As L&D professionals working in a variety of business support roles, following the pain can actually help us be better business partners.
Providing too much information (TMI) at the wrong time to the wrong people
Resources should be targeted to specific tasks, roles, functions and contexts.
Are you prioritizing the problems causing the most pain across your organization?
DesignXperiences will help you avoid stumbling over yourself and others as you implement your organizational learning strategy.
The approach enables you and your colleagues to be more intentional about each and every step you take as you define, design, develop, implement, and evaluate learning and performance support resources.
A foundational requirement of DesignXperiences is to establish and document clear steps for successfully completing key tasks in critical business processes. This is not to enable people to think, act, and respond the same in every situation. Just the opposite.
The ultimate goal of DesignXperiences is to free up energy for each of us, regardless of our role in the organization, to be more mindful and intentional about how the things we do are designed to help alleviate pain experienced by our customers and our colleagues.
Learn more about DesignXperiences
As a Learning Experience Designer with over 20 years of experience in secondary education, higher education, and business learning, I am not immune to getting in my own way. Several times a day, I have to make myself snap out of doing things in automatic pilot to avoid falling into the trap of creating obstacles to learning, despite having the best of intentions.
As L&D professionals, we have to be diligent to hold each other accountable so that we avoid building a learning infrastructure rooted in good intentions rather than clearly defined business processes.
Depending on the size of your organization, you may not have a team of accountability partners to lean on as your organization's learning strategy evolves. DesignXperiences provides a consistent approach to help you design effective learning experiences, regardless of the size of your L&D team.
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Avoid investing too much time and resources in enabling practice rather than facilitating real life work experiences.
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