journey learning meaning

The Importance of a Learning Journey

The pursuit of knowledge has the power to transform us. A learning journey nurtures this curiosity of transformation in the learners. It offers continued learning and ensures continued growth. It uses tools that can also help learners navigate the terrain to keep learners going. One can use a it to discover what to learn, how to learn, and what they are good at. Once they understand this, they can easily use the tools and techniques provided by a learning journey to improve their knowledge.

Table of Contents

What is a learning journey, why is a learning journey important, how do you create a learning journey, how to implement it, benefits of the learning journey, infographic, knowledge check , frequently asked questions (faqs), what is the learning journey, what is an employee learning journey.

The term learning journey refers to a planned learning experience that takes place over time and includes various learning aspects and experiences using multiple techniques and platforms. Instructional designers create a learning journey to identify the appropriate format and methodology of learning. A well-structured learning journey can help the learners to achieve the objectives effectively, ensure learning implementation, and initiate actual behavioral change .

It caters to the leadership style, culture, specific needs of any organization , and the preferences of the learner’s leadership level. It also shows a more straightforward path to the learners’ learning goals, demonstrating a starting point and structured progress to help them achieve the objectives effectively. Organizations take the help of a learning journey to navigate their employees into a well-structured training process.

Organizations that employ a mixed learning journey are 2.5 times more likely to be financially successful than those that use more conventional learning approaches. (Source: DDI, Global Leadership Forecast).

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Learners find the structure provided by the learning journey very helpful. It clarifies what people should do next and how much time they should set aside. It offers a high level of flexibility around where and when they should study, together with the multiple modes and channels for learning, which help embed essential skills rapidly and effectively.

The knowledge, study, and research abilities that learners bring to the learning process make up their learning journey. Since instructors are involved in designing and evaluating their education, it also offers a structural method to the learners and the instructors who are shaping the module. Instructional designers create a well-aligned learning module using a it.

In order to create a successful learning journey that is well-aligned with the organization, instructional designers try to:

• Bring attention to the prospects for learning:  The goal can only be achievable when the learners understand why this learning is essential. Only then can the organizations promote a healthy learning environment .
• Describe the benefits for the employees: Adult learners are encouraged intrinsically with self-esteem, desire for a better quality of life, self-development, and recognition. Therefore, instructors must plan a well-aligned learning journey according to that.
• Use gamification , virtual and augmented reality, scenario-based learning, and branching scenarios like immersive formal learning. The effectiveness of immersive learning has been demonstrated, with assignments finished on schedule. As a result, compared to other conventional learning approaches , this style of education has a higher likelihood of producing successful results. Immersive learners always develop more extraordinary cognitive abilities than traditional learners. They exhibit better problem-solving skills, better memory, and higher attention control.
• Provide employees with access to information during work so, they know what they need when needed.
• Support formal events with performance support tools.
• Reinforce learning by providing opportunities for practice, follow-up tools, and constructive criticism.
• Offer social learning so learners can interact with those who are also learning and advancing while exchanging information and experiences. As adult learners, they are instrumental in their learning process. They are more proactive in doing the work needed to facilitate learning and drive the learning process based on what they think they have to succeed on the job . Learners bring a greater volume, quality of experience, and rich resources to one another.

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Instructional designers can implement it like this:

• First, they should assess the employees’ current skill levels based on the organization’s competency model. Finding and concentrating on the essential leadership skill gaps is the first step in a precise diagnosis.
• Then, learning should be applied and tested through computer-based business simulations customized to the organization’s specific needs. Simulation exercises ensure that concepts learned during the learning event apply to the organization’s real-world issues.
• Next, they can use follow-up tools to support continuing learning with additional content, case studies , and community leader boards to encourage the new learners. It utilizes several measurement techniques to quantify the effectiveness of the talent development program.

