Living in a world in which everything’s Individual
When thinking about how studying designers may practice designing personalized learning experiences, here are a Few of the words that come to mind:
What exactly is it actually personalized and adaptive learning has been triggered by that as the hot issue in recent tendencies? In an age where the Marketing sector has mastered the art of personalized communication, the L&D industry is seen joining the bandwagon, inching its way towards producing integrated experiences for content intake (let’s also think beyond just the ingestion of ‘learning’, I will be sharing my ideas on this in a different article).
When it’s online shopping, — everything that was language-learning through a habit tracking app, or a program’s personalized for us. I says,’ since the ‘learners’ we as L&D cater to are us, people like me and you, real people with real challenges with performance- and knowledge-based skills.
Some industry experts are currently making a deliberate attempt NOT to label them ‘students’ because the word gives a limiting perspective to viewing the office within an ecosystem and seems to somehow dehumanize them, as the catalyst of learning adventures. For all intents and purposes, I will continue to work with the word learner, for now, as long as we’re clear that it refers to the ‘consumer’ equivalent symbolizing a human at the end of our studying style efforts.
So I feel a lot of the attempt towards content intake experiences draws from consumer experiences that marketing targets. In this circumstance, a quote by Elisabetta Gallo (Global Head of Knowledge, Development & Talent Management at Banco Santander) actually hit home. She says, “We have to create corporate learning adventures to match consumer-grade experiences.” And that is in accord with something Gemma Critchley (Head of Technology & Innovation for Learning at Aviva) stated on a recent podcast–make learning like real life.
What industry leaders believe about personalized learning
Before shooting a sneak peek into how organizations can take advantage of personalized and adaptive as a learning-style plan, I thought it could help get a sense of what the vibe is across the sector considering this hot topic.
An HBR article discusses what executives from the C-Suite, L&D leaders, and business leaders need to say about the way must be approached generally. Sifting through views of studying on the context, the words ‘personalized’ and ‘adaptive’ resonate and pushed me to see that the blueprint –a triad of key players in any corporate learning setup.
Designing for Learners: Real People with Real Problems
Gemma Critchley highlights the necessity to create experiences that feel as ‘real life’ rather than ones who are isolated and disjointed from the stream of work and feel as a ‘field trip’.
Designing the Content: The Messaging to Help Solve Business Problems
Ann Schulte, Chief Learning Officer at Procter & Gamble (P&G), highlights the significance of ‘carefuly curated’ training that is easy to access.
Designing for the Context: The Environment
Helen Smyth, Group Digital Learning, and Design Manager at Sainsbury’s, promote that we concentrate on the context of this learning material, that is, that the practicability and application of this content.
Why personalization? These draw three aspects: how work is completed (surgeries); the workforce (the drivers of this business–the people); and the office itself (the physical place). In the middle of this personalized, flux, and adaptive learning promises to learning initiatives, a multi-dimensional approach.
Some of the clear and much talked about benefits of adaptive and personalized learning are:
The ability to focus on a multi-generational workforce (with millennials comprising about 75 percent of the global workforce)
The opportunity to help employees find their own journeys (learner-autonomy)
The chance to efficiently deliver content based on learner proficiency, experience, capability, among others
The conversation to collaborative learning to start
In a world in which the general public as customers get to pick and choose what they like and swipe through media-rich adventures, learning initiatives should also sing to the very same songs, and here is where personalization will help as the go-to, instead of an ‘add-on’ feature, to craft personalized journeys and learner paths.
Personalized learning’s gist? The unspoken recommendation from industry leaders seems to re-center the needle three key components that guarantee a personalized experience:
I’ve jotted down my ideas on this triad as a thinking tool that was generic for studying style in a LinkedIn post, so in this piece I’d like to concentrate my ideas.
It is about designing adventures for real men and women who face real challenges in their own job. This means understanding that they possess levels of competence, skill sets, and domain expertise; and come with their group of experiences, ideas, and apprehensions –and are not a group of people we represent with the word ‘learners.’
Examples of Personalization learning style, learning interventions that offer degrees of expertise to consume content
It helps them tackle their challenges and boils down to what kind of messaging and communicating appeals to students –that assists the business progress.
Examples of Personalization: Exactly the content set differently for various audiences
The layout strategy also needs to look at the learning environment, the surroundings where learners will consume the content, and the context where they will be applying the knowledge obtained or experienced, which is, when thinking of the way to contextualize the learning style.
Examples of Personalization: The chance to access and locate resources at the point of demand
In line with these thoughts, Ann Schulte’s quote captures the multiple aspects of learning that is personalized:
“To help our people learn quicker, we’re interrupting how we manage development and learning to concentrate more on the immediate business context and personalized needs by providing easy access to information, performance support aids, and closely curated training that’s related and may be directly applied to do the job .”
The character is captured by the triad, if this could be considered an all-encompassing definition of sorts of personalized learning style. And the secret is to get the proper insights.
Enter Learning Analytics (that’s right, the can of worms that anyone who sees the similarities between L&D and Marketing can not help be fascinated by).
The common idea throughout the spectrum of L&D professionals is that the industry is finally warming up for the component of Marketing, slowly but surely, so 2020 looks onwards and upwards for the prospect of using learning data and analytics not as ‘autopsy’ (like Gemma Critchley rightly claims), but as a diagnostic step to plan learning experiences and define learning design strategies that suit offices of the future.
Some immediate thoughts
When thinking of workplaces of the future, the surge in tech-enabled and tech-supported learning adventures is inevitable.
When it is creating learning avenues to cater to learner groups, or designing an adaptive learning environment which pushes only the relevant content outside automatically–these strategies all make for great personalized experiences. As learning professionals, it would certainly help to think about how we can take advantage of studying tech and design. More about this in Section 2!