{"id":8417,"date":"2023-06-30T10:56:06","date_gmt":"2023-06-30T10:56:06","guid":{"rendered":"https:\/\/welove.netexlearning.com\/?p=8417"},"modified":"2023-10-02T09:33:05","modified_gmt":"2023-10-02T09:33:05","slug":"the-rise-of-experience-led-learning","status":"publish","type":"post","link":"https:\/\/welove.netexlearning.com\/en\/blog\/the-rise-of-experience-led-learning\/","title":{"rendered":"The rise of experience-led learning"},"content":{"rendered":"\n

It can\u2019t be denied that there has been a recent shift in the way L&D professionals approach workplace learning. In fact, you could say they\u2019re moving away from the norm. Where workplace learning has long focused on the content \u2013 creating high-quality pieces of (mainly) e-learning, which they hoped would meet all the learners\u2019 needs \u2013 there has now been a shift towards experience-led learning, which focuses on the whole experience of the learning. The wider picture.<\/p>\n\n\n\n

But why has this change happened? What does experience-led learning look like, and what has been the driving force behind it? How does the business\u2019s needs fit into it? These are questions that L&D professionals are asking themselves, so let\u2019s address them.<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

It’s about good quality practice<\/h2>\n\n\n\n

Experience-led learning isn\u2019t rocket science. In fact, the theories behind it have been around for a while, but change has been slow to happen. Even so, things are now moving. For example, the traditional pedagogical approach \u2013 a teacher being the one to transfer and provide all knowledge \u2013 is now almost something of the past (in workplace learning at least). Even simply providing a selection of e-learning courses is becoming old news. It\u2019s because it became apparent that learners need to have a say in their learning, that the where, when and what is important. This thinking developed into learning movements such as self-directed learning and \u2018learning in the flow of work\u2019.<\/p>\n\n\n\n

And that is what experience-led learning is building on. It\u2019s the recognition that experience is key, as it\u2019s through experience that people really learn. It still includes content, don\u2019t get me wrong, but there is more focus on the delivery, as well as providing opportunities to put their new knowledge into practice, to get feedback, to try again. This is all necessary to increase the level of understanding.<\/p>\n\n\n\n

Josh Bersin\u2019s capability academy model<\/h2>\n\n\n\n

A great example of experience-led learning is Josh Bersin\u2019s capability academy model<\/a>. This model goes beyond the technical and functional skills and focuses on the capabilities a business needs to thrive. As Bersin says in his article<\/a>, it is not a content library, but a place to learn. A place where experts can contribute, where peers can share their knowledge, and overall, a place to deepen knowledge and understanding, to take it further.<\/p>\n\n\n\n

\"\"
Corporate Capability Academy<\/a><\/strong>, JOSH BERSIN.<\/figcaption><\/figure>\n\n\n\n

It recognises the role the business has to play, the investment they have to make in it. Therefore, it isn\u2019t a place where the learner is simply left to direct their own learning, the academies make sure it meets the business\u2019s needs too. This investment makes sure they go beyond a simple L&D programme. In fact, the academies are creating month-long programmes, if they see fit, filled with assignments, practical experience, mentoring \u2013 everything the learners needs to deepen their understanding.<\/p>\n\n\n\n

Overall, experience-led learning is about good quality practice. And businesses are building on this idea in different ways. For example, social and cohort learning are becoming popular choices as they allow for feedback and contextualisation of topics. In practice, this may be a learning platform which allows learners to discuss the learning, ask questions, and learn from each other. Or it may be a programme that connects learners with other employees from the business to help gain a broader understanding of the business and the roles within it.<\/p>\n\n\n\n

It\u2019s technology\u2019s \u2018coming of age\u2019 story<\/h2>\n\n\n\n

If the theories have been around for a while, then why is the change happening now? One word: technology. This is technology\u2019s \u2018coming of age\u2019 story. Before, it wasn\u2019t advanced enough to make experience-led learning a reality, but with the leaps and bounds it\u2019s made in recent years, it has now caught up with the aspirations.<\/p>\n\n\n\n

