Designing a learning journey requires a structured approach beyond just providing information. Whether using e-learning, in-person training, or serious games, thoughtful design is key.
Designing a learning journey involves more than simply making information available, it requires a structured and systematic approach. Whether it concerns e-learning, face-to-face training or serious games, a well-considered design is essential.
As an instructional designer, I consistently work with the ADDIE model, which consists of five phases: Analysis, Design, Development, Implementation, and Evaluation. This methodology ensures that a learning solution is both goal-oriented and effective.
The analysis phase forms the foundation of the learning process. Together with the subject matter expert (SMEs), we identify the training need, the gap between current and desired behaviour, and define the learning objectives. We also map out the target audience: their roles, work context, and preferred learning styles. These insights are essential to develop a learning solution that aligns with real-life working practices and delivers the desired results.
Based on the analysis, I design a learning journey that aligns with the target audience and learning objectives. This includes determining the structure of the content, selecting appropriate learning methods, and defining the learning environment (online, face-to-face or blended). Special attention is also given to learning transfer, ensuring that the knowledge gained is effectively applied in practice.
During the development phase, I fully develop the learning materials. This includes writing participant guides and trainer manuals, designing assignments, and creating digital content such as e-learning modules, videos, and infographics. Collaboration with media specialists is crucial at this stage. We deliver a concept version and make necessary improvements based on feedback.
The implementation phase focuses on the smooth rollout of the learning solution. This includes testing materials, managing logistics, and launching communication and marketing activities. Strong project management is essential to ensure the process runs efficiently and all stakeholders are well coordinated.
Evaluation is vital to assess the impact of the learning intervention. We evaluate whether the learning objectives have been achieved and, where possible, the extent to which behaviour has changed in practice. Based on these findings, we develop a plan to ensure results are embedded and/or improved, so the learning has a lasting impact within the organisation.
One of the key challenges in the development process is time. Creating high-quality content and completing review rounds often takes more time than initially expected. Through clear agreements and precise project management, we ensure the learning programme stays on schedule, maintaining both quality and outcomes.
Developing an effective learning solution requires a thoughtful approach and close collaboration. By thoroughly analysing, designing, developing, implementing and evaluating, we create learning experiences that not only convey knowledge, but also drive genuine behavioural change.
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