It has the following advantages:

• It helps the learners to navigate appropriately. It helps them to gain knowledge independently.
• A well-aligned learning journey brings additional structure to a learning system. It provides a structured environment that helps to maintain discipline in the learning process.
• It enables self-paced learning for the learners. It generates an individualized experience. It helps learners undertake the courses at their own pace, according to their needs. It gives the learners freedom in their choices.
• It makes it easier to define and pursue goals. It generates an achievable goal for the learners and motivates them to achieve it.
• It helps accelerate the learning and development goals of the employees as well as of the organizations.
• It saves admin time.
• It promotes a continuous feedback method that reevaluates the purpose of the journey.
• It makes learning a continuous process, a journey indeed.
• It offers to learn in small chunks. Small amounts are better for retention. It allows learners to remember and relearn the materials at their convenience.

Learning Journey

• To allow learners a competitive edge.
• To provide structured learning experience.
• To offer creativity.
• To make feedback more immediate.
• Finding and concentrating on the essential skill gaps in the organization.
• Communicating with the employees/stakeholders.
• Imposing a general training and development journey.

With the help of a learning journey, one can evaluate a learner’s progress, clarifying what they should accomplish next and how much time they should allot for it. Learners’ ability to self-evaluate their learning progress makes the learning process independent. Employee learning journeys consist of a number of distinct learning experiences that are spread out over time, utilizing various methods and delivery modalities and leading to the acquisition of new knowledge, skills, or behavioral changes at the end of the journey.

The term learning journey refers to a planned learning experience that takes place over time and includes various learning aspects and experiences using multiple techniques and platforms.

In order to create a successful learning journey that is well-aligned with the organization, instructional designers always keep the end goal in mind, recognize the gaps, extend learning over development-related activities, involve the learners to direct management, calculate the effects, and plan for flawless execution.

With the help of learning journeys, one can evaluate a learner’s progress, clarifying what they should accomplish next and how much time they should allot for it.

Employee learning journeys consist of a number of distinct learning experiences that are spread out over time, utilizing various methods and delivery modalities and leading to the acquisition of new knowledge, skills, or behavioral changes at the end of the journey.

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What Is Lifelong Learning? (And How to Do it Yourself)

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What Is Lifelong Learning? (And How to Do it Yourself) was originally published on Forage .

We often equate school with learning — so once we’ve graduated, we’re done, right? While we may not return to lectures and discussion groups, learning is far from over the second we leave high school or college. Embracing lifelong learning, or the concept of ongoing learning, can help you grab the attention of employers, get hired, and succeed in your entire career.

So, what exactly is lifelong learning, and why do employers care so much about it? Here’s what you need to know, how to get started, and how to show it off in an application.

Lifelong Learning Definition

Lifelong learning is the constant, ongoing pursuit of knowledge. This practice “ensures that individuals continually enhance their skills and knowledge, regardless of occupation, age, or educational level, enabling them to stay ahead of the game,” says Emily Maguire, managing director and career consultant at Reflections Career Coaching.

Typically, lifelong learning is self-motivated, meaning the desire to learn comes from a desire for personal and professional growth.

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Lifelong Learning Examples

So, what does lifelong learning look like? While you can take courses or pursue formalized education as part of lifelong learning, this kind of learning doesn’t have a specific structure. Examples of lifelong learning include:

• Taking online courses
• Learning a new language
• Joining a book club
• Listening to podcasts
• Watching TED Talks or educational YouTube videos
• Attending a workshop or seminar
• Earning a professional certification
• Completing a coding bootcamp
• Learning a musical instrument
• Taking an art or cooking class
• Doing a DIY home improvement project
• Picking up a new hobby, like knitting or photography
• Conducting independent research
• Trying a new fitness class or physical activity

Lifelong learning doesn’t always have to be an intense academic research project or something applicable to the professional skills you want to develop. The main point of lifelong learning is that you’re building a new skill or knowledge even if that doesn’t obviously translate to your dream job — flexing that learning muscle is a valuable skill you can transfer to any career path.

Why Do Employers Care About Lifelong Learning?

Employers care about lifelong learning because they seek employees who are willing to upskill, adapt, and navigate change. 

