actions needed to meet the goal. What does the learner have to be able to do by the end?
Write learning objectives. Action verbs, measurable, aligned to the actions.
Brainstorm and analyze source content. What do you already have or know? What do you need to research?
Chunk and sequence your content. Break it into logical groups. Order it so cognitive load stays manageable.
Create the performance-based assessment. How will you check that the learner can do the thing?
Create your content map. The full blueprint of the module before you touch Rise. Use the content map template in the resources below.

Once your plan is solid, then you open Rise.

What a strong Rise sample includes

A clear topic that fits corporate ID
Learning objectives you can actually measure
Interactive elements (not just a text scroll with a quiz at the end)
A knowledge check or performance-based assessment
Clean visual design that uses Rise's built-in style options well
A recognizable corporate use case (not a hobby, not a personal interest)

Where people get tripped up: Most first-time builders skip straight to step 9 (the content map) or worse, skip straight to Rise itself. Then they build something that looks okay on the surface but doesn't teach anyone anything. Recruiters spot that immediately. The planning steps aren't optional. They're how you build something that shows you actually know what you're doing.

If working through those 9 steps on your own is more than you want to figure out solo, the 30-Day Rise Sprint walks you through building your Rise sample with support. Same process, with guidance and feedback so you don't get stuck.

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See the Rise Sprint →

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Building your Storyline sample.

Storyline is where corporate IDs prove they can build the more complex, custom eLearning that companies actually pay for. It's PowerPoint on steroids, and it takes more skill to build well than Rise does.

The planning process is the same 9 steps as Rise (see the Rise tab). Same discipline: plan the whole thing before you open Storyline. Skipping the planning is the fastest way to build a Storyline sample that looks impressive on the surface and falls apart when a hiring manager clicks through it.

What a strong Storyline sample includes

Custom interactions (not just Rise-style block templates rebuilt in Storyline)
At least one advanced interaction: drag-and-drop, branching scenario, meaningful click-to-reveal, or a simulation
A knowledge check or performance-based assessment
Custom design (not the default template)
Voice-over or captions if audio is used. Accessibility is expected in corporate.

Where people get tripped up

Building something too simple. If your Storyline sample could have been done in Rise, you're missing the point of Storyline.
Building something too complicated. A branching scenario that goes 30 levels deep and never resolves isn't impressive, it's confusing.
Poor design. Clip art, default templates, mismatched fonts. This piece needs to look like something a company would actually deploy.
Not planning your sample out. Your Storyline sample should go through the same nine planning steps you used for Rise before you open Storyline. Skip that and a hiring manager can tell.

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Building your design document.

The design document is the strategic blueprint for a piece of learning: the business problem, the audience, the objectives, the approach. Corporate IDs write these constantly, and producing one proves you can think like an ID, not just build in a tool.

It looks a lot like your content map, so here's the difference. Your content map is the detailed planning document you built your sample from. The design document is a pared-down, higher-level version of it, and it's the format corporate teams actually use to align stakeholders. That's exactly why it makes a strong portfolio sample on its own: it's a real corporate artifact.

One note on timing: on the job the design document comes before the build, but for your portfolio, create it after, based on the Rise or Storyline sample you already built. Same course, no new project to invent, and you'll know it well enough to write the doc quickly.

What a strong design document includes

Project overview and background
The business problem and the goal of the training
Learner audience analysis
Learning objectives
Deliverables (what will be built, in what format, on what timeline)
High-level content outline
Assessment strategy
Success measures

Download the template

We have a design document template you can use. Same structure we teach inside Applied Instructional Design Academy, and it maps to what corporate hiring managers expect.

Download design document template (PDF)

Where people get tripped up

Making it too vague. A design doc that says \"the audience is employees\" and \"the goal is to teach them the process\" tells a hiring manager nothing.
Making it too long. It's a working document, not a novel. Focused beats comprehensive.

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Building your storyboard.

A storyboard maps a learning experience screen by screen: what the learner sees, hears, and does. It's a standalone portfolio sample that shows a hiring manager you can plan at that level of detail and that you understand the ID workflow.

Here's the part that sounds backwards: build your storyboard after you've learned the tool, not before. On the job, the storyboard comes first, because an experienced ID already knows the tool. But you can't design a storyboard for an authoring tool you've never used. You have to learn what it can actually do first, then you can map out a course that uses it well. Building your portfolio, you're learning the tool as you go, so the order flips. And like the design document, your storyboard can be based on the Rise or Storyline sample you already built. Same course, no new project to invent.

What a strong storyboard includes

Screen-by-screen layout (visual sketch or wireframe)
On-screen text
Narration or voice-over script
Interactions and what happens on click
Notes for the developer (or yourself, if you're building it)
References to the learning objectives each screen supports

Format: PowerPoint works. Word works. Some IDs use Miro or Figma. Pick something that reads clearly and looks like a real work artifact.

Where people get tripped up

Confusing the storyboard with the design document. Different levels of detail. The design doc is the strategy, the storyboard is the execution plan.
Skipping the interaction notes. If the storyboard doesn't show what the learner does on each screen, it's just a slide deck.
Making it visually messy. Corporate storyboards are professional artifacts, not sketchbook doodles.

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Building your job aid.

A job aid is a quick-reference document a learner uses at the moment of need. Not a training. Not a course. A single-page or short reference tool that helps someone do their job better right now.

Corporate IDs get asked to build these constantly. Including one in your portfolio shows you can design for real workplace performance, not just seat-time training.

What a strong job aid includes

Clear task or scenario the aid supports
Step-by-step instructions or a decision tree
Clean visual layout the reader can scan
Corporate design (not clip art, not a Google Doc with default fonts)
One page ideally, two at most

Format: PDF is standard. Some IDs build these in InDesign, Canva, or PowerPoint. Whatever tool you use, the output has to look like something a real company would print, hand out, or post on an intranet.

Where people get tripped up

Making it too long. A job aid is not a workbook.
Choosing a topic that's not job-relevant. This is for workplace performance, not personal use.
Skipping the visual design. A wall of text is not a job aid. Layout matters here as much as content.

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Grab the resources →

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6Resources

Three resources to help as you build.

Everything you need to reference as you work through your portfolio pieces.

Content map template (PDF)

Your planning document. Fill this in first to plan your Storyline or Rise sample before you build. It's the same planning tool we use inside Applied Instructional Design Academy.

Download content map template

Design document template (PDF)

The same structure we teach in Applied Instructional Design Academy. Use it as your starting point for any design doc you build.

