is learning journey

The four phases of a successful learner journey

This whole concept is very much “on trend” in the corporate world. Variants range from “independent booking”, when staff plan out their own learning route, to “Silicon Valley safaris”, when participants can take a look at the latest forms of collaboration and innovation processes at start-ups. As this range shows, there are very different views in organizations about what a journey of this kind should actually look like. This is even demonstrated by the fact that, in general, the terms “learner journey” and “learning journey” are used synonymously – just like they are in this text. After all, however vivid the journey metaphor may be, each organization will approach and organize it differently in practice.

What is a learning journey?

In an era of rapid knowledge cycles, high pressure on productivity and diversified work structures, education processes that are not integrated into the actual work and take place at a separate time are rarely successful. Occasional, isolated training sessions are not, on their own, enough to enable learners to progress and acquire knowledge and new capabilities such as the much-invoked “future skills” in an agile, direct way during their actual work. Learners therefore need to be part of both a personalized and a social process. This opens up a new perspective on not only education itself, but also on tools and formats.

There are three key features:

• The focus is not on compressing content into a single workshop, a traditional training course or a digital study module. Instead, digital options linked together in a way that makes good educational sense support employees for as long as it takes for them to internalize the new knowledge and build up the relevant skills to the point that they can apply them correctly in their everyday jobs.
• As the approach is designed from the student’s perspective, learners can choose the route and activities that meet their personal needs, progress at their own speed and reach their destination independently.
• It is not a sequence of activities in the sense of a prescribed linear route within a learning management system. Instead, it describes all activities and methods that employees use to access, assimilate and, ultimately, apply a particular topic, including adding their own experiences (e.g. expectations and concerns) into the mix, interacting with colleagues and sharing their knowledge with others.

Reflecting on experiences, learning from them and applying new knowledge in a practical setting all takes time – weeks, months or even years in some cases.

Where does a learning journey start – and where does it end?

It starts with the first contact with the topic and extends through the initial learning phase and everyday application in the working context until such time as the learner has mastered the subject and can themselves play a part in consolidating and further developing the topic or the options on offer.

The concept therefore extends far beyond the formal training. The underlying idea of the process is based on the 70:20:10 principle devised by Morgan McCall, Robert W. Eichinger and Michael Lombardo back in the 1980s. To put it in very simplified terms, according to this concept, people only acquire around 10 percent of their skills through traditional methods such as seminars, eLearning or books. The bulk of knowledge acquisition – some 90 percent or so – takes place outside the traditional context, e.g. through interaction with others.

As we observe in practice time and again, the risk of failure increases if the process comes to an end before this discussion phase has taken place. If, for example, organizations roll out a collaboration tool such as Microsoft 365 and focus exclusively on how the tool is used, key aspects will be omitted, such as the important phase of collective social learning and negotiations over how the tool should be used in the everyday working context to improve collaboration. As a result, employees receive training on specific principles, but no consideration is given to the elementary phase of collaborative work. This means countless teams are created, overwhelming staff and resulting in a sense of confusion and frustration that the project isn’t taking off.

How do I develop a successful learning journey?

Tts learner journey template.

To be successful, the journey has to encompass more than just the initial phase of knowledge acquisition – it also involves the starting point, the application in the everyday employment context and the consolidation of what has been learned through sharing, advocacy and continuous improvement. That’s because, of the four phases in total, it is only in these last two that the sustainable practical transfer of knowledge takes place – and this process is vital for subsequent value creation in the organization.

However, before we start designing the four key phases in our capacity as an HR manager or learning academy, we first need to undertake the pre-planning stage. The following points need to be clarified:

• Who are the students? A journey is always developed from the target group’s perspective (learner personas). Materials and methods are chosen to meet individual learning needs, with an increasing focus on the learning experience, i.e. personalized educational environments and experiences.
• What do students need? Before an education program can be devised, a comprehensive assessment to identify the target group’s needs and requirements is vital. This assessment takes the form of interviews and, where appropriate, an initial assessment of the realities of the work experience.
• What is the aim? Which of the organization’s strategic or performance targets need to be supported? The more clearly the educational targets and context of the target groups are defined, the more effectively a mix of formats (e.g. blended learning) and methods that mesh together and make good educational sense can be put together.

It is clear from the points outlined above that the development of learner personas is a key success factor, since very different routes will be required for different target groups.

