define learning journey

The Importance of a Learning Journey

The pursuit of knowledge has the power to transform us. A learning journey nurtures this curiosity of transformation in the learners. It offers continued learning and ensures continued growth. It uses tools that can also help learners navigate the terrain to keep learners going. One can use a it to discover what to learn, how to learn, and what they are good at. Once they understand this, they can easily use the tools and techniques provided by a learning journey to improve their knowledge.

Table of Contents

What is a learning journey, why is a learning journey important, how do you create a learning journey, how to implement it, benefits of the learning journey, infographic, knowledge check , frequently asked questions (faqs), what is the learning journey, what is an employee learning journey.

The term learning journey refers to a planned learning experience that takes place over time and includes various learning aspects and experiences using multiple techniques and platforms. Instructional designers create a learning journey to identify the appropriate format and methodology of learning. A well-structured learning journey can help the learners to achieve the objectives effectively, ensure learning implementation, and initiate actual behavioral change .

It caters to the leadership style, culture, specific needs of any organization , and the preferences of the learner’s leadership level. It also shows a more straightforward path to the learners’ learning goals, demonstrating a starting point and structured progress to help them achieve the objectives effectively. Organizations take the help of a learning journey to navigate their employees into a well-structured training process.

Organizations that employ a mixed learning journey are 2.5 times more likely to be financially successful than those that use more conventional learning approaches. (Source: DDI, Global Leadership Forecast).

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Learners find the structure provided by the learning journey very helpful. It clarifies what people should do next and how much time they should set aside. It offers a high level of flexibility around where and when they should study, together with the multiple modes and channels for learning, which help embed essential skills rapidly and effectively.

The knowledge, study, and research abilities that learners bring to the learning process make up their learning journey. Since instructors are involved in designing and evaluating their education, it also offers a structural method to the learners and the instructors who are shaping the module. Instructional designers create a well-aligned learning module using a it.

In order to create a successful learning journey that is well-aligned with the organization, instructional designers try to:

• Bring attention to the prospects for learning:  The goal can only be achievable when the learners understand why this learning is essential. Only then can the organizations promote a healthy learning environment .
• Describe the benefits for the employees: Adult learners are encouraged intrinsically with self-esteem, desire for a better quality of life, self-development, and recognition. Therefore, instructors must plan a well-aligned learning journey according to that.
• Use gamification , virtual and augmented reality, scenario-based learning, and branching scenarios like immersive formal learning. The effectiveness of immersive learning has been demonstrated, with assignments finished on schedule. As a result, compared to other conventional learning approaches , this style of education has a higher likelihood of producing successful results. Immersive learners always develop more extraordinary cognitive abilities than traditional learners. They exhibit better problem-solving skills, better memory, and higher attention control.
• Provide employees with access to information during work so, they know what they need when needed.
• Support formal events with performance support tools.
• Reinforce learning by providing opportunities for practice, follow-up tools, and constructive criticism.
• Offer social learning so learners can interact with those who are also learning and advancing while exchanging information and experiences. As adult learners, they are instrumental in their learning process. They are more proactive in doing the work needed to facilitate learning and drive the learning process based on what they think they have to succeed on the job . Learners bring a greater volume, quality of experience, and rich resources to one another.

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Instructional designers can implement it like this:

• First, they should assess the employees’ current skill levels based on the organization’s competency model. Finding and concentrating on the essential leadership skill gaps is the first step in a precise diagnosis.
• Then, learning should be applied and tested through computer-based business simulations customized to the organization’s specific needs. Simulation exercises ensure that concepts learned during the learning event apply to the organization’s real-world issues.
• Next, they can use follow-up tools to support continuing learning with additional content, case studies , and community leader boards to encourage the new learners. It utilizes several measurement techniques to quantify the effectiveness of the talent development program.

It has the following advantages:

• It helps the learners to navigate appropriately. It helps them to gain knowledge independently.
• A well-aligned learning journey brings additional structure to a learning system. It provides a structured environment that helps to maintain discipline in the learning process.
• It enables self-paced learning for the learners. It generates an individualized experience. It helps learners undertake the courses at their own pace, according to their needs. It gives the learners freedom in their choices.
• It makes it easier to define and pursue goals. It generates an achievable goal for the learners and motivates them to achieve it.
• It helps accelerate the learning and development goals of the employees as well as of the organizations.
• It saves admin time.
• It promotes a continuous feedback method that reevaluates the purpose of the journey.
• It makes learning a continuous process, a journey indeed.
• It offers to learn in small chunks. Small amounts are better for retention. It allows learners to remember and relearn the materials at their convenience.

Learning Journey

• To allow learners a competitive edge.
• To provide structured learning experience.
• To offer creativity.
• To make feedback more immediate.
• Finding and concentrating on the essential skill gaps in the organization.
• Communicating with the employees/stakeholders.
• Imposing a general training and development journey.

