Stop Losing Learning
Think of the last learning experience you designed. It went live, learners engaged... and then what? You discussed the outcomes, noted some quick wins (and some misses), and moved on. Weeks later, a similar project lands on your plate. You vaguely remember some useful insights from the last one, but they're lost in a maze of emails and meeting notes. That feeling? That's the frustration of not documenting your learnings.
Capturing and sharing those hard-earned insights is like having a superpower. It saves time, eliminates repeated mistakes, and ensures your work continues to get better with each project. Yet, making this a habit is something many LXDs struggle with.
The Framework: Observation, Patterns, Action
The trick is to have a system that's simple but effective. Here's one you can start using today:
Level 1: Observation 👀
Level 2: Pattern 💡
Level 3: Action 🛠️
Level 1: Observation 👀
These are the pure facts – what happened. Think of this as gathering the raw data. Focus on the "who, what, where, when" of the learning experience. This level is the most objective as it focuses on directly observable data.
Some questions you can answer at this level:
Who took part in the learning experience (audience demographics)?
What were the key activities/modules learners completed?
Where did the learning take place (online platform, physical classroom, etc.)?
When did the program start and end?
What were the objective metrics of success (completion rates, test scores, feedback survey results)?
Level 2: Pattern 💡
Now it's about analysis. Time to connect the dots. Look for connections, trends, and recurring themes. This stage involves analysis and interpretation, introducing some subjectivity.
Some questions you can answer at this level:
Did learners struggle with specific concepts or activities?
Were there any unexpected successes or areas where learners excelled?
Does the data reveal any bottlenecks or points of confusion?
How does this experience compare to similar ones in the past?
Why do you think these certain patterns are emerging?
Level 3: Action 🛠️
Turn those insights into actionable steps. Be specific and focus on solutions. Based on the patterns, what are changes you recommend? Action recommendations are the most subjective and heavily dependent on context. They rely on your expertise, understanding of the learners and organizational needs, and design judgment.
Some questions you can answer at this level:
What concrete changes can improve the learning experience?
Are there elements that need to be added, removed, or redesigned?
How can you address the root causes of any identified problems?
Who needs to be involved in implementing these changes?
How will you measure the success of these actions in future iterations?
Example: Making Onboarding More Effective
Let's say you redesigned your company's onboarding program. Here's how the framework would work:
Observation: Many new employees were confused about your company's leave policy.
Pattern: This confusion happened repeatedly, despite the policy being in the onboarding handbook.
Action: Rewrite the policy in the handbook using simpler language. Add a quick video explainer.
In a Nutshell 🌰
Documenting learnings through this "Observations – Patterns – Actions" framework is an investment in yourself and your team's growth. Here's why it's worth it:
Eliminate Reinventing the Wheel: Access insights with ease, avoiding repeated missteps.
Better decision-making: Justify future design choices based on past evidence.
Team Collaboration: Share knowledge and build upon each other's successes.
Start small. Next time you finish a learning experience, take 15 minutes to note your Observations, Patterns, and Actions. Keep it in a shared spreadsheet or team workspace. Soon, you'll have a treasure trove of insights ready to fuel for the future!