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Workshop Scenario:

Please think of yourself in the following scenario as you complete this workshop.

You are recently hired by a company specializing in online learning platforms. You must take an introductory learning experience design course as part of your onboarding process. 

After completing the course, you are assigned to write a content development plan for an online cooking course promoting healthy eating habits. The course aims to teach participants, both teens, and adults, about nutritious ingredients, cooking techniques, and meal planning for a balanced diet. The course should follow the learning experience design steps.

In the last lesson, you were introduced to the basic principles of learner experience design, its difference from traditional instructional design, and the steps in the learner experience design process.

In this lesson, you will identify why it is essential to align your training to the organizational goals and needs of the learners.

Your objective for today is:

Identify why it is important to align your training to the organizational goals and needs of the learners.

Important Questions to Consider While Reading:

In order to be successful in this lesson, you must be able to answer these important questions.

• Why is it important for training programs to align with organizational goals rather than solely focusing on participant enjoyment?

2.1 Align with your Organizational Goals

Training programs must align with organizational goals and address critical learning gaps rather than solely focusing on participant enjoyment.

Designers often overlook the analysis phase, assuming they already understand the problem they are designing for. However, taking the time to analyze the organizational context thoroughly can significantly benefit the effectiveness and long-term impact of the training program.

Here are some questions to help you learn about the state of learning at your organization:

• What are the larger goals of our organization or institution? What, as a whole, are we trying to achieve?

• What are the skills and knowledge (competencies) are most essential to achieving these goals?

• What training programs or curricula currently exist, and how effective are they?

• What established resources currently exist to support training or learning initiatives?

• What formats/methodologies (in-person, online, blended) will most effectively achieve learning outcomes?

• What budget and personnel are needed to design and implement a new training program?

2.2 Know Your Learner

To design a learning experience effectively, aligning it with organizational goals and taking the time to understand the current state of skills, knowledge, and existing training programs is crucial.

To gain a comprehensive understanding of the target audience as a learning experience designer, here are some essential questions to consider:

1. Who are the learners? Start by gathering demographic information such as age, educational background, and professional experience. Understanding the learners' characteristics helps tailor the learning experience to their needs.

2. What are their goals and motivations? Determine the learners' aspirations and what drives them to engage in the learning experience. Identify their desired outcomes and the reasons behind their interest in acquiring new knowledge or skills.

3. What are their prior knowledge and skills? Assess the existing knowledge and skills that learners bring to the learning experience. This helps design appropriate content and activities that build upon their existing foundation and avoid redundancy.

4. What are their learning preferences and styles? Determine how learners prefer to learn, whether visual, auditory, or kinesthetic learners. Understand their selected learning environments, such as online platforms, face-to-face sessions, or blended formats. This information aids in designing engaging and effective learning activities.

5. What are their challenges or obstacles? Identify any potential barriers that learners may encounter during the learning process. This could include time constraints, technological limitations, or specific learning difficulties. Understanding these challenges allows for proactive solutions and support.

6. How do they use technology? Explore the learners' familiarity and comfort with technology. Determine the devices and platforms they use to access information and participate in online activities. This knowledge helps create learning experiences that are compatible with their technological capabilities.

7. What are their expectations? Understand the learners' expectations regarding the learning experience. Determine what they hope to gain, their desired level of interactivity, and their preferred assessment and feedback methods. This information helps in aligning the learning design with their expectations.

8. What are their organizational or contextual factors? Consider the learners' work environments, industry-specific requirements, and organizational constraints or policies that may impact the learning experience. This ensures the learning design is relevant and applicable to their contexts.

Closing Assessment:

Select the Assessment button below to answer the following questions:

1. Why is it important for training programs to align with organizational goals rather than solely focusing on participant enjoyment?

Discussion Question:

1. Please answer the following question in the comment section below and interact with learners from around the world.

1. What are some common assumptions made by designers during the analysis phase, and why is it important to question them?

2. Why is it important to ask the right questions during the analysis stage of developing a training program?