With the help of a learning journey, one can evaluate a learner’s progress, clarifying what they should accomplish next and how much time they should allot for it. Learners’ ability to self-evaluate their learning progress makes the learning process independent. Employee learning journeys consist of a number of distinct learning experiences that are spread out over time, utilizing various methods and delivery modalities and leading to the acquisition of new knowledge, skills, or behavioral changes at the end of the journey.

The term learning journey refers to a planned learning experience that takes place over time and includes various learning aspects and experiences using multiple techniques and platforms.

In order to create a successful learning journey that is well-aligned with the organization, instructional designers always keep the end goal in mind, recognize the gaps, extend learning over development-related activities, involve the learners to direct management, calculate the effects, and plan for flawless execution.

With the help of learning journeys, one can evaluate a learner’s progress, clarifying what they should accomplish next and how much time they should allot for it.

Employee learning journeys consist of a number of distinct learning experiences that are spread out over time, utilizing various methods and delivery modalities and leading to the acquisition of new knowledge, skills, or behavioral changes at the end of the journey.

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Create a Learning Journey for Leaders

LEARNING JOURNEY

What Is a Learning Journey?

A learning journey is a strategic approach to developing groups of leaders over time. It’s based on the principle that true behavior change takes time, and that people learn best together—as long as they can personalize their experience.

At DDI, we create learning journeys to maximize the time and effectiveness of leadership development . Learning journeys offer the right blend of personalized learning with group connection. For example, leaders can take assessments, pursue online learning, and coaching to boost their knowledge and insight. But they cement learning when they come together in virtual or in-person classroom sessions.

Ready to get started? We offer proven, competency-based learning journeys you can implement right away. Or we can work with you to create a completely custom learning journey, just for you. Either way, we’re ready to start walking by your side as your leaders begin their transformation.

Compared to Companies That Use More Traditional Learning Methods, Companies That Use a Blended Learning Journey Are:

more likely to be financially successful

more likely to have a highly-rated development program

more likely to have a strong leadership bench

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A one-and-done or an eight-hour-long Zoom session wasn’t going to cut it. That’s why we moved to the concept of a learning journey that included content delivered in shorter sprints, but delivered over a period of time

— Joe Ilvento, Chief Learning Officer at Commvault

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A learning journey to help leaders build morale and engagement to retain talent.

Boost Team Engagement

Take your leaders on a learning journey to create a coaching culture that boosts performance.

Build a Coaching Culture

This learning journey will help leaders practice inclusion to create a welcoming, supportive environment for all.

Develop Inclusive Leadership

Design Your Own Learning Journey

With a DDI Leadership Development Subscription, you get a dedicated strategic learning team who will work with you to create a custom program, just for your leaders.

We start by understanding the business goals you need to accomplish. From there, we’ll work by your side to curate the perfect blend of content to ensure your leaders will gain the right skills. Then we’ll tailor learning formats that will best fit your culture and your leaders’ needs.

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Want to Take Things Virtual?

At DDI, we’re big believers in the power of learning together. But that doesn't mean it has to be in-person.

As many companies have shifted to a virtual workplace, we’ve taken leadership development with it. We offer learning journeys that take place entirely in the virtual world.

But that doesn’t mean you miss out on human connection. Our virtual classroom format creates the same bond leaders get in the classroom – just without handshakes.

Learn about virtual classroom

Don’t Forget Microlearning

The key to creating successful learning journeys is to sustain learning in between classroom sessions. And that’s where microlearning comes in.

Microlearning offers quick learning experiences that help leaders practice and deepen their skills between larger learning sessions. It can be things like short courses, videos, self-assessments, online tools, or other quick formats.

In just a few minutes, microlearning offers a quick boost to keep your leaders engaged.

Explore microlearning

recommended Resources

How one company developed a frontline leadership learning journey with elements of both digital learning content and in-person classroom experiences.

How We Did It: Creating a Frontline Leadership Learning Journey

Explore best practices for how to create a learning journey and learn why this approach is crucial for a company’s leadership development strategy.

How to Design an Effective Learning Journey

DDI’s Ultimate Guide to Leadership Development gives HR pros everything they need to create and launch powerful leadership development experiences.

Ultimate Guide to Leadership Development

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True learning and implied behavior change requires a learning journey to boost professional development and achieve improved performance. In this article, we look at the link between learning journeys and how it can improve employee performance.

True learning and implied behavior change requires a learning journey to boost professional development and achieve improved performance. In this article, I look at the link between learning journeys and how it can improve employee performance.

What Is a Learning Journey?

Traditional training has often been viewed as a one-time event:  a  training class,  a  webinar,  a  learning module.