Four key phases of the learning journey – these are what matter

It’s now a case of fleshing out the four phases in detail. In our example, we want to drive forward digital transformation and use Microsoft 365 to make it easier for sales staff at an organization to collaborate with each other.

1. Starting point

In what context do the students first come across the topic that they will be dealing with on their learner journey? Although this may be a chance encounter, such as via the office grapevine or an informal recommendation from a colleague, it is generally in the organization’s interests to specifically design the introduction to the topic, incorporating the knowledge that has been acquired by working out the personas. How is the topic relevant to students? How should students come into contact with it? To what extent do they benefit from engaging with the topic?

This phase lays the foundation for the learning experience and the subsequent learner journey experience, so particularly close attention needs to be paid to it.

2. Initial study phase

During this phase, the focus is on the “traditional” building up of knowledge and skills. It’s all about fundamental questions such as: What goals are being pursued with the change? What is the underlying idea? How do I use the tools? How do I create a team? How do we want to make use of the new options for our future collaboration? A carefully curated mix of formats is chosen for the initial stage. This may involve devising blended learning concepts that combine online sessions, workshops, virtual classrooms, study groups or learning nuggets, for example. This phase is traditionally very much the central point of focus. Participants find out what they ought to be able to do. All the essential foundations are laid for the subsequent application phase.

3. Application phase

In this phase, the focus is no longer on acquiring knowledge and skills, but instead on applying them on a daily basis and providing direct support in the workplace. If, for example, an employee needs to make use of a seldom-used feature of Microsoft 365 on a one-off basis, nobody wants to have to work through an entire course. Instead, what the user needs in these circumstances is quick, straightforward answers to their questions. The important thing is to provide the user with exactly the kind of efficient support they’re looking for in their moment of need. There are various suitable forms, such as performance support (e.g. step-by-step instructions), communities or social learning programs that help users help themselves.  Organizations often neglect this phase – with the result that the tool isn’t used effectively and the expected benefits in terms of productivity and efficiency are not realized.

4. Consolidation phase

The focus in this phase is on interaction with colleagues, e.g. in a community, since this helps drive forward and improve the topic. In our specific example, experienced sales staff in a “community of practice” could work on building up knowledge management based on Microsoft 365 and transferring the insights gained through this process to the learner journey for future users. When this phase is reached, participants can themselves act as mentors, helping colleagues progress or supporting them during the onboarding process by means of user-generated content, for instance. This phase is considered the icing on the cake, since not all participants will achieve the level of expertise required for this or demonstrate the necessary commitment.

The role of HR as the “travel agent”

Even though the four phases have been set out chronologically here, this does not mean that learners actually work through them in this order. It is perfectly possible to jump between the different phases at will – the only reason for breaking the process down into the various phases is to provide guidance for structuring the learning journey. Even in phase 4, for example, it may be necessary to return to phase 2 if a new technical function becomes relevant as part of the digital transformation.

As HR managers and learning professionals, we need to ask ourselves the following fundamental question: What does our “travel agent” role in this context look like? Not all factors that contribute to the process can be planned. It is therefore important to give employees access to all the formats and options they may need – including remotely. When making the arrangements, we need to include plenty of embarkation and disembarkation points to ensure users have the option of skipping certain material. After all, focusing exclusively on the initial building up of knowledge to the extent that the whole process comes to an abrupt halt after the end of phase 2 would be a terrible waste of potential.

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How to Create Effective Learning Journeys – Featuring 3 Examples

May 11, 2021 | By Soma Bhaduri

Modern organizations prioritize skill development for employee performance, creating personalized learning journeys to align with organizational goals and foster a culture of continuous improvement. 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 dynamic and continuous process focused on acquiring and refining skills for long-term growth and professional advancement. Unlike traditional training, it entails a sequence of interconnected learning experiences, blending formal training with self-initiated informal learning opportunities. This approach integrates new skills seamlessly into daily work practices, fostering enhanced employee performance within skill-centric organizational frameworks.

This approach, bolstered by AI, personalizes learning experiences, tailoring them to individual needs and fostering continuous growth and improved performance within skill-centric organizational frameworks.

