Learning Experience Design

We no longer offer the LXD Executive Track. Instead, we have begun a separate executive education course: LXI (Learning Experience Impact). You can enroll at novoed.com/lxi.

The course opens on the date we advertise - you will not have access before that date. You will receive communications about two weeks before it opens, and again on the date the course opens with specific instructions on how to log in. Please be sure your IT department whitelists our emails so you receive them. If you have issues, please contact lxd@novoed.com

It's all right! We completely understand you may have scheduling conflicts, and that the times may not work for those in other time zones. We record the sessions, and usually have them loaded into the course within 36 hours after the live event. And you can still earn points by viewing them!

Please email lxd@novoed.com. If you need to unenroll BEFORE the course begins, please visit https://novoed.com/lxd-unenroll-page/

First, be sure you really want to unenroll - often people think they're behind and can't catch up, when in fact that's not the case. The course will stay open for at least 5 weeks after the completion date, and you have all that time to complete your project. If, however, you truly do want to unenroll, please contact lxd@novoed.com or visit https://novoed.com/lxd-unenroll-page/. And if you are interested in resuming the course at a later date, we run the course quarterly; you can enroll for the next cohort at www.novoed.com/lxd. Please be advised, though, that any progress made in the current course will not transfer to the next one.

If you need more time than the official 5 weeks of the course, we keep it open for 30 days past the date the final module is opened. If you require more time than that, please contact lxd@novoed.com

Yes. We understand that many may have vacation plans or may be otherwise engaged during the 5 weeks of the course. For this reason, we usually keep the course open for a total of 10 weeks.

Yes, you can take the course alone. You’ll build career-enhancing skills, meet a global network of professionals, and can join affinity groups. Working in teams is not only fun, but can be more productive. You have the option to set up a private group where you can collaborate with other members of your organization to design solutions to shared challenges.

LXD is designed to take 5-6 weeks, but we understand that for some, it's not feasible to complete the course in that time. For this reason, we usually keep the course open for a total of 10 weeks.

That's OK! We will hold the course open for at least another 4 weeks after the course officially closes.

A blueprint is a personalized, actionable plan for using learning experience design to create meaningful impact at your organization. Think of it as a roadmap and methodology that defines and frames your vision for learning within your organization and describes how you will get there. The blueprinting process starts with defining your organizational vision for learning and then prompts you to reflect on and document the key elements that will support the successful implementation of a learning experience design plan. These elements include your big idea for LXD, organizational/functional/technological readiness, and your LXD approach, scope, and plan.

The activities in this course are designed to help you create your very own blueprint. Depending on your role, there are two options: LXD Blueprint for Design Leads, and LXD Blueprint for Business Leads. Both project plans use similar methodologies but are applied somewhat differently. The project for designers is an actionable plan for a course or learning experience. The project for decision-makers is an actionable plan for a learning strategy.

Yes. While some of the concepts may be familiar, the new LXD includes brand-new activities that will help you assess your business’s organizational, functional, and technical readiness for strategic learning initiatives. Plus, you’ll rejoin a community of global professionals who are solving some of today’s hardest challenges.

The curriculum covers emerging trends in learning experience design to help educators maximize audience engagement. You’ll learn how to implement these solutions for various roles in your organization step-by-step. Enhance your existing training knowledge with a learning experience design certificate.

The corporate learning experience should be as unique as each employee. The experience should also evolve as the needs of your organization changes over time. Use NovoEd’s learning experience design course to create a custom online educational platform that will advance your corporation by meeting the needs of every member of your team. Learn how to increase worker access to learning materials and real-time mentorship to unlock everyone’s full potential.

Learning Experience Design (LXD) is a multidisciplinary approach to training that recognizes that most learning happens not by instruction, but through experience. By intentionally combining learning science with the principles of human-centered design — as well as social and behavioral psychology — learning experience design results in contextualized, outcome-oriented experiences where the learner leaves with something to remember. At its very best, LXD can develop capabilities to adapt to new situations, bridge the gap between concept and practice, create a safe space to experiment and fail, and allow accurate assessment of new skills.

Experiential learning connects the transfer of new knowledge and skills to real-world scenarios through situated learning experiences. It is a process that accelerates learning by layering critical thinking, problem solving, and decision making on top of real-world experiences. At its core, experiential learning is active, contextual, collaborative and blended.

Traditional Instructional Design is dated. Learning doesn’t happen through instruction but through experiences. The hallmarks of Learning Experience Design – collaboration, social learning, active facilitation, practice and application, project-based learning, and peer feedback – not only improve the training but also create shifts in mindsets and behaviors.

The course has been updated to include new activities that build valuable business skills to articulate your vision for learning experiences and assess organizational readiness. In the old version of the course, the culmination of the project was a module design. In the new version, there are two options: a course design plan or a learning strategy plan. What stays the same? A highly interactive learning experience with a global cohort of learners and experts. You will have the same opportunities for practical application, discussion and feedback, and interaction with experts.

What do learning experience designers do? A learning experience designer is someone who practices a multidisciplinary approach to training that recognizes that most learning happens not by instruction, but through experience. By intentionally combining learning science with the principles of human-centered design — as well as social and behavioral psychology —a learning experience designer creates contextualized, outcome-oriented experiences where the learner leaves with something to remember.

Learning design is the framework — the who, what, when and where to teach — of the activities that fulfill a learning objective. This can include the resources used, conditions, activities, target learning group, structure, timing, strategies, sequence and goals. The NovoEd platform is an integral component of an effective learning design framework. Ideal for context-driven and cross-functional domains that require a fusion of human and technical skill, NovoEd powers learning that is deeply felt and experienced and swiftly transformed into impact.

Learning experience is meant to refer to any course or program in which learning takes place. Learning experience design, however, refers to the multidisciplinary approach to training that recognizes that most learning happens not by instruction, but through experience. By intentionally combining learning science with the principles of human-centered design — as well as social and behavioral psychology — learning experience design results in contextualized, outcome-oriented experiences where the learner leaves with something to remember. At its very best, LXD can develop capabilities to adapt to new situations, bridge the gap between concept and practice, create a safe space to experiment and fail, and allow accurate assessment of new skills.

Learning experience design (LXD) is the process of refining the educational experience to improve learning outcomes. The educational landscape has changed dramatically in the digital age, but each student has their own way of engaging with the material at hand. Managers, educators, and course designers should incorporate LXD into their educational programs to better serve their students and employees. The digital learning experience may include several communication methods to accommodate each person’s needs, hosted on a centralized learning platform where users can connect with each other in real-time.