Avoid This Mistake When Designing Learning Journeys
Creating Impactful Learning Journeys: Balancing Proven Content with Organizational Context
Organizations invest billions annually in learning initiatives, aiming to fuel growth and strengthen organizational vitality. However, these programs only succeed if participants not only gain knowledge but also apply it effectively in their roles.
“To ensure learning journeys are successful, we need to leverage what we know about how people learn best,” says Blanchard solutions architect April O’Malley. “This means designing spaced, cohort-based, and multimodal learning experiences that build the necessary mindsets and skill sets for measurable professional growth.”
Spaced, Cohort-Based, and Multimodal Learning
Spaced learning ensures that content is delivered over time, allowing for better retention.
Cohort-based learning fosters social interaction and peer networking, which enhances engagement.
Multimodal learning combines synchronous and asynchronous content with facilitation to guide participants through their journey.
O’Malley emphasizes the importance of these components: “A facilitator shepherds the experience, blending methods and creating a structure that maximizes learning outcomes.”
Contextualize, Don’t Customize
O’Malley advocates for contextualizing learning content rather than fully customizing it.
Finding the Right Balance
“There’s a continuum,” she explains. “On one end is off-the-shelf content, which can feel generic and disconnected. On the other end is fully customized content, which, while highly specific, may lose the benefits of research-based, proven methodologies. The challenge is striking the balance—making content feel specific to your organization while preserving its tested design.”
O’Malley refers to this as becoming contextualizers, not customizers.
Expediency Matters
“By contextualizing instead of overhauling, we create relevant learning experiences efficiently—saving time, money, and resources. The goal is achieving results without unnecessary complexity.”
The Three Pillars of Contextualization
O’Malley highlights three key phases to optimize learning journeys: Launch, Integration, and Activation.
1. Launch: Setting the Stage
A strong start ensures participants understand the purpose and value of the learning experience.
“We usually start with a 60-minute session for participants and their managers,” says O’Malley. “This ensures everyone is aligned on expectations, organizational goals, and the personal benefits of participation.”
2. Activation: Synthesizing and Applying Learning
Activation happens at the journey’s conclusion, focusing on reinforcing knowledge and planning for application.
Two-Step Activation Process:
Step 1: Teach-Backs
“Participants are divided into subgroups, each tasked with presenting key insights from a specific module. This reinforces learning and distills the most important concepts.”Step 2: Action Planning
“Participants document their commitments for applying new skills over the next six months and discuss these with their managers. This ensures accountability and ongoing development.”
3. Integration: Connecting the Dots
Integration happens throughout the journey, consistently linking content to organizational goals.
“We use a visual map to remind participants where they are in the process,” explains O’Malley. “This helps tie each session back to the overall purpose, reinforcing how the skills they’re building contribute to their effectiveness and the organization’s success.”
Leveraging Proven Content
O’Malley cites the example of Blanchard’s SLII® leadership model, which has been a cornerstone of leadership training for nearly 40 years.
“SLII® is timeless and globally applicable. It’s academically rigorous and built on decades of client experience. We don’t alter the core model because it works. Instead, we contextualize how it’s presented to reflect an organization’s unique culture and goals.”
Designing for Results
As learning and development professionals, clarity on organizational objectives is essential.
“Start with the goal,” advises O’Malley. “Ask: ‘What mindsets and skill sets do we need to develop to achieve our goals? Where are we now versus where we need to be?’ Knowing your endgame makes it easier to reverse-engineer the skills required.”
This approach ensures that learning journeys are not only relevant but also effective, driving both individual and organizational success.
Best regards,
Yogesh