FILE NEEDED: design document template PDF link

Download design document template

Storyline QA checklist (PDF)

Before you call your Storyline sample done, run through this checklist. It's the same one Applied Instructional Design Academy students use to catch the issues hiring managers notice.

Download Storyline QA checklist

One more thing →

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7Take It Further

Would you like to take this further?

You've just seen everything that goes into a portfolio that gets you hired. If the Rise sample is the piece you'd rather not figure out alone, that's exactly what the 30-Day Rise Sprint is for.

It's a short, focused program where I walk you through building one strong Rise sample from start to finish. The kind that looks like a working ID made it, not someone brand new. In 30 days you go from a blank screen to a finished, published sample you can put straight in your portfolio.

Here's what you get

A 5-week guided path: plan and content map, build in Rise, get feedback, revise, then polish and publish
Live coaching calls twice a week for support, accountability, and getting unstuck
Expert feedback on your sample, with back-and-forth until it earns our stamp of approval
The Map Your Sprint planning tool and a day-by-day tracker so you always know your next step
An AI prompt pack for the full ID workflow
A community building their samples right alongside you
No expensive software required. The Rise free trial covers the whole thing.

By the end, the piece you were most worried about building on your own is done, and it's one a hiring manager will actually respect.

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Enroll in the 30-Day Rise Sprint →

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\n\n",[],[707,886],"38c31c3c-0a8f-41ca-ae24-ae2c240d6822","pitch-your-first-project.html","213e1240-7b0d-11f1-9404-1607ee4eb77e",50,["D",1783543741320],"\n\n

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Pitch Your First Project

Land your first instructional design project, volunteer or paid, without a portfolio full of experience. Pick where you are, and get customized help for that exact step.

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Where are you right now?

Pick the option that sounds most like you. You can always come back and choose another one.

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Find your first opportunity

Two ways to identify a target to pitch when you don't have one yet. Direct outreach to an org you've spotted, or someone already in your network.

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\n Before you scroll\n Pick one nonprofit or organization you'd actually care about. Motivation matters more than the perfect project. A cause you're excited about carries you through the hard part.\n

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\n Path 1\n

Direct outreach to nonprofits and organizations

Not centralized, but often the best portfolio pieces. Pick a target and pitch them directly.

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Good direct-outreach targets

Local nonprofits whose cause matters to you (search \"nonprofits + your city\")
Small museums and historical societies (they usually need docent training or tour scripts)
Nonprofits with a volunteer program (they almost always need better onboarding materials)
Open source projects that need training or user documentation
Your current employer, if you're still in a job (tell your supervisor you're transitioning, ask what training projects you could take on)

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\n Ready to pitch one?\n Once you have a target in mind, click \"Back to options\" and pick \"I have a target and need to pitch.\" The tool will help you write the outreach email.\n

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\n Path 2\n

Your warm network

Every source says this is the strongest way to find real work. Family, friends, former coworkers.

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Where to look in your network

Friends or family who own a business (they almost always have a training or onboarding gap)
Former coworkers, especially in HR, L&D, or people-manager roles
Coaches, course creators, or consultants you know (they need help turning content into structured learning and rarely think to hire \"an ID\")
Your kids' school, sports team, or community group if you have an in there

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How to pick a good target (in any path)

They have a training-shaped hole. Onboarding that doesn't exist, an outdated course, a compliance training everyone complains about.
They can decide fast. One decision-maker is easier than a committee.
You care about what they do. This gets you through the messy middle.
The project fits your bandwidth. 5 to 10 minute module, or a single job aid. Not a full 60-minute course.

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Write your pitch

Answer a few short questions about your target and the angle you've spotted. The tool will draft a pitch email tailored to what you've told it, not a fill-in-the-blank template.

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\n Step 1\n

Volunteer or paid?

This changes the framing of the pitch. Volunteer leads with mission fit. Paid leads with the value you deliver.

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\n Step 2\n

Who are you pitching?

\n Organization or person's name *\n \n

\n What kind of target is this? *\n

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\n What do they do? (One or two sentences)\n \n

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\n Step 3\n

The angle

The best pitches name a specific problem you can solve, not \"instructional design services.\" What have you spotted?

\n What training-shaped hole did you spot? *\n \n

If you're not sure yet, look at their website, their volunteer page, their FAQs, or a job listing they've posted. The gap is usually there.

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\n Step 4\n

What can you deliver?

Scope this SMALL. A 5 to 10 minute module, a job aid, or a short guide is enough. Full courses are the wrong ask.

\n What specifically would you build for them? *\n \n

\n How long will it take you?\n \n

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\n Step 5\n

About you (briefly)

Two sentences on your background. This makes the pitch personal, not a form letter.

\n Your background *\n \n

\n Your name and how they can reach you\n \n

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Writing your pitch email

This can take up to 30 seconds. Hang tight.

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Your pitch email

Review it, tweak it to sound like you, then send. Short and specific beats long and polished.

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\n Draft Pitch Email\n

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\n Before you send\n Read it out loud. If a sentence sounds like a corporate pitch deck, rewrite it in your own words. Send from your regular email, not a business address. Follow up once after 5 business days if you don't hear back.\n

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They said yes. Now what?

Two things happen here. First, download the scoping worksheet and walk through it with your client at your kickoff conversation. Once you know what you're building, come back and the tool will draft the agreement email you send now and the closeout email you'll send when the project wraps.

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\n Step 0 · Before you fill anything out\n

Scoping worksheet

A 12-section worksheet to walk through with your client at kickoff. Covers the deliverables, timeline, review process, payment terms, scope changes, portfolio permissions. Save it, print it, take notes on it, share it back.

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\n Step 1\n

Volunteer or paid?

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\n Step 2\n

The client and the project

\n Client name *\n \n

\n Your main point of contact\n \n

\n What was agreed to? *\n \n

Write what was actually agreed to, not what you hope to build. Specifics only.

\n Timeline *\n \n

\n If paid, what's the fee?\n \n

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\n Step 3\n

Your name (for the agreement)

\n Your name and email *\n \n

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Drafting your emails

Agreement email and closeout email. Up to 30 seconds.

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Your launch kit

Two emails. Send the agreement now to confirm scope in writing. Save the closeout email for when the project wraps.

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\n Piece 1\n Agreement email (send this now)\n

Sends the agreed scope back in writing so nobody's guessing. Not a legal contract, just a paper trail.

