Could Someone Give me Advice for Implementing LX Design Principles in Corporate Training Programs?

Content and Resources
, , , ,
1

Hello there,

I am working on a project to enhance the effectiveness of our corporate training programs using LX design principles. As I delve deeper into this approach; I am excited to gather insights from those who have successfully implemented LX design in their own organizations.

To give you a bit of background; we are aiming to create a more engaging and impactful learning experience for our employees by incorporating LX design strategies. Specifically; we are interested in understanding how to balance user centered design with practical application in a corporate setting.

What metrics or indicators have you found most useful in measuring the success of LX design in corporate training? How do you track improvements in learner engagement and performance? :thinking:

Are there particular best practices or methodologies you recommend for designing LX-driven training modules? :thinking:

How do you ensure that the learning experience remains relevant and applicable to employees’ daily roles? :thinking:

What common challenges have you encountered when implementing LX design principles? How did you overcome these challenges? :thinking:

Also; I have gone through this post; https://novoed.com/resources/blog/what-is-learning-experience-design-and-how-can-it-prepare-for-challenges-ccsp/ which definitely helped me out a lot.

Are there specific tools or resources that you have found beneficial in creating and managing LX-focused training programs?

Thank you in advance for your help and assistance. :innocent:

1 Like
2

Hi @Sama and sorry for delay - life got real hectic but your question is a good one. In my consulting work with my clients, I focus on defining the results up front. Harder than it sounds, obtain the definition of what the working learner must do/perform and to what defined level of proficiency and within what context (aka “the job/work”). Once you have this you have buy in from the various stakeholders (operational owners usually), you have defined the metrics of success all agree on, you have the framework to create a relevant learning experience participants can apply in their daily work, and it is business-focused which helps me overcome resistance to this different (aka not classroom lecture) “training”.

I’ve found tools and platforms handle this because it’s all about the design that includes a robust assessment strategy. Keeping the end in mind and using the business metrics as your standard allows you to build an experience-based learning process in the context of the work focused on enabling the working learner to perform the role successfully.

Hope this helps, reach back out and let me know if you want to talk it out more and good luck!! - bill