However, if the goal of training is a change in behavior, which leads to improved employee performance, training should, instead, be viewed as a learning journey – a series of learning events made up of a blend of formal and informal interventions, nudges, and follow-ups that ingrain new knowledge and behavior in employees.

• Formal training is one of the key elements of a learning ecosystem that typically facilitates the learning acquisition.
• As you add informal training (some initiated by L&D teams, some initiated by individuals and coached by leaders), you create a learning journey.

Why Should You Invest in Learning Journeys?

Learning is the key to thriving business.

In the animal kingdom of North America, the coyote has perhaps proven to be the most apt at learning and has therefore thrived. When Meriwether Lewis in the early 19 th  century first encountered a coyote on his famous exploration, he was perhaps the first of European descent to see one. He attempted to kill and collect it as a new specimen. He and his men were unsuccessful though – an experience that thousands of American hunters have shared since. The coyote has learned to adapt and thrive to constant changes in their ecosystem and are now a common sighting in large cities like San Francisco (California) and Salt Lake City (Utah).

In business, those who can learn are the coyotes – they can adapt and thrive to changing circumstances. Companies should find and develop coyotes in their organizations – employees who actively participate in their own learning journeys and contribute to the journey of their coworkers.

From a business perspective , learning journeys provide highly customized programs that are structured around key enterprise goals and objectives. Leaders should provide this insight to help prepare their organization for future challenges.

Not only does this help futureproof their business by driving incremental and disruptive innovation but it also improves employee engagement. Employees are looking for organizations that value learning and encourage professional development.

Organizations benefit from employees who continuously strive for improvement.

From the employee’s perspective , the learning journey acts as a GPS that guides learners in their efforts, through formal and informal learning, to perfect their art by acquiring new skills and proficiencies in business domains and technological mastery. These GPSs guide learners through motivation, awareness, learning consumption, and knowledge application.

Learning journeys comprise formal and informal learning – opportunities to acquire skills for a specific role or technological domain. They are highly relevant to the individual, assisting him/her with his/her career aspirations.

What Do You Need to Consider While Creating an Effective Learning Journey?

The following are vital issues to consider when building learning journeys:

• Look at the  big picture  and consider that, while foggy, the future is ever present. Learning occurs over prolonged time and should never been something that employees stop doing, nor should organizations ever rest on their previous laurels.
• Awareness : Before employees can begin a learning journey, they need to be aware of what is available, how the organization will support them, and what lies ahead.
• Motivation : While some employees are motivated for the pure sake of learning, some are looking for additional extrinsic motivations. Organizations should set up systems to reward progression in the learning process, encouraging employees to begin and continue the learning journey.
• Participation and experimentation : Throughout the learning journey, employees need a safe space to participate, digest, apply, and experiment with the new knowledge they’re gaining through the learning journey. The experimentation and feedback loop are key to achieving behavior change.
• On-going connects:  Design learning journeys that include more than formal training events. Develop guides for managers to follow-up with employees on what they learned, implement social and mobile learning strategies, and allow employees to direct much of their own informal learning.

What Are Key Aspects that Would Help You Create Effective Learning Journeys?

Leverage the following aspects when developing learning journeys:

• Start with the end in mind : Planning is too often abbreviated in the L&D field, a reaction to develop content as quickly as possible to please business stakeholders. Remember what Albert Einstein said about planning: “If I had an hour to solve a problem, I’d spend 55 minutes thinking about the problem and 5 minutes thinking about solutions.”
• Include all stakeholders:  During the initiation phase, include key stakeholders and ensure that everyone involved in the process has the information they need. Leaders should ask themselves the following questions: What do I know? Who needs to know? Have I told them?
• Build awareness of the solution with the target audience : Begin with primers to help them understand the big picture of the learning journey. Include an exposition on the current state, the desired future state, and the differences between those two states. Use microlearning hits that get to the point quickly.
• Stimulate prior knowledge with which learners can scaffold new information.
• Present content in the most appropriate modality.
• Model learning strategies to help students assimilate new information.
• Include as much application and practice as possible with healthy feedback loops.
• Assess performance, giving additional feedback to learners.
• Once learners are back on the job, use informal learning and coaching nudges to reinforce the application of new knowledge on the job. Employ performance support systems so learners can quickly find and share information they need in the flow of work.
• Reward behavior change : While punitive rewards may be effective in the short term, for effective long-term behavior change, learning journeys should offer employees as much purpose, autonomy, and mastery as possible. Once employees are paid a fair and competitive wage, purpose, autonomy, and mastery are more effective methods of motivation than even bonus models.