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\n Piece 2\n Closeout email (save for later)\n

Send this when the project wraps. The three asks that most new IDs forget: portfolio permission, a written testimonial, and a referral.

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\n Two rules for the next four weeks\n Deliver faster than they expect. And say no to anything that shows up outside the agreed scope. Scope creep is what turns a 4-week project into a 6-month one.\n

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\n\n\n\n",[],[707,894],"c2c8f1b9-8781-401b-a03d-935e523c0ba3","networking-guide.html","a1f3727e-7a2f-11f1-8c72-1607ee4eb77e",55,["D",1783808234457],"\n\n\n\n\nNetworking Without Being Awkward | Learning Strategy & Design\n\n\n\n\n\n\n\n

Your networking scripts and confidence tools

Ready-to-use scripts for every networking situation you'll hit during your job search, plus tools to pressure-test your messages before you send them. Pick a scenario, customize a script, and save the ones you like to your Swipe File.

HOW THIS WORKS

Scripts tab: Browse scenarios, pick a tone, copy or personalize any script

Confidence Checker + Reply Helper: AI-powered feedback on your own drafts

Swipe File: Your saved scripts in one place

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Scenario 01

LinkedIn Cold Message

You found an ID professional you want to connect with. You've never met. Here's how to reach out without sounding like a bot or a desperate job seeker.

Platform:

Reaching out to an ID at your target company

You want to learn about their experience there

▾

Tone:

Script

Hi [Name], I came across your profile while researching roles at [Company] and was really impressed by your background in instructional design. I'm currently transitioning into ID from [your background] and would love to connect. No ask right now, just building my network with people doing work I admire. Hope that's okay!

✗ Don't

\"Hi [Name], I'm an aspiring instructional designer looking to break into the field. I would love to pick your brain about how you got started and any advice you might have for someone like me who is trying to make a career transition. Please let me know if you'd be open to chatting sometime!\"

Why it fails: Way too long. \"Pick your brain\" is a red flag. \"Someone like me\" sounds self-pitying. Ends with a vague ask that's easy to ignore.

✓ Do

\"Hi [Name], I came across your profile while researching [Company] and loved your ID background. I'm transitioning from teaching and would love to connect. No ask, just building my network with people doing work I admire!\"

Why it works: Specific, short, low pressure. They know exactly who you are and what you want in three seconds.

Pro Tip

Keep it under 4 sentences. Mention something specific about THEM. \"No ask right now\" lowers their guard and ironically makes them more likely to respond.

Connecting after seeing their content

They posted something that resonated with you

▾

Tone:

Script

Hi [Name], your post about [topic] stopped my scroll. That point about [specific thing they said] was exactly what I needed to hear this week. I'm an aspiring ID transitioning from [background] and I've been following your work. Would love to connect!

✗ Don't

\"I loved your post! So inspiring. You really know your stuff. I'm also interested in instructional design and would love to connect and learn from you!\"

Why it fails: Generic flattery with zero specifics. Could have been sent to anyone. They know you didn't actually read it.

✓ Do

\"Your point about ADDIE being a starting point, not a rulebook, stopped my scroll. I'm transitioning from HR into ID and that reframe was exactly what I needed. Would love to connect!\"

Why it works: Quotes something specific. Shows you actually thought about it. Personal without being weird.

Pro Tip

Be specific. \"I loved your post\" means nothing. Referencing the actual idea shows you read it, and that makes all the difference.

Personalize It

Fill in a few details and get a version that sounds like you, not a template.

Your Name

Your Background

Their Name

What caught your eye about them

\n \n

Writing your message...

Your Personalized Script

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Scenario 02

Info Interview Ask

You want to learn about someone's ID career. Two ways to ask: 1-2 specific questions over message (lower friction, works with almost anyone) or a 30-minute call (higher value when it happens, but not everyone has time for it). Neither one is the \"real\" ask, pick whichever fits how well you know them.

Asking 1-2 questions directly (no call)

Lower friction, a good default for most people

▾

Script

Hi [Name], thanks for connecting! I'm working toward my first ID role and had a specific question: [your specific question]? No need to jump on a call, whenever you get a chance to reply is great.

✗ Don't

\"Hi! I'd love to pick your brain sometime, whenever works for you!\"

Why it fails: No actual question. This is just as much an open-ended time drain as a vague call request, it just doesn't look like one.

✓ Do

\"Had a specific question: how did you make the jump from teaching into your first ID role? No need for a call, whenever you get a chance to answer is great.\"

Why it works: One real question. No calendar coordination required. Easy to answer between meetings.

Pro Tip

Most people who won't get on a call will still answer one good question over message. Try this first with people you don't know well yet, it works at least as well as asking for a call, sometimes better, since there's nothing on their calendar to protect.

Asking via LinkedIn after connecting

You're already connected, now you want a chat

▾

Script

Hi [Name], thanks so much for connecting! I'm actively working toward my first ID role and I'd love to learn from someone already doing the work. Would you be open to a 30-minute virtual coffee chat? I'll come prepared with specific questions. Totally no pressure if the timing isn't right.

✗ Don't

\"Hi! I would love to pick your brain about how you got into ID. Do you have time to chat? It would mean so much to me. I'm really trying to make this transition work.\"

Why it fails: \"Pick your brain\" is exhausting. The emotional appeal puts pressure on them. No time frame. Sounds desperate.

✓ Do

\"Would you be open to a 30-minute virtual chat? I'll come with 3-4 specific questions, no pressure if the timing isn't right!\"

Why it works: Specific time. Specific number of questions. Clear out if they're busy. No guilt trip.

Pro Tip

30 minutes is the standard ask for an informational interview, people are more open to it than you'd think. If you want something lower-friction for a first touch, 15-20 minutes works too. Either way, \"I'll come prepared\" signals you respect their time.

Asking via email cold

You found their contact on their portfolio or site

▾

Script

Subject: Quick question from an aspiring ID\n\nHi [Name], I found your portfolio while researching IDs in [industry] and was genuinely impressed by [specific project or detail]. I'm transitioning into instructional design from [background] and would love to ask you 3-4 questions about your journey. Would a 30-minute call work for you sometime in the next few weeks?

Pro Tip

Say \"3-4 questions\" not \"pick your brain.\" People know that phrase means an open-ended time drain. Specific always beats vague.

Personalize It

Fill in your details and get a version that sounds natural coming from you.

Ask Type

Your Background

Their Industry / Niche

Something specific about their work

Their Name

If asking a question: what's the question?

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Writing your message...

