How To Apply The Moggridge Learner Framework In Online Training
Bill Moggridge introduced his Learner Framework in 2007 [1], which consists of a matrix that features four distinct sections. It centers on a learner's needs, viewpoints, and behavior in relation to a specific task or activity. The vertical axis of this matrix pertains to the learner's view, while the horizontal axis displays the learner's level of engagement. The matrix also delves into the long-term and short-term perspectives of learners. Moggridge Learner Framework has a wide range of applications in online training, as it allows Instructional Designers to create customized online training for each learner group of the matrix after analyzing their respective needs, traits, and underlying motives.
The Moggridge Learner Framework Matrix
The Moggridge Learner Framework matrix is divided into 4 sections that pertain to the engagement level, perceptions, and personal traits of the learner:
1. Pathfinders (Long-Term View / High Engagement Level)
Pathfinders are located in the top right corner of the matrix. This group of learners are engaged in the online training process and are in it for the long haul. They understand the importance of online training and are going to go above and beyond to master a skill or task. As the name suggests, they will find their own path to success if one is not provided.
How To Meet The Online Training Needs Of Pathfinders:
Pathfinders often benefit from personal learning paths that are more structured. Ideally, these paths should be set by the employee, as they know which long-term goals and objectives will offer the most benefit. These corporate learners usually require supplemental online training resources that they can access on their own time, as they always want to expand their knowledge base and explore sub-topics and tasks.
2. Organizers (Short-Term View / High Engagement Level)
Organizers are found in the bottom right corner of the matrix. These learners are fully engaged, but they have a short-term perspective. They know that they have to learn about the task or topic. However, they are also aware that they will not be using the knowledge on a regular basis. For example, they might be a supervisor who needs to learn about compliance rules in order to pass it onto their subordinates and uphold company-wide online training standards.
How To Meet The Online Training Needs Of Organizers:
"Moment of need" online training resources are typically the best approach for Organizers. This allows them to brush up on their training and access the information when the need arises, such as when an employee requires assistance on the sales floor. They should also receive refresher online training courses on a regular basis, due to the fact that they will not be putting the knowledge into practice. Over time the information will slip from their memory and they will need to be reminded of the key takeaways.
3. Onlookers (Short-Term View / Low Engagement Level)
Onlookers hold the bottom left spot on the matrix. These learners rank low on the engagement scale and tend to have a short-term view. One of the primary reasons why they are not fully engaged in the online training process is because they do not need the knowledge or skill to perform their job. However, they are aware of the fact that they will be using skills or tasks that are connected, which is why they are accessing the online training course in the first place. These learners must also see how the task-at-hand is linked to their work responsibilities.
How To Meet The Online Training Needs Of Onlookers:
Since Onlookers don't need to know every step of the task, you only need to provide them with a general outline of the topic or process. For example, you can create an action map for the online training course that features clickable online modules and activities. The learner can decide which online training content to access based on their needs and goals. It's also important to stress how the topic or process will help the company to achieve its objectives, such as how it will help to boost customer satisfaction and loyalty.
4. Dreamers (Long-Term View / Low Engagement Level)
Dreamers occupy the top left corner of the matrix. This learner group takes a long-term perspective, but they aren't fully engaged in the online training process. In most cases, they know that the information will help them in some capacity, but they do not share the same goals or objectives as the online training program. For example, they might need to master a task that is not featured in their job description. However, they are accessing the online training materials because it involves a skill that they do want to develop.
How To Meet The Online Training Needs Of Dreamers:
Microlearning is the best approach for Dreamers, as they can quickly and conveniently get what they need out of the online training experience. Hands-on online training demos, online videos, and branching scenarios are all examples of microlearning activities ideally suited for this learner group. They can access the materials repeatedly in order to collect the pieces of information they require and use it for future reference. However, they are not required to sit through a lengthy online training course or commit to a long-term online training program that does not meet their needs.
Use the Moggridge Learner Framework to create more meaningful online training experiences for your employees. Keep in mind that online learners may change their views over time, or depending on the circumstances. For instance, a supervisor might take on the role of an Organizer to gather information for their subordinates, then become a Pathfinder when it's time to learn about their job-related tasks. As a result, you should evaluate and assess your online learners on a regular basis to determine where they fall within the matrix.
Motivation, mental focus, and determination also play a key role in online training. Read the article The Self-Determination Theory In Online Training: A Practical Guide to learn how to apply the self-determination theory in order to create engaging, emotionally-centered online training courses.
References
- Moggridge, B. (2007). Designing Interactions. Cambridge, Massachusetts: The MIT Press.
