9 Methods To Ship Nice Learner And Studying Experiences
What is the learning experience?
The world has expanded to include virtual work and learning. If you ask typical eLearner about their “experience” with a course, they will likely talk about what they learned and how much they liked (or disliked!) What was taught. This feedback is a binary way of expressing your experience. Your likes or dislikes about certain aspects of learning are only part, and not all, of a learner’s experience.
In fact, learners’ experiences encompass more than just what they have learned. It covers everything related to the act of learning, from where, how and when they interacted with the learning environment, to the structure of the curriculum and the methods used to present the topic.
In this sense, the learning experience refers to everything that a learner has experienced on their personal learning path. It includes any fun (or stress) they may have experienced during their study journey. It takes into account the social interactions associated with learning and takes into account the interactivity aspects on that journey.
What is the learning experience?
Like the overall experience of an eLearner during learning, the learning experience does not describe a binary encounter between the learner and his / her Learning Management System (LMS).
It is a much broader term and defines multiple facets of experiences between learners and their learning environment. It encompasses any interaction a learner has with the program or course they are participating in and the experiences that are made along the way.
In order to provide a good learning experience, learners should progressively go through several stages of their learning journey. This path typically begins with awareness raising and awareness of the need to learn. A learner seamlessly goes through a phase in which they successfully consume appropriate learning content to meet their learning needs. But the realm of the learning experience doesn’t end there. It extends to the area of successful application of the skills learned and culminates in a demonstrable change in behavior in the workplace.
Why are both the learning experience and the learning experience key to creating effective learning and development programs?
The key to a long, successful and rewarding career in the company is providing them with continuous learning opportunities through an unforgettable learning experience. With so many employees working and learning remotely today, the learning dynamics have changed. The common saying “build it and they will learn” just doesn’t cut it anymore!
L&D teams must therefore take a holistic, learner-centered approach to creating these opportunities. To that end, both the learning experience and the learning experience are key components in building effective and comprehensive learning and development programs. By focusing on just one of these aspects, you can develop learning solutions that do not provide learners with both memorable learning and performance improvements.
What strategies can help you have great learning experiences?
The following strategies can help create exceptional learning experiences:
- Learn anytime, anywhere
In order to provide good experiences for your learners, it is important not to shorten the time frame for learning. This is especially important in today’s home work environment, where employees often work private time and require management flexibility to meet personal commitments during traditional work hours. If eLearners can consume content anytime, anywhere, the learning experience will be enhanced. - Available upon request
Learning “convenience” is another aspect of the overall experience that learners crave. Learning at the point of need, learning to support a specific performance goal, and learning in time to meet a professional challenge all help create an exceptional learning experience. - Learning centricity and personalization
A good learning experience does not come from a single approach. Cookie cutters just don’t cut! The learning program must be tailored to the individual requirements and needs of the learner and include personalization to support these needs [1]. - The “learning paths” must be assigned to the “career paths”.
Career paths are planned through various organizational roles, taking into account the future progress of employees. To support this progress, employees will likely need learning support. This support will come from learning paths. Both paths must be coordinated to create an exceptional learning experience.
What strategies can help you have great learning experiences?
The following strategies can help deliver exceptional learning experiences:
- Immersive and engaging
Connecting learners with real-world experiences using story-based scenarios, gamification and game-based learning, virtual reality (VR), augmented reality (AR) and mixed reality (MR) all contribute to a great learning experience. - Experiential learning
Designing active learning programs where learners are proactive in the learning process – as opposed to listening and understanding – contributes to a good learning experience. Learning simulations, interactive tasks and situational learning help learning through action and reflection. - Available within their workflow and should help them perform better
Integrating learning into a learner’s workflow [2] is a great way to deliver a positive learning experience. Instead of waiting for courses to be scheduled or planning learning opportunities based on instructor availability, use point-of-need learning and offer learning with performance support tools. - Social and collaborative learning
Since employees spend a lot of time on social platforms, including with colleagues, colleagues and colleagues, it makes sense to offer a convincing learning experience by integrating social learning. Designing social learning activities where learners need to work together also helps create engaging experiences for eLearners. - SDL and continuous learning
Self-directed learning (SDL) [3]In contrast to mandated or forced learning, learners are often more receptive to learning. In addition, by offering learning opportunities for learners throughout their careers (e.g. mapping career paths with learning paths), a performance-enhancing, rewarding learning experience is guaranteed.
Farewell Thoughts
At first glance, the learning experience and the learning experience seem to indicate the same thing. However, for seasoned L&D professionals, this is not the case. In some ways, although they have subtle differences, the two terms could be used interchangeably. In this respect they are different sides of the same coin, but the underlined point is “different”.
With so many people working and learning remotely today, it is helpful for training teams to understand these differences when creating effective and comprehensive learning content. Understanding what learning and learning experiences mean and why both are important can go a long way in creating effective learning programs.
I hope the strategies discussed in this article will give L&D professionals a head start in creating exceptional learning experiences and learning experiences.
In the meantime, if you have specific questions, please contact me.
References:
[1] How personalized learning promotes the development of your employees
[2] 3 microlearning strategies to promote learning in the workflow
[3] How to Use Social Learning to Support Distance Learning Programs
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EI Design is a leading provider of learning and performance support solutions focused on transforming learning – keeping it relevant, impactful and ongoing.
