Let's focus on: "Experience" as part of Learning Experience Design. There are fundamental differences between designing an experience and designing a course, training, or curriculum. An experience goes beyond the content, instruction, exercises, assessments, and tools being used. These can be part of the experience, but they are not the experience itself. Experiences include everything that happens to and around you. They influence what you do, think, and feel. That’s why #learningexperiencedesign focuses on the whole experience. Focusing on the whole experience, requires a more holistic design approach. For example, emotion plays a vital part in how we experience things. We all have memories that are strong because of how they made you feel. In education there tends to be a clear emphasis on cognition while emotion is hardly part of the conversation. In LXD, emotion is carefully considered. ❤️ Designing for emotion and cognition is key to creating a powerful learning experience.
Well said. It sums it up quite nicely. Emotions, in my opinion, have three functions in learning: they help learners connect and open up, they create lasting memories and they keep learners engaged.
I love this! Emotions can be so powerful. 🧠
Excellent!
LUX/Instructional Designer/Developer/Learning Strategist & PM • Changing the L&D Landscape ~ One Brain @ A Time •
1moClose but you completely missed out on Engagement and Technical Expertise. Also, Emotional training is only relevant on soft skill training. If you are training on how to (e.g.) governmental agency procedural policy, there is no emotion only engagement, retention, and follow through. If your course is too big, poorly ID'd, or is unstable and crashes or has broken links, and a bad GUI, the Learner Experience will be terrible. I've created hundreds of compliance training courses that were scrutinized by entities like the FDA, SEC, or FTC and they don't care about your feelings. Make the experience more than just emotions.