Learning Experience Design or LX Design is the process of creating learning experiences that allows the learner to achieve the desired learning outcomes in a learner centered and goal orientated way. It is the science of developing a training design by selecting and combining one or more training disciplines. It is a platform for the learners with varied learning needs. Learning design devises approaches that measure success on the basis of emotional and psychological experiences. This approach makes it a learner-centered experience.
LX Design allows the organisation to set up a training framework which attempts to deliver the best possible training. Creating a valuable learning experience is much more than just designing the curriculum. Various elements need to be classified and considered while designing a learning experience. Learning experience designers need to think beyond modules and training sessions and create an unique ‘experience’ for the learners.
Some salient features of a Learning Experience Design are :-
- It is a learner-centered approach. Hence, learner’s needs are analysed before creating the course.
- LX Design takes into account the realities of learners, including the nature where they are learning.
- It is a holistic, interdisciplinary approach and focuses on both content and user experience
- It ensures that the learning journey is engaging, relevant and informative.
- Learner objectives- The most important step is to consider and analyze the learning goals of the learners. What does a learner want to be able to do after completing the course? What a learner expects from the course? – These kinds of questions must be analysed before creating the course.
- Type of training- The type of training ideally determines the learning experience of learners. It depends on the desired experience of the learners. Therefore, the ratio of traditional and e-learning experience should be designed based on the learning goals of the learner.
- Context- Context makes the learning experience meaningful for the learners. It helps the learners know how to apply the information learned. When designing, it is important to consider different contexts for different learners.
- Available training infrastructure- Availability of the training infrastructure depends on the budget mainly. It’s pointless to indulge in extensive training concepts, if a company doesn’t have the right LXD setup. Or, conducting classroom training in a company doesn’t have access to physical venues, trainers etc.
- Time and resources- The given amount of time and the availability of the resources affects the design.The efficiency of the design can be compromised if the instructor or the learner do not get the right equipment or time.
- Median age of learners- Learner median age is crucial to achieve the desired learning outcome. It is important to determine the type of training. The young learners prefer flashy content with visuals and audios, compared to the older learners who prefer more subtle content.
THREE FUNDAMENTALS OF LEARNING EXPERIENCE DESIGN
- Emotional and psychological responses- Learning Experience Design provides training that promotes emotional and psychological responses. LXD designs and develops to create a positive learning experience for the learners. And a positive experience is created by a healthy emotional and psychological experience. A healthy and positive training here defines training that makes sense and is relevant.
- Learning experience that enables learners- Experiences create a long-lasting retention and appropriate responses to the situations. The design of training should enable learners to quickly tap into their experiences and responses. Creating simple training with minimal thoughts on learning experience is a good choice. As, only theoretical training does not enable the learners to perform, rather it places them in an adverse position.
- Learning Experience Design vs Instructional Design- Learning Experience Design involves creating learning experiences that allows the learner to achieve the desired learning outcomes. Whereas, Instructional Design focuses more on the process of developing training content. A learning experience professional’s attention is centered and gaol-orientated around the learner needs. On the other hand, an instructional designer looks at the design process more from a checkpoint-point of view.
Corporate training is becoming more and more important in today’s business environment. It directly impacts the employee’s work engagement, retention, and other important aspects. An effective learning experience design is extremely important for properly engaging the learner and conveying important information. Furthermore, a good experience design opens the door of positive perceptions of the enterprise’s brand and overall efficiency of the training.