The Secrets to Scaling Content Without Burning Out
When people ask how I scale content production, they usually expect a story about tools or templates. And sure, those are essential. I love a good framework. But the truth is, scaling content has never been just about systems; it’s about people.
At LinkedIn Learning Studios, I’ve simultaneously led multiple projects with different stakeholders and requirements - under high pressure deadlines. All the while, juggling multiple creative partners, topics, and timelines while trying to keep the work meaningful. Early on, I realized that it is structure that keeps creativity from collapsing under its own weight. But structure alone doesn’t scale impact, people do.
Here are the guiding principles I’ve come to guide my work:
1. Process over perfection.
Perfection is paralyzing. I’ve learned that when the bar is “flawless,” people stop experimenting and creativity turns into anxiety. So instead, I make process the priority. When we focus on the next step instead of the final result, the pressure drops, and the quality actually rises. A clear, repeatable process builds trust: everyone knows what’s expected and when it’s “good enough to move forward.” Process gives people freedom to do great work without burning out chasing perfect.
2. Clarity creates calm.
Scaling content requires making a ton of micro-decisions every week. The best way to prevent burnout is to remove ambiguity. I’ve learned to over-communicate goals, define roles, and visualize timelines at the start so the team always knows what “done” looks like. Clarity isn’t micromanagement—it’s care. It also sets the tone for the entire project.
3. Feedback loops are oxygen.
Working with so many different subject matter experts is one of the best parts of my job. Each course is a collaboration between their expertise and our production craft, and iteration is where the magic happens. However each SME has their own unique way of working, personality, style, and approach. Setting the scene early on that this is a collaborative environment and feedback is welcome does a lot to build trust and build a true partnership. We share early drafts, test ideas out loud, and treat feedback as a creative dialogue, not a critique. It’s hard if not impossible to set these expectations mid-project, but so easy at the start when the energy is open and fresh. I remind every instructor: we’re not chasing perfect; we’re building something that meets our learner where they are.
4. Protect creative energy.
Deadlines are real. So are the dips that come when people are over-extended. I try to build schedules that honor creative recovery, not just production output. As much as I am the learner’s advocate by setting learning objectives and chunking a course to prevent cognitive overload, I am also the SME’s advocate. So the same principles that apply for learners apply to SMEs - when I create a content development schedule for my SME, I use my experience to set a schedule that accounts for their life and energy levels in the week. When people feel you have their back , that’s when new ideas show up.
5. Lead with curiosity, not control.
I’ve learned more by asking “What works for you?” than by giving direction. The best ideas often come from collaboration on a small team - from video editors who notice patterns, or instructional designers who sense what learners really need.
Scaling content at this level has taught me that sustainable growth comes from the intersection of structure and empathy . We may automate more and more in the future with the onset of this “AI era”, but ultimately people have to make the work happen. And when your team feels seen, supported, and trusted, that feeds into the overall customer experience too.