Your Personalized Script

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Scenario 03

Following Up

You met someone at a virtual event, LinkedIn Live, or a Facebook group. Here's how to turn a brief interaction into an actual connection.

After a virtual event or webinar

You were both in the same session

▾

Script

Hi [Name], I was in [event name] today and saw your comment about [specific thing they said]. That really resonated with me. I'm making a similar transition from [background] into ID. Wanted to connect while it was fresh. Hope to cross paths again in the community!

✗ Don't

\"Hi! I think we were both in that webinar earlier. Anyway, I'm transitioning into ID and thought it would be nice to connect with others in the field!\"

Why it fails: \"I think\" signals you weren't paying attention. \"Anyway\" is dismissive. Nothing about THEM.

✓ Do

\"I was in the ID Insider webinar and your comment about not waiting until your portfolio is perfect really hit home. Transitioning from K-12 into ID. Wanted to connect while it was fresh!\"

Why it works: Names the event. References what they said. Shows you were actually paying attention.

Pro Tip

Send this within 24 hours. The longer you wait, the colder it gets. Reference something specific so they know you weren't mass-connecting.

After someone commented on YOUR post

They engaged with you first, now follow through

▾

Script

Hi [Name], thanks so much for your comment on my post. Your point about [what they said] was spot on and added something I hadn't thought about. I checked out your profile and love what you're doing in [their area]. Would love to stay connected!

Pro Tip

When someone comments on your post, you already have a warm connection. A quick DM turns a comment into a real relationship. Don't let it go cold.

Personalize It

Tell me about the situation and I'll write a follow-up that feels natural.

Their Name

Where you \"met\"

Something they said or did

Your Background

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Writing your message...

Your Personalized Script

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Scenario 04

Asking for a Referral

This is someone you actually know. Asking for a referral doesn't have to feel transactional. Here's how to do it right.

Asking a former colleague at your target company

You have a real relationship with them

▾

Script

Hey [Name]! Hope you're doing well. I've been thinking about you. I'm actively looking for my first ID role and noticed [Company] is hiring. I know it's a big ask, but if you feel comfortable, would you be willing to refer me or put me in touch with the right person? I have my portfolio ready and I'll make it as easy as possible for you. No pressure at all if it's not a good fit!

✗ Don't

\"Hey, I saw [Company] is hiring. Can you refer me? Here's my resume. Let me know ASAP since I think the deadline is soon.\"

Why it fails: No warm-up. No acknowledgment that this is a big ask. The urgency adds pressure. Purely transactional.

✓ Do

\"I'll make it easy for you. Here's a short blurb you can forward, plus my portfolio link, all ready to paste. If it doesn't feel right, no worries at all!\"

Why it works: Doing the work for them dramatically increases the chance they say yes. Removing friction is the secret.

Pro Tip

\"I'll make it easy for you\" is the magic phrase. Write the blurb they'd forward. Give them your portfolio link ready to paste. Lower their effort and they're far more likely to follow through.

Asking an AIDA cohort member who landed a job

A peer who made it before you did

▾

Script

Hey [Name], I saw you landed at [Company], that's amazing, congrats! I'm still in the job search and wondering if you'd be open to a quick chat about what the process was like there. And if it's a good culture fit, would you feel comfortable passing my name along? I'll send my portfolio link so you have it handy.

Pro Tip

Start with genuine congratulations. Ask about the company first, THEN the referral. It feels like a conversation, not a transaction.

Personalize It

Tell me about your situation and I'll write a referral ask that doesn't feel awkward.

Their Name

How you know them

Target Company

Role you're applying for

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Writing your message...

Your Personalized Script

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Scenario 05

Sharing Your Portfolio

Your portfolio is your superpower. Here's how to put it in front of people without it feeling like you're just blasting a link.

Sharing in a LinkedIn post

Announcing it to your whole network

▾

Script

Six months ago I was a [previous role] with zero instructional design experience. Today I just finished my ID portfolio.\n\nIt has [X projects] including [brief description of 1-2 standout pieces].\n\nI'm actively looking for my first ID role and would love any feedback, connections, or introductions. Link in the comments.\n\n[Tag 2-3 people who supported your journey]

✗ Don't

\"Excited to share that I've been working really hard on my instructional design portfolio! It was a journey but I'm so proud of it. Please check it out at [link] and let me know what you think! #instructionaldesign #elearning\"

Why it fails: Vague. No specifics. Link in the post kills reach. Nothing makes you stop and read.

✓ Do

\"Six months ago I was teaching 8th grade math. Today I have a portfolio with 3 ID projects, including a branching scenario I built in Storyline. Actively looking for ID roles. Link in comments.\"

Why it works: Clear before/after. Specific details. Link in comments for better reach. Direct and confident.

Pro Tip

Put the link in the COMMENTS, not the post. LinkedIn buries posts with external links. You'll get significantly more reach this way.

Sending it directly in a DM

Sharing with someone relevant in your network

▾

Script

I wanted to share my portfolio with you since we've been connecting around the ID job search. Here's the link: [URL]. The project I'm most proud of is [project name] because [one sentence why]. Would love your honest thoughts if you have 5 minutes!

Pro Tip

Always highlight ONE project, not all of them. \"Here's my portfolio\" is easy to ignore. \"Here's the project I'm most proud of and why\" makes them curious.

Personalize It

Tell me about your portfolio and I'll write a post or message that gets attention.

Your Previous Role

Standout Project

Why that project stands out

Format

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Writing your message...

Your Personalized Script

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Scenario 06

When They Ghost You

They said they'd love to chat, then nothing. One more reach-out is completely okay. Here's how to do it gracefully.

Following up on an unanswered message

They never replied to your first outreach

▾

Script

Hi [Name], I know inboxes get busy, just wanted to bump this up in case it got buried. Happy to work around your schedule if you're open to connecting. If the timing isn't right, no worries at all. I appreciate you being part of my network either way!

✗ Don't

\"Hi again, I reached out a while back and haven't heard from you. I was just wondering if you had a chance to see my message? I totally understand if you're busy. No worries if not!\"

Why it fails: Apologetic from the start. Repeating \"no worries\" signals anxiety. The whole message makes you sound like you're shrinking.

✓ Do

\"Just bumping this up in case it got buried, happy to work around your schedule. No pressure either way!\"

Why it works: Short. Assumes the best (busy inbox, not rejection). Confident but not pushy.

Pro Tip

Wait 5-7 days before following up. One follow-up is professional. Two is pushy. After the second message, move on to the next person.

