Learning Experience Design

When learning is not working, the answer is rarely more training.

When training does not lead to real change, the instinct is often to add something.

Another class.
Another module.
Another reminder.

Most of the time, that only adds noise.

What is Learning Experience Design?

Learning Experience Design helps organizations step back and understand what is really happening before deciding what to build or deliver.

Instead of starting with content, tools, or formats, this approach focuses on:

The decisions people need to make in their roles
The situations where those decisions become difficult
The gaps between knowing something and doing something
The moments where learning tends to break down

From there, we design a learning approach that fits real work, real constraints, and real people.

We create shared understanding and a sense of direction.

From the perspective of leaders, managers, and learners, Learning Experience Design brings relief.

Clear alignment on what problem learning is meant to solve
A shared language for talking about learning and performance
Fewer reactive training requests
Greater confidence in learning decisions

Instead of debating formats or tools, conversations shift to what people need to do differently and how learning can support that.

This is a deliberate, visible design process.

Learning Experience Design is not abstract. It produces tangible design work that guides everything that follows.

This design work often includes:

A clear description of the learning challenge in plain language
Defined learning goals tied to real performance
A learning roadmap that shows how learning unfolds over time
Decisions about which moments benefit from live interaction
Identification of where self paced learning, practice, or reinforcement belong

These design artifacts make learning decisions visible. They allow stakeholders to see how the learning system fits together before anything is built.

This same design approach underpins our instructor-led training, blended learning, and custom eLearning solutions.

If learning feels scattered, ineffective, or harder than it should be, Learning Experience Design can help bring clarity.

We are happy to talk through your situation.

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LX Design

PHASE 1: EMPATHIZE

Understand the people and the work

Before we design anything, we take time to understand the people involved and the reality of their work.

We ask questions, listen carefully, and observe how learning shows up in day to day situations. This is where trust is built and assumptions begin to fall away.

PHASE 2: DEFINE

Clarify the real learning challenge

Once we understand the people and context, we work together to clarify what is actually getting in the way. Very often, the presenting problem is not the real one. A request for training may be masking confusion, misalignment, overload, or lack of reinforcement.

In this phase, we define which problems are worth solving and which are noise.

PHASE 3: IDEATE

Explore learning approaches that truly fit

With a clear understanding of the challenge, we explore possible learning approaches. This is not about chasing trends or defaulting to familiar formats. The goal is usefulness.

PHASE 4: PROTOTYPE

Design the learning system

Rather than building full content immediately, we design a learning architecture or roadmap, sample learning flows, reinforcement strategies, and clear definitions of outcomes and success. This gives everyone something concrete to react to and refine before time and budget are committed.

PHASE 5: TEST

Pressure test before scaling

Before moving into full delivery, we take time to pressure test the design. Testing at this stage prevents costly rework and improves confidence moving forward.