Making It Work – EI Design’s Learning and Performance Ecosystem Based Approach to Create Effective Learning Journeys

EI Design has developed a highly effective model for creating effective learning journeys in a Learning and Performance Ecosystem. It’s a cyclical model that includes the following:

• Capture  attention  about learning opportunities.
• Explain what employees will gain from the learning journey ( what’s in it for me ).
• Leverage  immersive  formal learning events that employ gamification, virtual and augmented reality, scenario based learning, and branching scenarios.
• Support formal events with  performance support tools , giving employees access to information in the flow of work: exactly what they need, when they need it.
• Reinforce learning after formal events with safe places to  practice  and receive  feedback  on their performance.
• Provide  social learning  so that learners can collaborate with others progressing in the learning journey, sharing knowledge and experiences.

Parting Thoughts

Effective behavior change occurs over time as desired competencies and behaviors are reinforced through a blend of formal and informal training. Learning is not a onetime event. Professionals seek mastery of their trade, striving for autonomy and purpose. Learning journeys, thoughtfully developed and shared with employees, are an effective method of facilitating behavior change that aligns to enterprise goals and initiatives.

I hope this article provides the requisite insights on how you can use our unique Learning and Performance Ecosystem to create effective learning journeys and boost employee performance.

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HR terms frequently used by HR professionals.

Learning journey 

What is a learning journey.

A learning journey is a strategic approach to developing specific skillsets.

How can you encourage employees to go on a learning journey?

A successful learning journey depends on employee engagement. The objectives and goals must focus on the individual. What are their needs? What are their desires? What are their constraints? The goals and objectives should also coincide with the organization’s mission and values.

How can HR leaders measure the learning journey of employees?

As the learning journey progresses, HR leaders must establish milestones for the team to ensure that each individual completes their training on time. Leaders should also regularly meet with their employees to discuss their progress and have a place for the individual to apply their new knowledge and skills. Meeting with the team will ensure they fully understand what they’re learning and see a change in the team’s behavior.

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• Identifying the key lessons and outcomes at a detailed level
• Determining what blend of each EPIC component would best serve which aspects of the programme. An example of some questions you can ask at this stage are:
• How important is it to practice this skill in a real-world environment? Are there opportunities for stretch assignments or special projects to enhance the skill/behaviour? (E) 
• Do people need to work together to come up with solutions? How important is immediate feedback? Are there subject matter experts who can offer some guidance? (P) 
• Does the content need to be accessed at the point of need? Would providing videos, tip sheets, etc. be useful or not likely accessed? (I)
• Does working in a group enhance the learning? Is practice in a ‘safe’ environment important? (C) 
• Planning at a high level the order in which each intervention should occur
• Ensuring that there is a good balance of each approach – and not defaulting to classroom type learning!

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How to Create Effective Learning Journeys that Drive Employee Performance

May 11, 2021 | By Asha Pandey

True learning and the subsequent changes in professional behavior require a learning journey that enhances professional development and leads to improved performance. In this article, I explore the connection between learning journeys and their impact on employee performance.

What Is a Learning Journey?

A learning journey is a comprehensive, continuous process of acquiring knowledge and skills, designed to facilitate long-term behavior change and professional development. Unlike traditional training, which is often a one-time event, a learning journey encompasses a series of interconnected learning experiences. These experiences combine formal training, like structured classes and webinars, with informal learning opportunities initiated either by Learning and Development (L&D) teams or individuals themselves. This approach ensures that learning is not just an isolated event but an ongoing process that integrates new knowledge and behaviors into daily work practices, leading to enhanced employee performance. Formal training serves as a foundational element within this learning ecosystem, while the incorporation of informal training elements personalizes and enriches the learning journey.

Key Characteristics of a Learning Journey:

• Structured and Ongoing: A learning journey is not a one-time event; instead, it’s a continuous process that unfolds over time, allowing individuals to evolve and adapt to new knowledge and skills. Integral to this process is the role of mentor feedback, which provides learners with essential insights and guidance, helping to refine skills and align learning objectives with real-world applications. This mentorship aspect enriches the learning journey, making it more personalized and effective.
• Customized Learning Experiences: It comprises personalized content and a variety of delivery methods tailored to meet the unique needs and goals of individuals or teams.
• Formal and Informal Components: It combines formal training programs with informal learning opportunities , creating a holistic approach that caters to different learning preferences.
• Behavioral Focus: The primary goal is to induce positive behavioral changes, leading to improved employee performance and alignment with organizational objectives.

What is the Difference Between Traditional Training and Learning Journeys?

The key differences between traditional training and learning journeys can be summarized as follows:

Format and Structure:

• Traditional Training: Often one-time, event-based sessions.
• Learning Journeys: Continuous, multi-step processes.

Learning Approach:

• Traditional Training: Typically focuses on immediate skill acquisition.
• Learning Journeys: Emphasizes long-term development and application.

Customization:

• Traditional Training: Generally one-size-fits-all.
• Learning Journeys: Tailored to individual learning styles and needs.

Engagement and Interaction:

• Traditional Training: Can be more passive in nature.
• Learning Journeys: Encourages active participation and engagement.