They agreed to chat but went quiet

They said yes, then disappeared

▾

Script

Hi [Name], I know life gets hectic! I still would love to connect if you have 30 minutes. Here are a couple of times that work for me: [Time 1] or [Time 2]. If those don't work, just let me know what does and I'll make it happen!

Pro Tip

Give two specific time options instead of \"what works for you?\" Open-ended scheduling creates friction. Specific times are easy to say yes or no to.

Personalize It

Tell me what happened and I'll write a follow-up that's confident, not desperate.

Their Name

What was the original ask

How long since your last message

Did they say yes before going quiet?

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Writing your message...

Your Personalized Script

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Confidence Checker

Wrote something but not sure if it lands? Paste it here. You'll get honest feedback on tone, length, and specificity, plus an improved version ready to copy.

\n Paste Your Message\n \n

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Reviewing your message...

Improved Version

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Reply Helper

They responded. Now what? This is where most people freeze. Paste what they said and I'll write you a reply that keeps the conversation moving forward.

\n What Did They Say?\n \n What Did You Originally Ask For?\n \n

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Writing your reply...

Your Reply

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💀 The Message Graveyard

These messages didn't make it. Not because they were outrageous. It's the small, common mistakes that get people every time. Read each one, learn what went wrong, and make sure you never send anything like it.

💀The Novel Nobody Asked ForLinkedIn DM

\"Hi Jennifer! I hope this message finds you well. My name is Ashley and I came across your profile while browsing LinkedIn today. I noticed that you work as an Instructional Designer at Bright Learning Solutions and I thought it would be wonderful to connect with you. I am currently in the process of transitioning my career from K-12 education into the instructional design field and I am really excited about the possibilities. I have always been passionate about how people learn and I think my teaching background gives me a really strong foundation. I would love to hear more about your experience and perhaps get some advice on how to break into the field if you ever have the time. No rush of course! I know you must be very busy. Thank you so much for your time and I hope to hear from you soon!\"

What Killed It

Way too long. LinkedIn DMs should be 3-4 sentences max. This required real effort to read, and most people won't.

Zero specifics about Jennifer. Nothing shows Ashley actually looked at her profile. Could have been sent to literally anyone.

\"Get some advice\" is vague and open-ended. Jennifer doesn't know what she's agreeing to. Vague asks get ignored.

Over-apologizing throughout. \"No rush,\" \"I know you must be very busy,\" \"thank you so much,\" all of it signals low confidence and makes the reader feel guilty before they've done anything.

The Fix

Cut it to 3 sentences. Reference something specific about Jennifer's work. Make one clear, low-pressure ask with a time frame.

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💀The Job Application Disguised as NetworkingLinkedIn DM

\"Hi Marcus, I saw that your company is hiring for an Instructional Designer role. I am very interested in this position and I think my background in training and curriculum development would be a great fit. I have attached my resume and portfolio for your review. Please let me know if there is anything else you need from me. I look forward to hearing from you!\"

What Killed It

This is not networking. It's a cold job application. Marcus didn't post a job. He's an ID professional. This puts him in an uncomfortable position he didn't sign up for.

No relationship was built first. Skipping the connection step and going straight to \"hire me\" almost never works and often burns the bridge completely.

Nothing about Marcus as a person. No acknowledgment of his work, career, or perspective. Entirely self-focused.

The Fix

Connect first, ask second. Build a genuine relationship before anything job-related. Even one or two exchanges changes the entire dynamic.

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💀The Guilt Trip Follow-UpFollow-Up Message

\"Hi Priya, I just wanted to follow up on my message from last week since I hadn't heard back. I completely understand if you're busy. I know everyone has a lot going on. I just really wanted to connect because your career is so inspiring to me and it would mean the world to get even 10 minutes of your time. I hope I didn't do anything wrong in my first message! Let me know either way so I know where I stand.\"

What Killed It

\"It would mean the world.\" Emotional pressure in a professional networking message makes the reader uncomfortable, not moved. It shifts the burden onto them.

\"I hope I didn't do anything wrong.\" This signals insecurity and draws attention to the possibility something was off. Never apologize for reaching out.

\"Let me know either way so I know where I stand.\" This forces them to officially reject you. People avoid uncomfortable conversations, so they just ignore this instead.

The Fix

A confident follow-up is short, assumes the best, and gives them an easy out without drama. \"Just bumping this up, no pressure either way!\" is all you need.

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💀The Copy-Paste BombInfo Interview Ask

\"Hi [Name], I hope you're having a great day! I am an aspiring instructional designer looking to break into the field and I would love to connect with experienced professionals like yourself. Would you be willing to share your career journey with me? I am eager to learn from someone who has already navigated this path. Thank you for your consideration and I look forward to connecting with you!\"

What Killed It

They left [Name] in the message. Immediate sign the message was copy-pasted with zero personalization. Instant delete.

\"Experienced professionals like yourself\" is generic flattery that applies to every person on LinkedIn. Tells them nothing about why you reached out to THEM specifically.

No specific ask. \"Share your career journey\" could mean a 10-minute chat or a 2-hour call. Vague asks create friction and get skipped.

The Fix

Always fill in the name. Always reference something specific about them. Always give a specific time frame. Those three things alone change everything.

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Your Swipe File

Scripts you've bookmarked from the guide. Tap the bookmark icon on any script to save it here. Stays saved in this browser until you clear it.

🔖

Nothing saved yet

Head to the Scripts tab and tap \"Save to Swipe File\" on any script that resonates with you.

\n \n

\n\n

Saved to Swipe File!

\n\n\n\n\n",[],[707,902],"3f87f900-df9f-47cd-bbdc-a1bcfe570d41","needs-analysis-simulator.html","0fb986e4-7e5a-11f1-aa2d-1607ee4eb77e",92,["D",1783912374897],"\n\n\n\n

\n $\"Learning$ \n

Needs Analysis Simulator

\n \n

\n\n\n

\n\n \n

\n \n\n

\n\n

Sales / Corporate

Declining Closing Rates

A regional sales team is missing quota. Manager blames lack of product knowledge.

\n Beginner\n

\n\n

Customer Service

High Call Handle Times

Call center reps are taking 40% longer than the benchmark on average calls.

\n Beginner\n

\n\n

HR / Operations

New Hire Turnover Spike

60% of new hires are leaving within 90 days. Leadership wants a training overhaul.

\n Intermediate\n

\n\n

Healthcare / Compliance

Repeat HIPAA Violations

Three compliance violations in one quarter. Employees \"already completed\" annual training.

