Training Industry Magazine - Winter 2024 - 21

2. RELEVANT
Training should be relatable and
immediately applicable to learners'
jobs and lives, which facilitates transfer
and increases motivation.
3. ADAPTIVE
Each of us has differing needs, skills,
tendencies, identities, responsibilities
and interests, and effective training
adapts to them.
4. INTUITIVE
Training should make sense to
learners and work the way they expect
it to work. It should minimize cognitive
load by being a frictionless experience
all around - user interface, visuals,
content and flow.
5. EFFICIENT
We are all busy and have precious
little time
to devote to becoming
more proficient. Training should have
minimal to no wasted time or effort -
just enough provided at the right time.
6. EMPOWERING
We learn when we want to learn, not
because we were forced to watch a
video or click through an eLearning
course. Training should recognize
learners' agency so they remain
in control.
7. SOCIAL
Humans as a species are social, and
most of what we've learned in life we
learned from others. Training should
provide opportunities for coaching,
asking questions and providing
feedback, human-to-human.
FOSTERING SELF-DIRECTED
LEARNING
An L&D team can use these seven
criteria to drive needs analysis, using
surveys, observation or manager
* Access to training that fits the
LCD criteria, either developed
by the organization (internally or
with vendor partners) or available
through external resources. Apply
these criteria to every training in
an organization's catalog.
* Managers who are both interested
and skilled in having career and
skills growth conversations with
their people (e.g., Ikigai model,
etc.). Managers play a key role in
the growth of employees.
TRAINING INDUSTRY MAGAZINE - WINTER 2024 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
CENTER
LEARNING
DESIGN ON THE
LEARNER, WITH
EMPATHY AND
A GENUINE
DESIRE TO
UNDERSTAND
THEM.
WE EACH HAVE DIFFERENT
MOTIVATIONS, AND IF
TRAINING DOESN'T TAP INTO
THEM, IT WON'T WORK.
reports,
to identify how to make
training sufficiently effective, relevant
and adaptive. These criteria can also
be measured as a learning experience
is designed and deployed (e.g., in a
pilot), ensuring it meets the mark.
With these criteria as a premise,
how can companies foster selfdirected
learning? For people to take
ownership of their own learning, they
need to have:
* A clear message from top leadership
that this is a priority (e.g., everyone is
granted sufficient time, with no meetings
or distracting responsibilities, to
allow for L&D). The organization
must recognize the value of training
and carve out space for learners to
engage in it.
* Culture, systems and technology
to make it easy for learners and
their managers to access training
relevant
to
their
jobs,
to
track
progress and to support them in
moving forward in their career goals
(e.g., credentialing). This includes
tying training and application of new
skills to compensation, recognition
and succession planning.
In her book, " Atlas of the Heart, " Brené
Brown writes, " Blaming is one of the
reasons we miss our opportunities for
empathy. " Creating a vibrant culture of
learning starts with a mindset shift to
understanding and putting ourselves
in the learners' shoes. We need to
understand their differences, desires
and challenges, and provide training
that reduces friction, increases their
confidence and values their time.
Foster an environment that rewards
curiosity and self-improvement -
and it will serve your people and
your business.
Danielle Hart collects and shares
stories about effective learning
experience
design and learning
trends as chief brand officer
at SweetRush.
John
Cleave, senior
learning
engineer at SweetRush, has helped
develop over 300 learning solutions
in his three-decade L&D career.
Email the authors.
21
https://www.forbes.com/sites/chrismyers/2018/02/23/how-to-find-your-ikigai-and-transform-your-outlook-on-life-and-business/?sh=5a0f52d12ed4 https://www.trainingindustry.com/magazine
Training Industry Magazine - Winter 2024

Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2024
