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What are the best practices for designing learning pathways for different roles and levels?

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Learning pathways are structured sequences of learning activities that guide employees to develop the skills and competencies they need for their roles and levels. Designing effective learning pathways can enhance staff development, performance, and retention. But how can you create learning pathways that suit the diverse needs and goals of your team members? Here are some best practices to follow.

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1 Assess your learners

Before you design any learning pathway, you need to understand who your learners are, what they already know, and what they want to achieve. You can use various methods to assess your learners, such as surveys, interviews, tests, or self-assessments. The results will help you identify the gaps, strengths, and preferences of your learners, as well as their learning styles, motivations, and challenges. Based on this information, you can group your learners into different categories, such as roles, levels, functions, or interests.

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Sari Goodman

Providing parents strategies to reduce worry, frustration, and conflict in their home > Certified Parent Educator & Private Coach > Trusted Advisor > Talks about #workingparents #raisingkids #parentchallenges
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Creating a safe environment within which learners can share is the key to successful staff development. Learners need to feel that leaders are committed to learner growth without judgement or repercussions. Once trust is established, learners can feel free to participate in assessments and contribute by adding their own goals for growth.

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Cindy Hancock

Instructional Designer | E-Learning | International Trainer | Digital Learning Partner
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Understand your audience: Tailor content to specific roles and levels. Set clear objectives: Define measurable learning goals. Customize content: Match content to learners' needs. Sequencing: Organize content logically and progressively. Flexibility: Offer diverse learning formats and schedules. Engagement: Use interactivity and peer learning. Assessment: Include regular assessments and feedback. Resources: Provide supplementary materials and support. Tracking: Monitor progress and use data for improvement. Continuous updates: Keep pathways current and relevant.

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2 Define your learning outcomes

Once you have a clear picture of your learners, you need to define the learning outcomes for each learning pathway. Learning outcomes are specific, measurable, and achievable statements that describe what your learners will be able to do or know after completing the learning pathway. They should align with the organizational goals, the job requirements, and the career aspirations of your learners. You can use frameworks such as Bloom's taxonomy or SMART criteria to write effective learning outcomes.

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Boi Carpenter

Inquisitive Leader ? Talent Architect ? Disruptive Thinker ? Professional Listener ? Devoted Mother ???? Views expressed on this account are my own and do not reflect the views of any past or current employers.????
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Your learning outcomes can also be based on the competencies that are seen as being needed to drive success in your organization. These competencies would based on the levels or roles in which you categorize your learning levels.

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3 Select your learning resources

The next step is to select the learning resources that will help your learners achieve the learning outcomes. Learning resources are any materials or activities that support the learning process, such as books, videos, podcasts, articles, courses, webinars, workshops, projects, or simulations. You should choose learning resources that are relevant, engaging, and accessible for your learners. You should also consider the quality, credibility, and diversity of the learning resources, as well as the time and budget available.

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Sari Goodman

Providing parents strategies to reduce worry, frustration, and conflict in their home > Certified Parent Educator & Private Coach > Trusted Advisor > Talks about #workingparents #raisingkids #parentchallenges
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Use the results of the strengths assessments you did earlier in the process to identify quality resources within your own organization. Take advantage of the relevant skills and knowledge of participants by training mentors to share expertise. Form diverse groups of learners whose strengths and weaknesses balance each other and lead to shared instruction. Recognizing the expertise within the organization to promote learning pathways contribute to a growth mindset and a culture of engagement.

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4 Sequence your learning activities

After you have selected your learning resources, you need to sequence them into a logical and coherent order. Sequencing your learning activities means arranging them in a way that builds on the previous knowledge and skills of your learners, and leads them to the desired learning outcomes. You should also consider the difficulty, duration, and frequency of the learning activities, as well as the opportunities for feedback, practice, and assessment. You can use models such as ADDIE or SAM to guide your sequencing process.

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5 Personalize your learning pathways

One of the key benefits of learning pathways is that they can be personalized to suit the individual needs and goals of your learners. Personalizing your learning pathways means giving your learners some choice and control over their learning journey, such as the pace, content, format, or mode of the learning activities. You can use techniques such as branching, gamification, or adaptive learning to create personalized learning pathways. Personalization can increase the motivation, engagement, and retention of your learners.

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6 Evaluate your learning pathways

The final step is to evaluate the effectiveness and impact of your learning pathways. Evaluating your learning pathways means collecting and analyzing data on the learning outcomes, the learner satisfaction, and the business results of the learning pathways. You can use tools such as surveys, quizzes, interviews, observations, or analytics to gather and measure the data. You should also solicit feedback from your learners and stakeholders, and use it to improve your learning pathways.

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Kris Rutherford

Learning, Talent and OD Leader | Driving growth | Strategy | Coaching | Change Management
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This is so important, yet the one step that people often neglect. To evaluate effectively, we must have created clear, measurable learning outcomes at the beginning of the process or else we risk seeking out the data that proves we made a positive difference and avoiding the data that shows gaps or issues with what we delivered.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Nazish Asim, FCA, CTDP, CCMP

Programme Change Director, Global Human Capital
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I would love to know strategies on adoption and enhanced usages of LPs as lot of effort goes in developing these. We have developed these and now on journey for increased usage. Thanks

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Siddeeqah Johnson

People Development Leader who adopts a collaborative approach and possesses an entrepreneurial mindset.
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A well-defined learning pathway begins with a clear and concise job description. Within the job description, you must identify the critical competencies and skills for the role. Then you can identify lear if for and development opportunities that clearly align. The next step is to determine the sequencing of the learning activities by 1. prioritizing the skills needed and 2. evaluating how the various learning topics connect

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What are the best practices for designing learning pathways for different roles and levels?

1

2

3

4

5

6

7

1 Assess your learners

2 Define your learning outcomes

3 Select your learning resources

4 Sequence your learning activities

5 Personalize your learning pathways

6 Evaluate your learning pathways

7 Here’s what else to consider

Staff Development

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What are the best practices for designing learning pathways for different roles and levels?

1

2

3

4

5

6

7

1 Assess your learners

2 Define your learning outcomes

3 Select your learning resources

4 Sequence your learning activities

5 Personalize your learning pathways

6 Evaluate your learning pathways

7 Here’s what else to consider

Staff Development

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