\n Intermediate\n

\n\n

Leadership Dev

Manager Effectiveness Drop

Employee engagement survey shows 35% drop in manager satisfaction scores company-wide.

\n Advanced\n

\n\n

\n\n \n\n \n

\n\n \n

No scenario selected

Choose a scenario from the left to begin

\n \n

\n\n

🔍

Needs Analysis Simulator

Practice diagnosing real performance problems, asking the right questions, and writing a professional needs analysis report before you do it with a real client.

← Pick a scenario to start

\n Privacy note: This is a practice tool using fictional scenarios. If you create a custom scenario based on real work, do not paste confidential client or company data without your employer's approval.\n

\n\n

\n \n \n

Press Enter to send · Shift+Enter for new line

\n\n

\n\n\n\n\n",[],[707,910],"2c8f422b-1dac-47f5-9d17-1a2c0d708311","linkedin-profile-reviewer.html","f3345ee8-7a2d-11f1-97bc-1607ee4eb77e",9,["D",1783447319679],"\n\n

\n\n

\n $\"Learning$ \n

LinkedIn Profile Reviewer

For aspiring instructional designers

\n\n

\n\n \n

Get an honest read on your LinkedIn profile

This reviews your profile section by section the way a recruiter and an ID hiring manager would in 2026. You get a score for each section, what's working, what's costing you, and the specific fixes to make first. It's built for career changers moving into corporate Instructional Design, so it knows the difference between a profile that names all the right ID words and one that still reads like a teacher describing teaching.

\n\n

How to think about your profile

Claim the role. You're an Instructional Designer, not an aspiring one and not a teacher exploring ID. Write forward, from what you build now.

Translate, don't list. Your teaching and prior-career wins count, but they need corporate learning language: learners not students, stakeholders not administrators, content development not lesson planning.

\n\n

Tell us your first name and whether you're in AIDA.
Upload your profile as a PDF, or paste each section in yourself.
Check off the ID skills that are already on your profile.
Get a scored, section-by-section review with your fixes ranked.

\n\n

Heads up. Your answers save to this browser so you can come back and finish later, on the same computer and same browser. This tool works on the live site at learningstrategyanddesign.com.

\n\n

\n \n \n

\n\n \n

Let's look at your profile

The more you give the reviewer, the sharper your feedback. Vague in, vague out.

\n\n \n

Quick basics

Your first name just personalizes your results and the report you can save. The AIDA answer changes how your Education and Certifications get read.

\n First name\n \n

\n Are you enrolled in AIDA (the Applied Instructional Design Academy)?\n

\n Yes, I'm an AIDA student or grad\n No\n

\n\n \n

Your profile content

Upload your profile as a PDF (fastest), or paste each section in. Either way, the reviewer reads the same sections.

\n \n \n

\n\n

How to save your profile as a PDF: On your LinkedIn profile, click the \"Resources\" or \"More\" button under your headline, then \"Save to PDF.\" Upload that file here.

\n \n

\n 📄\n

Click to upload your LinkedIn PDF

or drag and drop here. PDF only, up to 4MB.

\n 📄\n

profile.pdf

0 KB

\n \n

\n\n

Paste what you have. Leave a section blank if it's empty on your profile, an empty section is feedback too. Skip your Headline here, this tool hands that off to the Headline Generator at the end.

\n About section\n \n

\n Experience (all roles)\n \n

\n Featured (list what's there and the order)\n \n

\n Education\n \n

\n Licenses & Certifications\n \n

\n\n \n

Which of these are in your Skills section?

Check only the ones actually listed on your profile right now, not what you wish was there. This is how the reviewer scores your Skills.

\n Authoring tools\n

\n Articulate Storyline\n Articulate Rise 360\n Adobe Captivate\n Camtasia\n Vyond\n Canva\n

\n LMS platforms\n

\n Cornerstone OnDemand\n Workday Learning\n SAP SuccessFactors\n Docebo\n Moodle\n TalentLMS\n

\n Frameworks & standards\n

\n ADDIE\n SAM\n Bloom's Taxonomy\n Kirkpatrick Model\n SCORM\n xAPI\n

\n Core ID practices\n

\n Instructional Design\n eLearning Development\n Curriculum Design\n Needs Analysis\n Learning Objectives\n Storyboarding\n Assessment Design\n Microlearning\n

\n Other skills on your profile worth naming (comma separated)\n \n

\n\n \n\n

\n \n \n

\n\n \n

Reading your profile...

Hang tight. This takes about 20 to 40 seconds.

\n\n \n

\n \n

\n\n

\n\n\n",[],[707,918],"de350510-12b6-4c23-a10f-16986a27f05b","linkedin-headline-generator.html","786ca458-7a2e-11f1-960c-1607ee4eb77e",["D",1783447543247],"\n\n

\n\n

\n $\"Learning$ \n

LinkedIn Headline Generator

For aspiring instructional designers

\n\n

\n\n \n

Write a LinkedIn headline that gets hiring managers to click

Your LinkedIn headline is 220 characters of prime real estate. When ID recruiters and hiring managers search for candidates, this is what they see first. Get it right and you get pulled into more searches, more profile views, more conversations.

\n\n

How this works

A hiring manager who hires IDs will look at your inputs and generate three headline options, each with a different angle and the reasoning behind why it works.

The rule: if instructional design is the role you want, you claim the title. No aspiring, no transitioning, no former teacher. Your headline is where you claim the role. Everything else on your profile fills in the story.

\n\n

Answer five quick questions about the role you're going after and the skills you actually have.
Get three headline options, each with a different angle so you can pick what fits.
Read the \"why this works\" behind each one so you learn what makes a headline compelling.
Not seeing what you want? Generate up to two more rounds (nine headlines total).

\n\n

Heads up. Your answers save to this browser so you can come back and finish later. Same computer, same browser. This tool works on the live site at learningstrategyanddesign.com.

\n\n

\n \n \n

\n\n \n

Tell the hiring manager about you

Answer honestly. Only claim tools and specialties you can actually back up in an interview or portfolio.

\n\n \n

What role are you targeting?

Pick as many as you'd genuinely apply for. Job titles vary across companies.

\n Instructional Designer\n Learning Experience Designer\n eLearning Developer\n Learning & Development Specialist\n Curriculum Developer\n Training Developer\n

\n\n \n

Any industry or sector focus?

Pick one if you have a strong preference, or leave \"Open to all\" selected. Being open is totally fine, especially early on.

