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The goal of Learner-Centered training is to grant users autonomy and independence by putting responsibility for finding a learning path in their hands. With hundreds of universities worldwide making their learning content available through MOOCs on-demand, informal learning practices are on the rise. We are witnessing a spectacular rise in autonomous, self-organized learning communities. This can be attributed to the availability of online forums, social media, and advancements in live meeting software.
L&D professionals recognize this major shift and want to align corporate learning with the needs of users. Most of whom are already familiar with this informal, self-directed approach to learning.
To understand how Learner-Centered Training works, we first need to look at the underlying principles that dictate this mode of delivering training content.
The first step is recognizing that every user is unique in meaningful ways, their preferences and identity are shaped by many variables such as experiences, backgrounds, and unique strengths, motivations, and aspirations.
The second step is acknowledging the potential of learners to find their own best paths for learning. This is closely tied to the first step because not all users are equal in prior knowledge or predispositions but have the potential to reach a certain level of mastery given the right opportunity.
The final step in learner-centered training relates to an innate desire to discover, or, learn. A good education system, whether in school or university or at the workplace, should be conducive to this path of realizing their desire to learn.
In today’s digital world, the cornerstone of great User Experience is through the creation of a story or journey. As far as creating a learning path goes, Learning Experience Platforms are the perfect answer to satiate this need for users.
Traditional Learning Management Systems have benefited greatly from advancements in data analytics and AI. Today, Learning Management Systems have evolved to provide an environment that is conducive to the individual needs of learners.
To this end, the focus of L&D experts have moved from setting up the optimal learning and skill development programs to managing a range of educational materials and modalities, while focusing on allowing users to create their own best possible learning experiences.
Here’s how L&D can improve with LXPs:
Learning Experience Platforms have built-in reporting tools that provide a complete picture of employee performance, progress, and completion rates. This allows administrators an opportunity to make changes, identify areas for improvement, and discover what works or what doesn’t in virtual training course design. LXPs can not only help determine course quality but also provide a plethora of associated information such as online assessments, instructor/training approval rating, and learner satisfaction information.
Personalizing a learning experience is more than just about autonomy in learning paths and self-discovery. It is also about making content available to the user as and when they need it, anywhere, any time. Learners are busy individuals with unique learning styles and motivations and, in this case, time constraints. Microlearning is especially useful when learners need to revise or learn a certain task, function, or procedure through short lessons without needing to go through an entire lesson.
Training material is available in more than one form, such as video, audio clip, or an infographic that is engaging, and mentally stimulating. For microlearning to work effectively, lessons are best delivered in short bursts that aren’t longer than 10 minutes. Learning Experience Platforms, such as Origin’s Fractal LXP, are cloud-based and remotely deployed, this means users can access learning content anywhere in the world.
LXPs make virtual training effective and fun. Integrated with zoom, LXPs can run polls, chat, breakout sessions, multi-format content that makes virtual learning fun. But that is not all. Virtual Labs (vLabs) allows users to learn and practice what they learned in a safe environment free of the costly risks unlike in real-world scenarios.
The analytical capabilities of an LXP make identifying gaps in virtual training a real-time process. Surveys and pre-assessment can expose any weaknesses or need for customized learning resources very evident. Feedback in training is a two-way street. Users need feedback based on their performance and administrators need feedback from users based on the performance of their learning content. This process is seamless in an LXP and removes one of the greatest barriers towards achieving effective virtual training.
The social interaction capabilities of Learning Experience Platforms can foster peer-to-peer learning by sharing content and exchanging recommendations for co-workers or “buddies”. This mode of social learning can be effective in motivating users to continue learning new skills beyond the minimum requirements of the workplace.
LXPs can incorporate social interaction features such as chat rooms, rewards and badges, and leaderboards. We have already established the importance of analytics, here, this ability of LXPs to enhance self-directed learning with a social component could increase learner engagement and retention.
Data will continue to define a user’s digital experience, LinkedIn’s 2019 Workplace Learning Report reveals that more than 58% of employees want to learn at their own pace, in line with their individual requirements, motivations and interests.
An L&D strategy driven by technology can empower workers. The data generated by LXPs can help with effectively identifying individual L&D needs. In 2019, the Deloitte’s Global Human Capital Trends survey found that 77% of participants are more willing to develop their existing workforce over acquiring new talent.
This highlights the importance of a successful training strategy. Learning Experience Platforms can be a comprehensive tool to manage an organization’s L&D requirements to scale. They grant a technological edge to administrators with robust analytics and mobile-ready capabilities.
Origin Fractal was built to move away from a traditional “Management System” to an “Experience Platform” and more specifically, how employees learn. Innovative and functional features allow learners more autonomy and provide better long term retention using modalities such as microlearning and timed repetition and assessments. To try a free demo of Origin Fractal, sign up here.