4 Key Elements of Learning Experience Design
Learning experience design (LXD) refers to the process of creating learning experiences and enabling learners to achieve the desired learning outcome in a goal-oriented environment. It combines various design disciplines with the field of learning. The design principles used in LXD – interaction design, user experience design, experience design, graphic design, and game design – are combined with education, training, development, instructional design, cognitive psychology, experimental learning, educational sciences, and neuroscience.
There are four key elements of Learning Experience Design (LXD) that are essential for a successful training program. These four elements work together to promote significant and practical learner experiences. The following is an explanation of the four key elements:
Element 1: Understanding Learners
Every learner has their own pace and way at which they reach the same goal; one cannot expect them to reach the final result in the same way. Because they all come from different levels and types of experience, they start from their own point of the curve. Some are entirely new to the world of Learning Experience Design, and some already have background knowledge of it. They will be interested in different learning environments and technologies. Therefore, LX designers analyze the learner’s competence and experience levels with their own tools. This helps them decide which areas the learner already knows or needs to cover.
Some of the factors LX designers consider when analyzing a learner’s competence are:
- What the learner already knows about the topic
- The learners’ past and present experiences
- What the learner’s desired outcome is
- The future aspiration of the learners
- Ways they can motivate the learners to participate in the learning experience
Some designers also tend to create learner personas which helps them develop prototypes for the learners, and they can create more engaging content through these.
Using the ID9 Intelligent Design, Audience Insight Map is a rapid method for creating persona’s of learners and journey mapping for the breadth of learners to be trained.
Element 2: Experiential Learning
Corporate training that focuses mainly on tasks rather than experience tends to fail. Although a corporate learning program is informational and reliable, there is no point if it is not enjoyable or meaningful. Instructional designers, who are true Learning Experience Designers, must keep in mind that they need to include information and reliability along with engaging and meaningful content for the learners to be engaged intellectually, emotionally, and physically.
David A. Kolb’s Experiential Learning model shows the four stages learning takes place in:
- Concrete Experience (CE) – by encouraging simulations and learning that conjures emotional responses through realistic scenarios, designers can create engaging and memorable experiences.
- Reflective Observation (RO) – by engaging and reflecting on their experience, learners can gain insight and acquire knowledge. Therefore, designers must create opportunities for experience-based learning.
- Abstract Conceptualization (AC) – when learners are able to decipher the abstract concepts in depth from their reflections and realize the relevance to their reality, they have succeeded in experiential learning.
- Active Experimentation (AE) – learners learn by doing role-playing activities, internships, and other hands-on tasks.
Catherine Mattiske’s ID9 Intelligent Design System activates Kolb’s Experiential Learning model via the topic mapping process known as the ID9 Topic Rotation.
Element 3: Engagement and Motivation
Although the content is essential, it depends on the learner about how well the learning designer understands the core of learning experience design. Like we have mentioned before, the content must be engaging and should motivate the learner to take the course and get optimum results.
Some tips on engagement and motivation:
- Relying on mainly rewards and prizes as motivation is not enough. Designers must think of ways to motive learners through instilling self-determination in them, autonomy, relatedness, and much more.
- The training course must be thought of as a life-long beneficial course, rather than just a one-time event. Your learner must have an emotional, behavioral and cognitive connection with the course. The course must leave an impact on the learner, which they can apply at their workplace.
- Bring the learners to the realization on just why they are going through this training course as this can motivate them to be more involved.
- Make sure the content is easy to understand, so the learners stay motivated throughout.
ID9 Intelligent Design incorporates a learning experience design framework to tap into these aspects while balancing the time spent during learning design versus learning delivery.
Element 4: Sensory Layer
Learning Experience Designers should consider the learners’ sensory experience, such as what the program looks like to what it sounds like. Therefore the designers must pay attention to the following:
- To the tone of the written content and the other aspects of the program
- The visual design of the materials
- The professionalism of the images used, including high-quality photographs rather than clipart, easy to read charts and graphs, and placeholders to visuall map the learning journey
- The mood of the experience
- The amount of hands-on activity that is included in the program
- How aesthetically appealing the overall program is
The sensory aspect of the learning experience is essential. The learning experience designers ensure that their courses and programs are attractive and informational at the same time. Furthermore, the more aesthetically pleasing the program is, the more the learners stay interested and motivated throughout.
The four key elements mentioned above are vital for a successful Learning Experience Design training program. Throughout the four elements, there is one thing in common: ensuring the course is informational and engaging at the same time to keep the learners motivated and help them achieve the optimum results.
To make sure your training program is effective, the ID9 Intelligent Design system is here to help you out. This system is a result of thorough research and takes a well-organized and strategic approach to develop skills. The tools of this system completely transform the way experiences are created.
It does not matter which learning design program is being used; using the ID9 system allows organizations to build, deliver, measure, and create customized, high-quality training programs which result in excellent outcomes.
Without a doubt, ID9 is the world’s most influential and respected Learning Design System. It has solutions for corporate learning programs that have a significant impact. It can be used for programs either in a physical or virtual classroom, through e-learning or distance learning. The ID9 system produces highly interactive, engaging, and focused learning.
If you think the ID9 system is for you, contact us now to learn more about this phenomenon. Without a doubt, we can proudly say the effect of the ID9 system is vast and beneficial for your training programs!