Let’s say you want to train your sales professionals on the most effective selling practices, with learning content that is truly useful and engaging. What are the odds that this training will be successful?

The fact is that high-quality content is only half the battle. The other half is the experience you create around your content when creating a course. So, to make a course work, it’s extremely important to know the basics of learning experience design (LXD).

“LXD” was coined in the same way as “UXD” (user experience design), which refers to design for websites and apps. Both processes are aimed at improving user satisfaction when interacting with a product. But if a UX designer deals with the website or software interface, an LX designer works on improving the learner’s interaction with the course.

While LXD and UXD are focused on different products and users, they have similar objectives and the same elements that should be considered during the design process. Here are five elements of user experience tailored to the world of learning design. You can consider them as steps to create a high-quality online course.

1. Create a Strategy

LXD revolves around identifying why a business and learners need this specific course and which tasks they are going to accomplish with its help. It’s crucial to understand the needs of both groups to fill in the gaps between them and improve business outcomes.

2. Define Requirements

Now, with clear business and learning goals in mind, you can consider what needs to be learned, how the training will be provided, and what kind of content it will include.

Let’s say you need to train field sales reps who have hectic schedules and can’t afford to sit down and participate in training when another potential sale is expected of them. In this case, the best solution is to create a course that will consist of a series of microlearning modules or short videos that employees can view between meetings or during free time. Since field sales reps are always on the road, another important point that needs to be addressed is that a course must work perfectly on mobile devices that employees carry every day.

3. Develop a Structure

Once you decide what your course will be about and what activities it will include, you need to create a course outline. This is about splitting it into narrow topics, which you then arrange so they flow smoothly from one to the next and create a consistent story.

When working on the course structure, consider Bloom’s Taxonomy, which consists of six levels:

Each level builds on the previous one: Learners progress from memorizing facts to understanding the depth and context of what they’ve learned. With regards to creating a course outline, it means that the topics in the course should proceed from simple to complex and from general to specific. For example, you might first cover existing sales techniques, then explain how to apply them in real-life situations, and, finally, invite employees to engage in role-playing.

4. Think of Interaction

At this step, you need to decide exactly which eLearning activities you’ll use to provide the best training experience. Think about how to introduce each part of your course to your learners so they acquire new knowledge quickly and retain it longer.

For instance, if you need to describe a complex device or present product features, you might want to create a labeled graphic eLearning interaction that makes the content visual and easy to digest.

To make sure your employees understand the information presented in the course, you might find it useful to add knowledge checks. The most appropriate solution here is to use interactive quizzes that your learners are likely to find engaging.

5. Create Sensory Experiences

This is the final element in the process of LXD, and it involves making your course functional, beautiful and consistent with your company’s brand. Now you need to think about the tone of writing and graphic design that should reflect your brand, evoke the right emotion and create the perfect atmosphere for learning.

No matter what tastes and preferences people have, they like well-structured, visually appealing courses and clear communication. “Sensory” elements allow you to create learning experiences that make employees concentrate on gaining new knowledge and skills.

In Conclusion

Gone are the days of just adding content to text documents and presentation slides and calling it “training.” Modern learners want to see beautiful courses that engage them. By considering all the elements covered in this article, you can start creating immersive and compelling learning experiences that will help both your business and employees achieve their goals.