There are several key differences between Learning Experience Design (LXD) and Instructional Design (ID). Since LXD is rapidly changing the face of corporate instruction, it is important to understand these differences to incorporate new strategies for course design as the training needs of modern workforces face rapid change.
Instructional design is a blend of psychology, education, and communication that creates teaching plans for specifc groups of students, exploring how they learn and what methods will help them to reach their goals.
Learning experience design is a multidisciplinary approach to training that recognizes that most learning happens, not by instruction, but through experience.
Instructional design incorporates more traditional methods of instruction, such as tests and quizzes.
Learning experience design combines the best elements of more traditional forms of instruction with an experience – and results-centered approach that leads to better outcomes for trainees.
In instructional design courses, traditional methods of instruction such as routine lessons and content-based quizzes put the lesson at the forefront of the training program.
In learning experience design, workplace simulations, hands-on discussions, and role-playing allow for real-world, experiential learning in a classroom setting.
The majority of employees do not apply what is learned through ID to their day-to-day work. A learner typically remembers only 10% of traditional instruction as it applies to the workplace. Companies face low completion rates and engagement during training courses. Course designers feel frustration and a lack of fulfillment from their work due to company dissatisfaction.
LXD allows for an advanced level of diversity and inclusion for a wide range of employees. LXD’s focus on the 70/20/10 model means that experiential learning — which accounts for 70% of what a learner remembers from training — takes precedence during course development. Dynamic, much-needed shifts within corporations are made possible. Designers can achieve new levels of success.
At the NovoEd L&D Campfire, participants were put front and center and in the middle of the action, asked to share their unique perspectives on cohort learning with their peers and positioned to build deep relationships with fellow attendees and thought leaders.
NovoEd is pleased to announce its partnership with Credly by Pearson, which allows NovoEd customers to easily and efficiently execute their digital credentials strategy, and efficiently scale their credentials programs for learning initiatives conducted throughout their organizations.
Video practice enables a multidimensional, metacognitive approach to leadership development that supports organizations in driving talent attraction and retention and creating a better employee experience — helping to meet major concerns for businesses today.
Video practice provides learners a safe space in which they can learn from their mistakes before making them in the real world at significant cost. NovoEd’s video practice capability integrates simulation-based training with peer feedback.
There is no substitute for the imprint of personal relationships that contextualize learning and ground it in the reality of the business. Mentorship, whether formal or informal, is a way to intentionally create these connections.