A significant technological development is the Learning Management System (LMS). Before, they were very much organised around the business needs: they allowed administrators and managers to track what they needed, such as completion numbers and test scores. The learner was almost a secondary figure.<\/p>\n\n\n\n

\"Woman<\/figure>\n\n\n\n

LXPs (Learning Experience Platforms) aimed to change that, recognising that the learner\u2019s experience was important to the success and impact of the training. But the technology wasn\u2019t quite mature enough for it to be successful. But it wasn\u2019t wasted, as they certainly acted as a catalyst for activity from a developer\u2019s point of view, and the technology has since advanced to make this a reality.<\/p>\n\n\n\n

Authoring tools have also developed. We\u2019re moving away from SCORM to xAPI. Whereas SCORM recorded basic analytics such as how many learners completed a piece of training, xAPI can go a lot further. It allows for a lot more learner analytics. It can track games, simulations, real-life learning, team learning, even learning plans and goals, and it doesn\u2019t matter if the learning is on a mobile or a desktop. Having this broader insight allows for more connections, trends and patterns to be found; it\u2019s an insightful way of looking into behaviour, which can then be used to improve the content and experience.<\/p>\n\n\n\n

It’s now about the learner and <\/em>the business<\/h2>\n\n\n\n

Thanks to these technological advancements, we can now cater for both the learner and the business, which is important. By helping the workforce thrive, you help the business thrive. The two are interconnected. <\/p>\n\n\n\n

As I explained above, the technology is now there. We now have learning platforms that combine a great LXP experience (for the learner) and fantastic metrics, administration and tracking (for the business). One such platform is learning ecosystem Learning Cloud 6, by Netex Learning<\/a>. It is not only liked by administrators and managers because its reporting and admin side is easy, but it combines a great user interface, social learning apps and content creation tools to help create a second-to-none learner experience.<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

L&D professionals can\u2019t work in a vacuum<\/h2>\n\n\n\n

But what does this mean for the L&D professionals? Some companies have shared the new approach they\u2019re taking as a result of turning to experience-led learning. To develop a programme that will make a difference to the learner, L&D professionals have realised they can\u2019t work in a vacuum. So, they have started to invest more time in engaging with the stakeholders<\/a> and learners. This includes carrying out focus groups, polls, surveys \u2013 anything to gather feedback. They\u2019ve also invested more time in wider research, identifying what is changing in the industry, the business and the roles within the business, all to make sure the learning reflects real life. The way they build and develop the content has changed too. They\u2019ve had to become more agile, nimble, and ready to make small changes to the content as and when is needed. <\/p>\n\n\n\n

This rise in experience-led learning is evidence that L&D is an ever-moving picture. It\u2019ll be exciting to observe how businesses adapt to the evolving technology and the opportunities that it brings. Are they ready to embrace it? Are they curious to see where it can take them? Even if the answer is yes, in this uncertain economic climate, they may not feel it\u2019s the right time. But with upskilling and reskilling employees proving to be a way to reduce turnover and to keep the workforce your business needs to thrive, maybe L&D is the investment that should be made?<\/p>\n","protected":false},"excerpt":{"rendered":"

In workplace training, L&D professionals are moving away from content-led learning to experience-led learning. But why? What does experience-led learning look like, and what has been the driving force behind it? How does the business’s needs fit into it? Our article explores these questions.<\/p>\n","protected":false},"author":49,"featured_media":8419,"comment_status":"open","ping_status":"0","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[75,73,74],"tags":[],"class_list":["post-8417","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learning-culture","category-learning-design","category-learning-technology"],"yoast_head":"\nThe rise of experience-led learning \u2013 We Love Learning<\/title>\n<meta name=\"description\" content=\"Workplace training is moving from content-led learning to experience-led learning. But what is it? 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