Designing For Results - A Framework For Designing More Effective Learning Solutions

by Kineo

Developing engaging and effective learning solutions still remains a challenge for L&D professionals, with knowledge transfer rates remaining at 37%. In this guide, you will find our framework for design that goes beyond aesthetics and consists of a six-step process to craft a learning solution that not only works but also promotes continuous learning.

Key Chapters

  1. Broadening our perspective: A design framework for more effective learning solutions

    The challenge of developing effective training solutions CEB research: that achieve the results we’re after isn’t a new problem. In fact, learning professionals and academics like us have been wrestling with this challenge for years.

  2. The Before and After Matter

    While we tend to focus on the delivery of content, there is a significant body of research that the transfer of learning is much more dependent on what happens before and after the formal learning event. Robert Brinkerhoff’s Courageous Training Model (shown below) provides a framework for creating learning solutions with high transfer.

  3. Ready to Make a Shift?

    Today, most organizations view design as an aesthetic. Too many learning designers only think about how to get the content into people’s heads. They focus on what a solution will look like and the bells and whistles that they think will “engage” the user. While these elements certainly create an enjoyable experience and may add to the credibility of the content itself, it’s important to think about design in broader terms.

  4. What Does a Change Journey Look Like?

    At Kineo, we’ve been expanding our idea of design from the learning event to creating a broader view of designing a more complete change journey. Our journey idea takes a step back from design and takes a more holistic approach that pulls in the before, during, and after. It’s a framework for design.

  5. Crafting Your Journey

    In other contexts—say, learning how to give better feedback to an employee or learning how to complete the correct process in order to execute a customer’s transaction—the mix or blend of the six steps in the journey may differ in emphasis and execution from learning how to drive a car. But the essential structure generally remains the same.

  6. All Journeys aren’t the Same

    The example of learning to drive is one context, one set of learning needs, and one audience. Of course, as these inputs change, so will the make-up of a solution. As you work through a specific performance challenge for which you’re trying to move the needle, you may find that you don’t have to go through all six of the steps or that certain steps require more emphasis or focus than the others. Let’s look at a handful of other examples to understand how the shape of a solution might change.

  7. Hope Isn't a Method

    Today, too many of us develop training that begins and ends with the delivery of content. We then hope it will have the desired result. We hope learners are engaged and motivated to take the course. We cross our fingers and hope they apply what they learned back on the job. We hope we achieve the desired outcome we set out to target.

To architect effective solutions that achieve knowledge transfer, we can’t focus on knowledge delivery alone. We need a more robust model.

The challenge of developing effective training solutions is not new. What is new is the Designing Framework that Kineo has come up with. In this eBook, you can find out about a new robust model that deals with knowledge delivery and its efficiency, design beyond aesthetics, before, during and after the learning event. Read a handful of examples on our six-step journey and discover the benefits of this holistic approach.

Christopher Pappas

Christopher Pappas
Founder of The eLearning Industry's Network