Outcome and Impact :

• Traditional Training: Aimed at knowledge transfer.
• Learning Journeys: Focuses on behavioral change and performance improvement.

Why Should You Invest in Learning Journeys?

In North America’s animal kingdom, the coyote has demonstrated exceptional learning abilities, thriving in various environments. When Meriwether Lewis in the early 19th century first encountered a coyote on his famous exploration, he was perhaps the first of European descent to see one. He attempted to kill and collect it as a new specimen. He and his men were unsuccessful though – an experience that thousands of American hunters have shared since. The coyote has learned to adapt and thrive to constant changes in their ecosystem and are now a common sighting in large cities like San Francisco (California) and Salt Lake City (Utah).

In business, those who can learn are the coyotes – they can adapt and thrive to changing circumstances. Companies should find and develop coyotes in their organizations – employees who actively participate in their own learning journeys and contribute to the journey of their coworkers.

Benefits of Learning Journeys from a Business Perspective:

• Customization for Strategic Alignment: Learning journeys offer highly customized programs designed to align with an organization’s key goals and objectives. They are structured to address specific enterprise challenges and opportunities, ensuring that the learning journey directly supports the business’s strategic direction.
• Future-Proofing the Business: By structuring learning journeys around key enterprise goals, organizations are better prepared to face future challenges. This proactive approach drives both incremental and disruptive innovation, allowing businesses to adapt and thrive in a rapidly changing landscape.
• Improved Employee Engagement: Organizations that value learning and encourage professional development through learning journeys experience heightened employee engagement. Employees are more motivated and committed when they feel their growth is supported and recognized.

Benefits of Learning Journeys from an Employee’s Perspective:

• Guidance for Skill Enhancement: Learning journeys serve as a GPS for individual learners, guiding them through the process of skill acquisition and proficiency development. They offer a clear path through formal and informal learning, helping employees enhance their skills and expertise.
• Motivation and Awareness: Learning journeys provide motivation and awareness, inspiring individuals to take charge of their own development. They create a sense of purpose and direction, encouraging learners to proactively seek knowledge and growth opportunities.
• Learning Consumption and Application: These structured journeys guide learners through the stages of learning consumption and knowledge application, ensuring that the acquired skills and knowledge are put into practice effectively.
• Relevance to Career Aspirations: Learning journeys are highly relevant to individuals, assisting them in achieving their career aspirations. Whether it’s mastering a specific role or acquiring expertise in a particular technological domain, these journeys support individual growth and development.

Learning journeys offer a dual advantage, benefiting both the organization and its employees. They align learning and development with business goals, promoting innovation and engagement. From the employee’s perspective, learning journeys provide a clear path for skill enhancement, motivation, and relevance to career aspirations, ultimately driving continuous improvement and professional development.

Drawbacks of Learning Journeys

While learning journeys offer a comprehensive approach to professional development, they are not without their challenges. Here are some potential drawbacks:

Resource Intensive:

• Designing a learning journey requires significant time and resources. This includes the creation of tailored content, monitoring progress, and providing ongoing support and feedback.

Can Overwhelm Learners:

• The extensive nature of learning journeys may overwhelm some individuals, particularly if the content is dense or the pace is too fast.

Requires High Commitment:

• To be effective, learning journeys demand a high level of commitment and self-motivation from learners, which can be challenging to maintain over longer periods.

Potential for Inconsistency:

• In a diverse learning environment, ensuring a consistent experience for all learners can be difficult, especially if the journey involves various instructors or methods.

Dependence on Technology:

• Learning journeys often rely on digital platforms and tools, which can be a barrier for learners with limited access to technology or those who are less tech-savvy.

Evaluation Challenges:

• Measuring the effectiveness of a learning journey can be complex, as it involves evaluating progress over an extended period and across various learning formats.

Why Do Learning Journeys Work

Learning journeys function as a structured approach to professional and personal development. Here’s how they typically work:

• Initial Assessment : Identifying individual learner needs and goals.
• Customized Learning Path : Designing a personalized learning plan based on the initial assessment.
• Diverse Learning Methods : Incorporating various formats like online modules, workshops, and real-world assignments.
• Ongoing Support : Providing mentorship, peer interaction, and resources throughout the journey.
• Continuous Feedback : Regular assessments and feedback to track progress and adjust the learning path.
• Real-world Application : Opportunities for applying learned skills in practical settings.
• Reflection and Adaptation : Encouraging learners to reflect on their progress and adapt their learning strategies.

This process ensures that learning is an ongoing, evolving journey tailored to each individual’s needs and goals, leading to effective skill development and personal growth.

How to Create an Effective Learning Journey?

