It’s one of the most common pitfalls of learning design: you build a full curriculum, devoting time, technology, and creative resources, only to find that the language, format, assessments, or some other detail doesn’t reflect your stakeholders’ expectations for the course.
The reasons behind this can be infinite. Maybe you focused too heavily on the motivational aspect of the training and were too light on details. Or maybe you didn’t enlist the right person’s input when describing a new product for a launch. Even worse, your positioning of the training might have made sense to you without fully landing with your learners—either leaving them confused or unmotivated to learn more.
This experience is frustrating, but it can be avoided. One of the founding principles of design thinking is the willingness to postpone solutions until you know that you’re solving the right problem. And that applies equally to the design of learning experiences. [Click to continue…]