Using design thinking for learning programmes

The amount of data we create each day is overwhelming. Technology is moving at break next speed and it can be hard to keep up. This is when the ability to innovate and adapt is crucial. To stay competitive, we need a workforce that’s comfortable learning and problem-solving. But traditional training methods often fall short of engaging employees or addressing the real issues they face. This is where I think design thinking can make a big difference, because it puts people at the centre of any solution. Something I think is often overlooked.?

According to HotJar design thinking “combines user needs with the feasibility and viability of creating the products”. Let’s dive into how this approach can transform the way you train and develop your teams.

Design thinking has five core stages

1. Empathise
2. Define
3. Ideate
4. Prototype
5. Test.?

It’s a structured yet flexible way to get to the heart of your employees’ learning needs, brainstorm solutions, and create training programs that are both practical and engaging. Because it’s an iterative process you can go back to previous steps, or use this to improve programmes you’ve already developed.

Where design thinking might be different to other approaches is the focus on empathy. Instead of making assumptions about what your people need, you should spend time understanding their challenges and pain points. This could involve surveys, one-on-one chats, or observing how they perform day-to-day tasks. By taking the time to listen, you’ll be better equipped to define the solutions that are relevant to them. I’m a big fan of running discovery sessions before designing learning journeys. Sometimes you find that they don’t need learning, but rather a change in process or better communication. Skipping the empathise stage is, at least in my opinion, why so many learning programmes fail to resonate with people.?

Once you’ve defined what the problems and solutions are - usually in the form of clear learning outcomes - make sure to validate these with your audience before you start to ideate.

During the ideation phase, you can brainstorm different ways to solve a specific learning challenge - get out the logic model! You can open the door to new ideas if you invite a wider group of people to take part. I like to run this as a workshop - because if people are involved in the design they feel heard and sense of ownership over their learning. In an ideal world, you’d have your experts, stakeholders and learners all represented in the room. While it’s not always feasible to get everyone involved, I can’t stress how valuable it is, just try not to do this bit on your own. You can fall back into assumptions and biases.?

One of the best parts about design thinking is the emphasis on prototyping. If you do ideate with a workshop, you can prototype as part of the process. A few ways to approach the prototype and test phases are with pilot programmes, these run for a set time before refinement. And if we borrow a little from agile methodology, we don’t have to build the whole thing in one go, you could build a little at a time. For example, using a beta group of learning that gives you rapid feedback on each piece, that you incorporate as you build it. If you don’t have the resources for this approach, maybe just have peer reviews of your approaches before they go live - I find it invaluable to get other perspectives and test out ideas. These methods allow you to make adjustments based on what’s working and what’s not, saving both time and resources in the long run.?

The beauty of design thinking is that it’s not a one-and-done process. I’d encourage you to keep experimenting with your approach, learning from the feedback, and refining your programmes. As the landscape changes and roles evolve, your training programmes need to adapt so making it part of how you work, makes sure your learning doesn’t become obsolete.?

Design thinking is a useful methodology that can elevate your learning design skills. It will help you create learning experiences that truly resonate with your audience. By focusing on their needs, being open to solutions, and embracing continuous improvement, you can build engaging, effective training that empowers your learners in a world of constant change.

Getting started with design thinking doesn’t have to be complicated.?

Here is the TLDR:

• Empathise with your audience: Start by learning about their real challenges. Conduct interviews, run focus groups or share surveys. If time allows spend time with your people to understand their challenges.
• Define the problem: Narrow down the specific skills gap or learning needs you want to address and write learning outcomes that are validated by your audience.
• Workshop solutions (ideate): Gather a mix of people - experts, stakeholders and learners to generate creative approaches for training.
• Prototype: Create a rapid version of your learning solution and run a pilot programme, or beta feedback group that reviews each module as you create it.
• Test and iterate: Gather feedback, refine your solution, and make improvements part of your process.