The following are vital issues to consider when building learning journeys:

• Consider the overarching vision, acknowledging that the future, though uncertain, is always present. Learning occurs over prolonged time and should never been something that employees stop doing, nor should organizations ever rest on their previous laurels. Integrating spaced learning and repetition into this process is crucial, as it greatly contributes to better knowledge retention, allowing learners to revisit and reinforce concepts at regular intervals, thereby solidifying their understanding and application in practical scenarios.
• Awareness: Before employees can begin a learning journey, they need to be aware of what is available, how the organization will support them, and what lies ahead.
• Motivation: While some employees are motivated for the pure sake of learning, some are looking for additional extrinsic motivations. Organizations should set up systems to reward progression in the learning process, encouraging employees to begin and continue the learning journey.
• Participation and experimentation: Throughout the learning journey, employees need a safe space to participate, digest, apply, and experiment with the new knowledge they’re gaining through the learning journey. The experimentation and feedback loop are key to achieving behavior change.
• On-going connects: Design learning journeys that include more than formal training events. Develop guides for managers to follow-up with employees on what they learned, implement social and mobile learning strategies, and allow employees to direct much of their own informal learning.

What are the Key Components of a Learning Journey?

A well-structured learning journey comprises several key components that work in tandem to ensure effective and engaging education experiences. These components are critical in shaping a comprehensive learning path that caters to diverse learning styles and objectives.

Needs Analysis and Goal Setting:

• Identifying specific learning needs and objectives.
• Setting clear, measurable goals for the learning journey.

Varied Learning Formats:

• Incorporation of diverse learning methods such as online courses, workshops, and practical exercises.
• Blending formal with informal learning opportunities.

Personalization and Flexibility:

• Tailoring content to meet individual learner’s needs and preferences.
• Offering flexible learning paths that accommodate different learning paces.

Continuous Assessment and Feedback:

• Regular evaluations to track progress.
• Providing timely feedback to guide and improve learning.

Application and Reinforcement:

• Opportunities to apply learned skills in real-world scenarios.
• Reinforcement activities to ensure retention and integration of new knowledge.

Support and Resources:

• Access to necessary learning materials and resources.
• Support from instructors, mentors, or peer groups.

These components collectively ensure that a learning journey is not only comprehensive but also adaptable, engaging, and result-oriented.

What Are Key Aspects that Would Help You Create Effective Learning Journeys?

Leverage the following aspects when developing learning journeys:

• Start with the end in mind : Planning is too often abbreviated in the L&D field, a reaction to develop content as quickly as possible to please business stakeholders. Remember what Albert Einstein said about planning: “If I had an hour to solve a problem, I’d spend 55 minutes thinking about the problem and 5 minutes thinking about solutions.”
• Include all stakeholders:  During the initiation phase, include key stakeholders and ensure that everyone involved in the process has the information they need. Leaders should ask themselves the following questions: What do I know? Who needs to know? Have I told them?
• Build awareness of the solution with the target audience : Begin with primers to help them understand the big picture of the learning journey. Include an exposition on the current state, the desired future state, and the differences between those two states. Use microlearning hits that get to the point quickly.
• Stimulate prior knowledge with which learners can scaffold new information.
• Present content in the most appropriate modality.
• Model learning strategies to help students assimilate new information.
• Include as much application and practice as possible with healthy feedback loops.
• Assess performance, giving additional feedback to learners.
• Once learners are back on the job, use informal learning and coaching nudges to reinforce the application of new knowledge on the job. Employ performance support systems so learners can quickly find and share information they need in the flow of work.
• Reward behavior change : While punitive rewards may be effective in the short term, for effective long-term behavior change, learning journeys should offer employees as much purpose, autonomy, and mastery as possible. Once employees are paid a fair and competitive wage, purpose, autonomy, and mastery are more effective methods of motivation than even bonus models.

Making It Work – EI’s Learning and Performance Ecosystem Based Approach to Create Effective Learning Journeys

EI has developed a highly effective model for creating effective learning journeys in a Learning and Performance Ecosystem . It’s a cyclical model that includes the following:

• Capture attention about learning opportunities.
• Explain what employees will gain from the learning journey (what’s in it for me).
• Leverage immersive formal learning events that employ gamification, virtual and augmented reality, scenario based learning, and branching scenarios.
• Support formal events with performance support tools, giving employees access to information in the flow of work : exactly what they need, when they need it.
• Reinforce learning after formal events with safe places to practice and receive feedback on their performance.
• Provide social learning so that learners can collaborate with others progressing in the learning journey, sharing knowledge and experiences.

Learning Journey Example: Sales Training

In our sales training program, we use the Learning and Performance Ecosystem framework to structure an effective learning journey for our team. Here’s how it aligns with the framework:

● Capture Attention : We kick off the learning journey by capturing the attention of our sales team about the upcoming training. This may include email announcements, intranet notifications, and engaging teasers to generate excitement.