Key Characteristics of a Learning Journey:

A well-defined learning journey must entail the following characteristics:

• Is 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.
• P rovides 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.
• Includes Formal and Informal Components : It combines formal training programs with  informal learning opportunities , creating a holistic approach that caters to different learning preferences.
• Offers Behavioral Focus : The primary goal is to induce positive behavioral changes, leading to improved employee performance and alignment with organizational objectives.
• Is Flexible and Adaptive : Allows learners to personalize their path based on their individual needs, preferences, and skill levels, optimizing engagement and effectiveness.
• Accommodates Ongoing Feedback and Assessment : Has provisions and mechanisms to track learner progress, identify areas for improvement, and provide timely guidance and support.

How do Traditional Training Methods Differ from Learning Journeys??

While there may be many, the key differences between traditional training methods and modern learning journeys can be summarized as follows:

Why Should You Invest in Learning Journeys?

According to a study by LinkedIn, 94% of employees would stay at a company longer if it invested in their career development. Furthermore, research by the Association for Talent Development (ATD) found that organizations with comprehensive training programs have 218% higher income per employee than those without. These statistics underscore the importance of investing in learning journeys, particularly in skill-based organizations. By prioritizing continuous skill development through personalized learning experiences, organizations can not only boost employee retention but also drive tangible business outcomes. Moreover, the ability to adapt quickly to changing skill demands is crucial in today’s fast-paced work environment. Investing in learning journeys ensures that employees are equipped with the necessary competencies to navigate evolving industry trends and contribute effectively to organizational success.

In business, those who can learn are able to 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.

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.

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.

Why Do Learning Journeys Work?

Learning journeys work in the modern learning landscape because they align with the principles of adult learning theory and the needs of today’s workforce. By integrating technology, personalization, and continuous feedback, they create engaging and relevant learning experiences. This approach acknowledges the diverse learning preferences and the importance of lifelong learning, driving meaningful skill development and performance improvement.

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.

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 learning 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.

Best Practices to Create an Effective Learning Journey

Here are some tips that can help 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. 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.

Further, leverage the following techniques when developing learning journeys:

Start with the end in mind:

Include all stakeholders:, build awareness of the solution with the target audience:, invest on immersive techniques:.

During more formal training events along the learning journey,  ensure effective knowledge acquisition by leveraging strategies that include higher-level processing :

• 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:

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.

Here are 3 case studies that provide further insight into how we have leveraged EI’s L&P ecosystem:

Case Study #1: Microlearning-based Learning Journey

The Background 

A global conglomerate observed that despite conducting their performance review cycles promptly, the performance conversations were still unstructured, resulting in insufficient documentation. They required a new learning program that would cover the different facets of performance conversations, including how to conduct them.

Our Solution

Our solution comprised a 3-month learning program strategically releasing various microlearning assets, including 5–10-minute interactive modules, 2–4-minute video nuggets, simulated videos, game-based conversation simulations, and scenario-based assessments.

A key highlight of the solution was the highly immersive video-based conversation simulation with Gamification features. It focused on building engagement and helping employees and managers practice the organization’s way of conducting performance conversations.

Within the first two weeks of launch, we observed over 1700 course completions. According to the detailed feedback forms used to measure critical KPIs like Business Impact, Content Quality, Job Impact, Learning Relevance, etc., the overall score was an exceptional 8.58/10.00.

Case Study #2: Personalized, Adaptive Learning Through Apps

The Background

A leading soft skills training company aimed to develop a personalized app to help learners understand their strengths and weaknesses, thereby enabling greater success both professionally and personally.

After completing an initial survey, learners were provided with a personalized, gamified learning pathway comprising microlearning nuggets such as engaging videos, interactive content, downloadable aids, exercises, and quizzes. Learning analytics were utilized to recommend additional assets based on usage patterns, viewing preferences, quiz scores, etc.

The app-based solution encouraged immediate learning during moments of need while also helping learners improve their skills through robust analytics.

Case Study #3: A Portal-based Tour

A market frontrunner in the tobacco industry sought a retailer engagement program with bite-size modules on their products and categories. The objective was to craft a memorable experience that would encourage learners to revisit.

An ‘Open Tour’ concept with storytelling allowed learners to visit product facilities across the globe and interact with fictional characters. Learners could choose their destinations through a virtual map, driving need-based learning, as well as share their own stories through a social forum, facilitating peer interactions.

A blend of videos, animations, and adaptive challenges were used to enhance the learning experience.

The program helped learners explore and apply the acquired knowledge in a real-time environment. Moreover, the right learning interventions helped improve engagement with the brand.

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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