The Secret to High-Performance Learning Design

www.K3NextGenSolutions.comWhat is the secret to high-performance learning design and why do you need it? The answer lies in addressing the Four Dimensions of Learning Design.
Organisations need to speed up learning cycles to address STIQCE ( – sticky – ) problems: Safety | Time | Innovation | Quality | Cost | (customer) Experience
STIQCE problems could be anything from speeding up the company on-boarding cycle for new hires, improving contribution to productivity, through to training or development programmes that address outputs from Lessons Learned (operational behavioural, structural or process failures).
High-performance learning design accelerates the rate of learning to reduce the time to resolve STIQCE challenges. I always ask our clients three questions:
  • What is the probability of your problem occurring again?
  • What will be the impact if it happens again?
  • What will be the cost of waiting to learn?
Enter the Learning & Development team to save the day! However, many learning designers unintentionally slow the rate of learning by not considering all Four Dimensions of Learning Design in their training and development solutions.
  1. The Associationist Dimension: The high-performance learning designer has developed insights into the existing knowledge, skills and behaviours that have already been learned by his or her target audience. They understand what beliefs can be built on and what beliefs need to be unlearned, while also understanding how to break learning down into bite-size chunks.
  2. The Situative Dimension: Here, the high-performance learning designer enhances the depth, completeness and security of learning by situating the learning experience in the context within which knowledge will be used.
  3. The Cognitive Dimension: Critical to high-performance and accelerating learning attainment, the cognitive dimension accounts for the latest findings from cognitive science research. For example, considering contiguity and temporal contiguity when developing PowerPoint decks. ***NOTE, this is not about learning styles, which, quite frankly, are often misunderstood and a waste of time***
  4. The Network Dimension: The learner is in charge of their own learning, not the learning designer or trainer. High-performance learning designers understand that no learner learns alone and that learners are influenced by a social belief system. Therefore, high-performance learning design monitors the learning network for engagement, representations (e.g. discussions or introduction of journal articles) that influence people, enrolling them into beliefs (ways of thinking) that are counter to the intended learning outcomes (i.e. they slow the rate of learning). For example, think of a highly experienced Project Manager that has seen it all and done it all, and argues against the learning being put forward; the high-performance learning designer monitors such influence and counters with stronger representations.
As a learning designer:
  • Do you have a duty of care to respond to the three questions we ask our clients?
  • Are you applying the Four Dimensions of Learning Design in your L&D solutions?
  • If not, are you slowing the rate of learning and what might be the cost of that?

Leave a Reply