\n Open to all industries\n Corporate (general)\n Healthcare\n Tech / SaaS\n Financial Services\n Government\n Nonprofit\n Sales Enablement\n Compliance / Regulated\n

\n\n \n

Which tools can you actually use?

Only check tools you can genuinely work in. If it shows up in your headline and a hiring manager asks you about it, you should be able to talk about it.

\n Articulate Storyline\n Articulate Rise 360\n Adobe Captivate\n Camtasia\n Vyond\n Canva\n Figma\n LMS experience\n

\n Any other tool worth naming? (Optional, one or two max)\n \n

\n\n \n

What kind of learning do you want to be known for?

Pick one or two that genuinely fit. If nothing quite fits, pick \"Keep it general\" and we'll lead with your skill stack instead.

\n Scenario-based / branching scenarios\n Microlearning\n Interactive / gamified learning\n Visual storytelling\n Compliance training that people don't dread\n Onboarding\n Sales enablement / product training\n Technical / software training\n Behavior change / performance focused\n Accessibility-first design\n Keep it general (I'm open right now)\n

\n Something different in mind? Write it in your own words.\n \n

\n\n \n

Where are you coming from?

Context only. This won't appear in your headline. It helps the hiring manager spot anything worth translating forward.

\n K-12 teacher\n Higher ed\n Corporate trainer or L&D-adjacent\n Corporate, different function\n Something else\n

\n\n \n\n

\n \n \n

\n\n \n

Your headline options Round 1 of 3

Each option leads with a different angle. Read the \"why this works\" on each to pick the one that fits you best. Tweak the wording however you like once you've chosen.

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\n\n \n\n \n\n \n

\n\n

\n\n\n",[],[707,926],"b4b19ca1-9c0c-4162-b02a-66998ee75bbc",["D",1783964382467],[],[707,33],"babdf718-ed6c-4708-80bd-d5764c515e57","interview-bank.html","63fbeb04-7a34-11f1-b14c-1607ee4eb77e",29,["D",1783450328413],"\n\n\n

\n \n

\n\n\n\n\n\n

Every question below has three layers: what they're asking on the surface, what they're really trying to find out, and how to answer it. Select your background above for personalized tips. Mark questions as practiced to track your progress. Questions tagged ⭐ STAR Story link straight to the STAR Story Builder so you can build your full answer once you've got a story in mind.

\n\n

\n \n\n

All Categories

All Interview Questions

Click any question to see what they're really asking and how to answer it.

\n\n

\n Practiced\n

\n 0 / 50\n

\n\n \n

Interview Cheat Sheet

\n \n \n

\n\n\n\n\n",[],[707,937],"83759f0a-2658-439b-999f-75521fa01438","informational-interview-wingman.html","04f6a0dc-7a2e-11f1-9e5c-1607ee4eb77e",["D",1783447349540],"\n\n

\n $\"Learning$ \n

Informational Interview Wingman

Your game plan for turning one conversation into momentum

\n\n \n\n

\n\n \n

Tell me who you're meeting

Fill this out once you've got the informational interview on the calendar. I'll build your question game plan, your soft ask for the end of the call, and your follow-up messages, all tailored to who you're talking to.

\n\n

\n Their name\n \n

\n Their title\n \n

\n Company\n \n

\n How you connected\n \n

\n\n

\n Their LinkedIn \"About\" or bioPaste a few sentences from their profile. The more specific, the sharper the questions.\n \n

\n\n

\n Who are they, mainly?\n

\n \n \n A practicing ID or L&D professionalThey're doing the work day to day. Best for role-reality questions.\n \n \n \n A manager or hiring managerThey lead a team or hire IDs. Best for team-structure and hiring-landscape questions.\n \n \n \n Someone adjacentRecruiter, someone who recently made this exact transition, or a related role.\n \n

\n\n

\n Anything specific on your mind?Optional. A worry, a curiosity, a topic you want to make sure comes up.\n \n

\n\n

\n \n

\n\n \n \n

\n\n\n",[],[707,945],"8a7de63e-b769-4910-a984-56eb7095117e","id-role-explorer.html","c1637276-7a2f-11f1-be2b-1607ee4eb77e",64,["D",1783820400234],"\n\n

\n $\"Learning$ \n

Which Kind of Instructional Designer Are You?

A day in the life of three ID paths

\n\n",[],[707,952],"e9a2bc4f-2d9c-4365-ae42-6aba7b52470d","id-offer-decoder.html","2390fe2e-7a2f-11f1-a49d-1607ee4eb77e",17,["D",1783447830357],"\n\n

\n\n

\n \n

\n\n

ID Offer Decoder

Paste the offer letter, and get a plain-English breakdown: salary check against your state, what to negotiate, red flags to watch for, and next steps. Built for career changers landing their first ID role.

\n\n

Step 1

Where and What Level

Your state sets the salary benchmark. Level tells us how far above entry-level your offer should sit.

\n\n

\n Your State *\n \n

Entry-level ID salary averages by state, sourced from Salary.com, May 2026.

\n Your Experience Level *\n

\n \n \n \n

\n\n

Step 2

Paste the Offer Letter

Paste the full text of the offer letter or offer email. Include everything: salary, benefits, PTO, employment type, start date, any clauses. The more you paste, the better the read.

\n \n

\n\n

Please choose your state, level, and paste the offer letter.

\n\n \n

\n\n

Reading your offer, please wait, this can take up to 30 seconds...

Checking salary, employment type, negotiables, and red flags.

\n\n

Your Offer Breakdown

A read on what's fair, what's negotiable, and what to watch for. This is guidance, not legal advice. Big decisions still deserve a second opinion.

\n\n

\n Overall Read\n

Solid offer with room to negotiate

Your one-line summary goes here.

\n\n

\n Salary Check\n

Your offer versus the benchmark

\n Your Offer\n --\n

\n Entry-Level Avg (State)\n --\n

\n\n

\n Employment Type\n

Detected type

\n\n

\n What to Negotiate\n

Push on these, ranked by leverage

\n\n

\n Red Flags\n

Watch for these

\n\n

\n Next Steps\n

Your three moves this week

\n\n

\n Before you sign\n This tool is a first read, not legal review. For a contract-to-hire, 1099, or anything with unusual clauses, have a lawyer or a trusted mentor look at it before you sign. If something feels off, it usually is.\n

\n\n

\n \n \n

\n\n

Save as PDF opens the report in a new tab with a Save as PDF button in the corner.