● Explain the Benefits : We clearly communicate what participants will gain from the training journey. This includes improved sales skills, increased sales performance, and the potential for enhanced career growth.

● Immersive Formal Learning Events : We leverage immersive formal learning events that employ various cutting-edge techniques, such as gamification, virtual and augmented reality, scenario-based learning, and branching scenarios. These events make the learning experience engaging and memorable.

● Performance Support Tools : We provide performance support tools to our sales team, offering quick access to information in the flow of work. They can access product details, sales scripts, and negotiation tips exactly when needed.

● Reinforcement and Practice : After formal training events, we create safe spaces for our sales team to practice and receive feedback on their performance. This may involve role-playing exercises, simulated sales calls, and peer evaluations.

● Social Learning : We encourage social learning, allowing learners to collaborate with colleagues who are progressing in the training journey. They can share knowledge, experiences, and best practices, fostering a sense of community and continuous improvement.

This sales training learning journey not only equips our sales team with the necessary skills and knowledge but also keeps them engaged and motivated throughout the process. By aligning with the Learning and Performance Ecosystem framework, we ensure a comprehensive and effective approach to sales training that yields tangible results and benefits for both our team and the organization.

Parting Thoughts

Effective behavior change occurs over time as desired competencies and behaviors are reinforced through a blend of formal and informal training. Learning is not a one-time event. Professionals seek mastery of their trade, striving for autonomy and purpose. Learning journeys, thoughtfully developed and shared with employees, are an effective method of facilitating behavior change that aligns to enterprise goals and initiatives.

I hope this article provides the requisite insights on how you can use our unique Learning and Performance Ecosystem to create effective learning journeys and boost employee performance.

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Learning Paths and Learning Journeys – what is the difference?

By Dr Lydia Cillié-Schmidt

Recently the term “Learning Journey” started cropping up more often in blogs and articles and I started to wonder whether there is a difference between the terms Learning Paths and Learning Journeys. I specifically searched for definitions of the two terms and although I could not find many, I am providing the definitions that I could find below.

It is clear from these definitions that the two terms are often used interchangeably, with the main difference that Learning Paths consist of sequenced learning activities, whereas in some of the Learning Journey definitions, the activities are not necessarily sequenced, and learners can choose the elements in the Journey that will address their development needs. Another difference is that some of the Learning Path definitions focus mainly on learning content and do not include a full blended learning solution.  Other than that, Learning Paths and Learning Journeys seem to have the following in common:

• Both follow the principle that learning is a process and not an event
• Both focus on experience and practice to ensure the transfer of learning to the workplace
• Both entail a framework of blended learning interventions and experiences to help the learner to become more proficient/improve performance/build knowledge or skill
• Both provide a visual guide that describes all the learning interventions and experiences, as well as the support/resources/assessments involved in following the path/journey
• Both are informed by business strategy
• Both rely on technology to manage them better
• Both measure success by looking at improved performance/proficiency

What is your view? Is there a difference between a Learning path and a Learning Journey?

• “A Learning journey is a visual guide to help you think about the path to become fully competent. This visualization should make it easier to see every offering that is available for a topic and understand how things are connected. The journey is not a “mandatory”  track or sequence of courses.  It offers you a high-level view of your choices.  Based on your goals and your prior knowledge, you can select what would work for you”. https://cdn.training.sap.com/cdn/pdf/Success-Factors_learning-journey_beta.pdf
• “A learning journey is also about a passage, a developmental process where individuals build capability through a series of related and complementary learning interventions. It’s about how all of these approaches are blended together to make a learning experience where the new skills or behaviours are put into practice and have a lasting impact and a deeper level of transformation. Learning journeys are highly customised, and experiences are usually structured around key themes and hypotheses about the future of the business”. https://www.trainingjournal.com/articles/feature/creating-great-learning-journey
• “Learning Journeys are a strategic development approach anchored in business strategy, but with practical application. Ideally intended for groups, cohorts, or communities of leaders, a Learning Journey takes place over time. It incorporates multiple formal and informal development components into a unique design, which optimizes your training investment and maximizes learning “stickiness” to change behaviors and transform leaders”. http://www.oracle.com/us/products/applications/talent-mgmt-learning-journey-2095827.pdf 
• A Learning Path is defined as the total sequence of training, practice and experience that help a person from day one in a new role or task to proficiency (Williams, J. and Rosenbaum, S. 2004. Learning Paths: Increase profits by reducing the time it takes employees to get up- to- speed. Pfeiffer.)
• “A learning path allows a learner to choose a route through (typically eLearning) content, which allows them to build knowledge progressively and often, individually. It allows the learner to become an active participant in the learning process and to create a deeper connection with the subject matter. Success is often measured by progress and improvement and the student reaching their personal potential”. https://coreaxis.com/learning-paths-vs-traditional-curriculum/
• “Paths is a new, smarter way to organize relevant training and learning content into custom groups that guide each individual employee’s learning experience. Any given path may include a combination of lessons and nested paths (a path within another path) and be further customized with wait steps and due dates”. https://www.lessonly.com/blog/introducing-learning-paths-better-way-manage-employee-journey/
• “A learning path is a graphical representation of your learners’ training plans. In NetDimensions LMS, learning paths show a graphical layout of a user’s training plans, courses, and learning objects”. https://www.peoplefluent.com/products/learning/netdimensionslms/features/learning-paths
• “An online, sequenced, structured learning route” https://www.topyx.com/lms-blog/what-is-a-learning-path
• “A learning path is a sequence of activities that allows a person to build knowledge or skill”. https://www.hrbartender.com/2017/training/create-learning-paths-align-goals/
• “Van der Krogt introduced the concept of a learning path (“leerweg” in his original Dutch book) to refer to “a set of learning activities that are both coherent as a whole and meaningful to the employee”. This learning-path concept can be used to describe and understand how each individual employee makes sense of the multitude of work-based and intentional learning experiences and their choices as they move from one such experience to the next in their organizational context”. Poell, R., Lundgren, H., Bang, A., Justice, S., Marsick, V., Sung, S. and Yorks, L. (2018), “How do employees’ individual learning paths differ across occupations?”, Journal of Workplace Learning, Vol. 30 No. 5, pp. 315-334. https://doi.org/10.1108/JWL-01-2018-0019

