10 Things to Know about Learning Experience Design
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Have you ever noticed that how frequently we are talking about more digitalization in adult learning programs over the past decade? With the rise in technology and the use of mobile phones, the certified trainers have shifted their path towards the digital mode of instructional design. The e-learning interventions, virtual learning, training designs, and online degree programs have given new challenges to the user interface instructional designers who now focus on the learner experience design and how participants learn and engage.
The learner experience design refers to the interaction of participants with each aspect of their purposeful learning intervention. This depends on participants’ motivation for acquiring skills, the setting wherein they learn, the simplicity of getting to what they need, the help they get, and the nature of their co-operations with different learners, coaches, and mentors. Contact us to optimize your employees’ learning productivity now.
Despite the fact that the Learning Experience Design (LXD) is comparatively a new term in the field of corporate training and within learning and development departments, it has emerged as one of the most significant factors in determining the learning experience of participants who are enrolled in online training programs.
There are 10 things that you must know about Learner Experience Design to understand its unique philosophy. Keep scrolling to know about what Learning Experience Design entails.
1. TEXT AND ANIMATION
There are no doubts that smart content and beautiful visuals can help make your story, message, or content into a drawing-in piece that stands out enough to be noticed by your crowd. The training programs are no different when it comes to engaging participants through text and visuals. According to research, people who follow directions through visuals or illustrations tend to be more productive than those who follow the instructions without any animations.
The learning experience platforms where animation, photos, and videos are used side by side textual content have proved to be more engaging than the all-textual content. These learning experience platforms prioritize learner experience design to achieve the maximum productivity of participants.
2. FREEDOM TO PARTICIPANTS
One of the significant factors that enhances the learners’ experience during coaching and mentoring is the freedom to access the relevant information. The participants should be allowed to increase/decrease their audio or control the video during the training programs. The learning experience platform must also enable participants to review their performances and control their curriculum sequence.
3. GRAPHIC DESIGNS SHOULD BE RELEVANT
Before complimenting your content with designs, decide the number of designs you will put to your training design. The graphic designs contribute to engaging the participants; however, too many visuals embark an unprofessional and nasty look which can adversely affect the learners’ experience.
4. HUMAN-CENTERED DESIGN
Human beings are more responsive to humans than to machines. The learning experience platforms should be designed to increase learners’ experience while considering the availability of options like virtual coaching and mentoring, using animated characters, or even avatars to make it a learner-friendly experience.
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5. SHARING AND SOCIAL NETWORKING
When participants learn together and impart the topics or skills they are learning, it reinforces their information about the topics. Learning experience design can help change uncertain learners into self-coordinated participatory learners by creating or empowering a network of participants. The more the participants are engaged in interaction, the better the learner experience design.
6. PRACTICAL IMPLEMENTATION OF TRAINING DESIGNS
The practical implementation of training designs (referred amongst certified trainers as instructional design) in the real-world encourages the learners to further participate in the performance management training and development programs, which as a result, increases the engagement of participants. The practical implementation increases learner experience design which contributes to optimizing the participants’ experience.
7. THE TIME REQUIRED FOR COACHING AND MENTORING
It would be most advantageous if you considered the time it takes for coaching and mentoring the participants because the learner experience design is firmly based on the time a participant invests in learning a particular skill, which also determines the engagement of participants. The coaching and mentoring should be precise and cover all the relevant topics without discussing irrelevant topics.
8. ENGAGEMENT AND FUN LEARNING EXPERIENCE
One of the best and most powerful methods to learn about new skills and train your participants is through real life work experiences and engaging them in discussions. The learning experience design must include the engagement and enjoyable activities through which participants can quickly grasp the newly acquired skills or knowledge.
9. REQUIREMENTS OF LEARNERS
The learning experience design must be according to the requirement of employees. If your curriculum is engaging with aesthetic designs but fails to provide the knowledge or skills that your participants need, it will fail to engage them. The focus should not be driven away from the goals learners have set up and the training they need.
10. HIGH FUNCTIONALITY
The high functionality will strongly impact the learner experience design. In the testing stage, you will experience a lot of new information about learner experience design, for instance, which design is engaging and which is not. You will have to reconsider and adjust the curriculum and modules to make the learning experience more viable.
CONCLUSION
To conclude, the learner experience design is the process of creating a learning curriculum that focuses on training designs, instructional desgin and coaching and mentoring of participants to achieve the relevant outcomes. Learner experience design focuses on learners’ usability and reliability and evaluates the design from participants’ perspectives. The learning experience designers possess extensive knowledge related to the teaching strategies and participants’ engagement techniques. The points mentioned above give us a brief idea of the most significant factors that affect the learner experience design. In recent times, the learner experience design has become a valuable tool that engages participants in productive learning.