\n\n \n\n

\n\n

\n\n\n\n

\n\n\n",[],[707,960],"56f8846d-24bb-4aee-8a40-91d325a7befb","followup-email-generator.html","be8a5dfe-7a33-11f1-9031-1607ee4eb77e",24,["D",1783449848573],"\n\n

\n\n

\n \n

\n\n

AI-Powered Career Tool

Interview Follow-Up Generator

Write the thank you note. Send the check-in when it's time. Get the timing right and the words right, without sounding like a template.

\n\n

\n \n \n

\n\n

Step 1

About the Interview

The basics. Same info covers both email types.

\n\n

\n Your Full Name *\n \n

\n Interview Date *\n \n

\n\n

\n Company Name *\n \n

\n Role Title *\n \n

\n\n

\n Was this a panel interview? *\n

\n \n \n

\n\n

\n Interviewer's Name *\n \n

First name is fine. Full name is better if you have it.

\n\n

\n Panel Interviewer Names *\n

Add each person who was in the interview.

\n \n

\n\n

\n Your Timing Guide\n

Send thank you by:-

Check in if no reply by:-

\n\n

Step 2 - Thank You

Details for a Great Thank You

Specifics make or break this. The more concrete you are, the less this reads like a template. Skip a field if it doesn't apply.

\n\n

\n How do you want to send it?\n

\n \n \n

Separate is preferred if you had different conversations with each person. One combined note is fine if the interview was short or the group dynamic was more presentation-style.

\n\n

\n Something specific from the conversation\n \n

Even a small detail makes the note land. Optional if it was a panel with per-person notes above.

\n\n

\n What excites you most about this role?\n \n

\n\n

\n A qualification or experience that matched something they mentioned needing\n \n

\n\n

\n Did they mention any next steps?\n \n

Optional. If they mentioned a timeline, we can reference it naturally.

\n\n

Step 2 - Check-In

Details for Your Check-In

A short, gracious note that asks about the timeline without making them feel bad. Keep it under 150 words.

\n\n

\n Did the interviewer give you a timeline?\n

\n \n \n

\n\n

\n What timeline did they give you?\n \n

This helps the note reference the timeline they promised.

\n\n

\n Is this your first check-in or a follow-up check-in?\n

\n \n \n

A second check-in is more gracious. If you don't hear back after two, move your energy to other opportunities.

\n\n

\n Anything else you want the note to reference?\n \n

Optional. A small update since the interview can give the note a reason for existing.

\n\n

Please fill in the required fields.

\n\n \n

\n\n

Drafting your email, please wait, this can take up to 30 seconds...

Hang tight.

\n\n

Your Draft

A starting point, not a final draft. Read it out loud and adjust so it sounds like you.

\n\n

\n Before you send this\n Read it out loud. Swap any word that isn't yours. Hiring managers can spot a template a mile away, and you want them to hear you on the page, not a bot.\n

\n\n

\n \n \n

\n\n

Save as PDF opens the emails in a new tab with a Save as PDF button in the corner.

\n\n

\n\n\n\n

\n\n\n",[],[707,968],"d790146d-5f0b-4902-a4a6-49e188e5318d","fit-quiz.html","1c1ccf2a-7a2e-11f1-8ece-1607ee4eb77e",67,["D",1783821202241],"\n\n

\n $\"Learning$ \n

Instructional Design Fit Quiz

Learning Strategy & Design

\n\n \n

2-minute quiz

How Much of an Instructional Designer Are You Already?

You might be further in than you think. Answer a few quick questions and get your personalized Instructional Design Fit Profile. Takes less than 5 minutes.

\n \n

\n\n \n

\n \n \n

\n\n \n

Almost there

Where should I send your Instructional Design Fit Profile?

\n \n \n

Your results show up right here on the next screen. No spam, unsubscribe anytime.

\n\n \n

Reading your answers and writing your Profile. This can take up to 30 seconds, hang tight.

\n\n \n

\n\n",[],[707,976],"ce171d52-3da2-476f-be6f-bb5a283d402b","cover-letter-generator.html","901f5e0c-7a2d-11f1-b85e-1607ee4eb77e",["D",1783447153513],"

Is Training the Answer?

Your stakeholder just asked you to build a training.

Your results are ready.

What's going on

What to say to your stakeholder

What to do next

Is Training the Answer?

Your stakeholder just asked you to build a training.

Your results are ready.

What's going on

What to say to your stakeholder

What to do next

Learning Strategy & Design — Tools

\"Tell Me About Yourself\" Story Lab

Nail the first 90 seconds of your ID interview.

How it works

Learn the language before you're in the room

Corporate Glossary

E-mail Communication

You're thinking corporate.

What to do next

Salary Negotiation Assistant

Get the exact words for your salary negotiation

SME/Stakeholder Roleplay Gym

Welcome to the Roleplay Gym

Coaching Feedback

What happened

The better move

Now YOU decide

Scenario Complete!

Tailor Your ResumeTo This Job

Your Resume

Job Description

Tailor Your ResumeTo Any ID Job Posting

Your Resume

ID Job Posting

Revamp Your ResumeFor Corporate ID

Your Resume

🏫 Educator Skills → ID Language Translator

Resume Professional Summary Coach

Build the summary at the top of your resume, the right way

Coach, not writer

About you

Do you already have a summary written?

What job title are you targeting?

Paste your full resume

Your instructional design certification

Want a certification line in your summary?

What tone are you going for?

Anything you want to lead with? (optional)

Paste your current draft summary

Your coaching Round 1 of 3

You've hit the 3-round limit

Portfolio Write-Up and Pitch Coach

Turn your portfolio sample into a hireable portfolio piece

Who's giving you feedback

Tools Used

Audience

Problem

Solution

Highlights

Example highlights (retail associate training)

Hiring manager feedback REVIEW

Process

Example process (retail associate training)

Hiring manager feedback REVIEW

AI Use

Example AI use (retail associate training)

Hiring manager feedback REVIEW

Evaluation

Example evaluation (retail associate training)

Hiring manager feedback REVIEW

Additional Deliverables

Practice your pitch out loud

Write-Up Preview

Save your work

Turn Any Idea Into aCorporate Training Topic

You've got your starting point.

Portfolio Score Card

Portfolio Interview Simulator

Tailor Your Resume
To This Job

Tailor Your Resume
To Any ID Job Posting

Revamp Your Resume
For Corporate ID

Turn Any Idea Into a
Corporate Training Topic

Diff · v113