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How do Learning Journeys work?

Life is full of learning experiences and opportunities. We learn at school, at home, in the workplace, and in the community. It can be useful to think about how we learn as a journey. Like any journey, you’re directing the course. There is a starting point, a destination and waypoints along the way. There are also tools that can help you navigate the terrain and you need fuel to keep you going. 

Thinking about learning in this way can help you achieve your goal or aim, and improve the way you learn. There are four steps in a learning journey: 

The first step in a learning journey is to find your purpose. It’s a good idea to ask yourself why you are doing something. Understanding the reason behind your actions will set you on a clear Learning Journeys path. Ask yourself what you want to achieve. 

The next step is to figure out where you are in your journey and discover ways you can move forward. This is where your Learning Power comes into play. Learning Power is like the fuel that drives you on your learning journey. Learning Power improves your potential to succeed. To understand your unique Learning Power you can answer questions about how you think, feel and behave when you are learning. How you answer these questions will generate your Learning Power Profile.  

Your Learning Power Profile is displayed in the form of a spider diagram as well as an orientation to learning indicator. It presents quantitative data about the dimensions of Learning Power. You can use your Learning Power Profile to grow your awareness around the way you learn and to develop your ability to work towards achieving your goal or purpose. Here is an example of a Learning Power Profile and the  Orientation to Learning Indicator: 

Once you have diagnosed your own Learning Power and received your Learning Power Profile you’re ready to use it as a framework to plan the direction of your learning journey. How can you use your profile to improve the way you learn? How can you build your learning power? Was there one specific learning dimension you want to focus on? How can the dimensions you’re strong in help you in the areas you want to grow? Understanding how you learn, what you’re good at and how you can improve means you can now take the necessary steps to achieve success.  

There are several resources to help you figure out what does my Learning Power profile mean? 

Now it’s time to put your plan into action, and often this will mean doing something different. While moving forward on your learning journey, navigating the terrain and working towards your goal, you might discover new ways of doing things, be exposed to new ideas and/or change your approach to old problems. It’s all about using your Learning Power to fuel purposeful and meaningful action. 

It’s also important to keep track of your progress throughout your learning journey in order to see how you’ve changed. When you feel you’ve developed throughout your learning journey you can complete your Learning Power Profile again, and then reflect again on what it might be telling you .  

Take time to think about what you’ve learned. What new knowledge have you generated? Have you met the targets you set yourself? Has your learning power improved? Can you show any evidence of your progress? And how have you changed as a result of your learning journey?

Don't forget...

The profile provided by Learning Journeys is contextual – that means your Learning Power Profile is determined by your perception of yourself at a point in time and in relation to the learning context (or contexts) in your mind at that time. The tool reflects changes in your perception of yourself as a learner and/or changes in your learning context. This means that learning facilitators and coaches can support you with strategies that improve your learning power. 

What are Learning Dimensions?

There are nine dimensions of Learning Power, and these are the areas you can build on to help boost yourself along on your journey

UTS acknowledges the Gadigal people of the Eora Nation, the Boorooberongal people of the Dharug Nation, the Bidiagal people and the Gamaygal people, upon whose ancestral lands our university stands. We would also like to pay respect to the Elders both past and present, acknowledging them as the traditional custodians of knowledge for these lands.