How did the term learning experience design (LXD) originate and what does it mean? during a search through academic databases, I found a mention of the phrase in an academic Technology article from 2002 (McLellan, 2002). The author, Hillary McLellan, explains the way to apply the art of designing experiences to education and training. She discusses the importance of intentionally shaping the experience in order that the learner leaves with something to recollect.
Nearly 20 years later, we are still exploring the way to best shape experiences that help people learn. within the midst of this era of discovery, some principles have solidified and are now considered best practices. Perhaps learning experience design is the embodiment of what’s best and best from the merging of instructional design and therefore the many disciplines in its Venn diagram. this is often not a replacement label to be pasted on old methods, but a replacement definition for an evolved mindset, improved practices, and a broader perspective.
What are the important principles of learning experience design? I’ll list the principles that stand bent me. If you blog or care to comment, please take this as a start line and share the principles that embody learning experience design to you. Many of those principles are aspirational, within the sense that we might not have the chance to use them in every situation. But, they function crucial guideposts for a way we would like to practice now and within the future.
1. LXD(learning experience design) recognizes that training isn’t always the answer .
In the world of workplace training and education, there are many problems that can’t be solved with learning interventions. for instance, a demotivating work environment, inadequate communication, or poorly designed software require changes that require quite a training solution. it’s important to acknowledge the basis explanation for drag and to speak it to stakeholders. Although we might not be ready to offer an answer, we should always be ready to refer the stakeholder to the right channels. That’s one of many reasons it’s important for learning experience designers to create relationships throughout a corporation.
2. LXD is human-centered.
Rather than that specialize in content development, human-centered design features a deep specialize in the people they’re going to serve. A human-centered design practice:
- Builds empathy with participants, users, and learners
- Gets immersed in their world to find out from them
- Understands the challenges, needs, feelings and pain points of the audience
- Acknowledges their intelligence, talents, and experiences
3. LXD(learning experience design) insists on inclusive design.
As a discipline that embodies our greatest practices, the inclusive design must have an area here. The inclusive design may be a mindset and a practice that considers the range of human ability, age, race, culture, language, and gender when making design decisions. For more on this, inspect Getting Started with Inclusive Design (listen or read the transcript).
4. LXD(learning experience design) seeks to make a positive and meaningful user experience.
The learner’s experience is that the totality of interactions an individual has with every aspect of their intentional learning journey. This takes into consideration a person’s motivation for gaining competence (internal or external), the context during which they learn, the convenience of accessing what they have, the support they receive, and therefore the quality of their interactions with other learners, mentors, and subject-matter experts.
5. LXD(learning experience design) emphasizes that learning may be a journey.
Although learning professionals have referenced the forgetting curve since the start of your time, we haven’t done much about it. We still provide one-off courses with little support, long workshops, and sleep-inducing videos of corporate leaders.
Although the forgetting curve isn’t a strict progression and depends on the learners, their cognitive experience, and motivation (Thalheimer, 2017), we all know that one learning intervention is never sufficient for building long-term capabilities.
In the book, Design Thinking for Training and Development, authors Boller and Fletcher write, “Learning may be a journey, but it’s treated as an occasion .” They describe a learning journey model that’s supported sound instructional science. By adopting a long-term mindset, we will help people plan and pursue their own learning journey. See my review.
6. LXD relies on research-based findings to form design decisions.
We’ve reached some extent in our industry where learning research is well-disseminated. Proven methods like spaced learning, retrieval practice, scaffolding and worked examples are familiar to several practitioners. Learning experience design relies on instructional science and psychology to know to learn and to style and develop experiences. For more on this, hear the way to Practice Evidence-Informed Learning Design or download the transcript.
7. LXD seeks input from users and participants.
A key aspect of learning experience design is the ability to rid oneself of assumptions and biases. Getting input from audience members is one of the simplest ways to make sure our solution will support participants on their learning journey. we will then combine their input with our understanding of how people learn, to craft an efficient solution.
8. LXD uses real-world metrics to live performance improvement.
As a performance-based practice, our field will advance once we consistently demonstrate that our work is making a difference. this suggests that training, support and other interventions must be aligned with the organization’s mission and goals. Then we will use available metrics to gauge the effectiveness of our approach.
When the info we’d like is out there, we’ll get to collect it, when possible. As we analyze changes over time, we will show our competence by reporting on what we’ve achieved and what we’ve not. Then dig in and find out the way to roll in the hay better.
9. LXD recognizes the worth of sharing and social engagement.
We know that when people collaborate and communicate about what they’re learning, it personalizes and strengthens their network of data. A forward-looking practice offers opportunities for people to socially engage. By creating, promoting or encouraging communities of practice, learning through social media and interest groups, we will help transform insecure learners into self-directed participatory learners. this is often a present which will never end.
10. LXD is innovative and versatile .
LXD(learning experience design) practitioners are often changing agents affecting the core of a corporation. A change agent features a vision for a way things are often. A change agent will break down silos to collaborate, work with, and learn from people in other fields. we’ll innovate to get the simplest solution to a given problem, albeit it hasn’t been done before. we’ll attempt to instill a culture of learning wherever we work. And when constrained, as we frequently are, we’ll attempt to make small inroads, even when it’s difficult to twiddling my thumbs.
source: the learning coach