It Shows the Ability to Upskill

“Doors will open for you if you keep a learner’s mindset as you leave school and are constantly willing to get out of your comfort zone,” says Arissan Nicole, career and resume coach and workplace expert. “Employers want people that are open and committed to growth. Innovation and creativity take trying new things, taking risks, and being open to failing. Those committed to lifelong learning know that failing is a step in the learning process and have the resilience to keep moving forward. Employers want people who are unwilling to give up and motivated to do whatever it takes to solve a problem or find a solution.”

As an early career professional, lifelong learning is essential because you don’t have many job skills yet — you’ll learn them on the job! Employers know and expect this, so they’re primarily looking to hire entry-level candidates who’ve shown they’re committed to learning new skills quickly. 

“From our recruitment data, most fresh employees have a greater success rate when they stress on lifelong learning in their CVs and interviews,” says Philip McParlane, founder of 4dayweek.io, the world’s largest four day workweek recruitment platform. “This is because lifelong learners embody a growth mindset that proves instrumental in navigating the swift transformations within industries. Companies recognize this quality as a strategic asset, understanding that employees committed to continuous learning contribute to innovation and demonstrate resilience in the face of change.”

Helps Employees Adapt to a Changing Work Landscape

Lifelong learning is also vital to employers throughout your career as the working world changes. For example, an employer might expect you to use a new technology or software to do your job. Or, there may be a shift in your organization’s structure, and your boss may expect you to take on different projects or leadership responsibilities. Employees who can embrace change by learning new skills are highly valuable to employers. 

“Regardless of one’s chosen profession, the inclination and ability to learn and adapt are central to success on the job, any job,” says Bill Catlette, partner at Contented Cow, a leadership development company. “There are very few roles in the modern workspace where the knowledge required to excel is static.”

How to Practice Lifelong Learning

If lifelong learning is the key to getting hired and success at work, how can you start?

Take a Forage Job Simulation

Forage job simulations are free, self-paced programs that show you what it’s like to work in a specific role at a top employer. In these simulations, you’ll build real-world work skills by replicating tasks that someone on a team at the company would actually do — whether that’s coding a new feature for an app, planning a marketing campaign , or writing a hypothetical email to a client explaining legal considerations in their current case. 

Once you complete a Forage job simulation, you’ll get a certificate you can put on your LinkedIn profile and examples of how to share what skills you learned on your resume and in an interview. Employers are also more likely to hire students who’ve completed Forage job simulations — a sign of lifelong learning! 

Unsure where to get started? Take our quiz to find the best job simulation for you . 

Pursue Independent Projects

Pursuing a project on a topic you’re interested in can show employers that you’re self-motivated and willing to learn. There are tons of options depending on your career interest:

• An aspiring writer working on articles and publishing them on a personal blog
• An aspiring software engineer contributing to an open-source project
• An aspiring data analyst analyzing a public dataset 
• An aspiring UX designer redesigning the experience of a famous brand’s website 
• An aspiring social media manager developing a strategy for a personal brand or business’s social media

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Work With Others

While lifelong learning often comes from personal motivation, collaborating with others can help you build soft skills and help keep you disciplined. 

For example, you could join a book club with fellow aspiring marketing professionals and all read books about marketing strategy. Or, if you’re an aspiring web developer, you and some friends could decide to participate in a daily coding challenge. Finding people who also want to learn can help inspire you and even help you discover new ways to achieve your goals.

Set SMART Goals

Figuring out when and how to fit lifelong learning into your life can be complicated and overwhelming, especially when first trying to enter the workforce! Setting SMART goals can help you break down the process into smaller, achievable, and actionable steps.

SMART goals are:

• Specific: What exactly do you want to learn?
• Measurable: How are you measuring success? What defines a “finished” result?
• Actionable: When do you have time to accomplish this? What extra resources do you need?
• Relevant: How will this help you in your prospective career?
• Time-bound: What is your deadline?

How to Show Lifelong Learning in a Job Application

You’re doing the work of developing your knowledge and skills — now, how do you show employers that?

List It On Your Resume

It’s almost as simple as it sounds: put your lifelong learning activities on your resume ! 

“You can list relevant courses you have taken, certifications you have earned, workshops and trainings you may have attended, and more,” says Mary Krull, SHRM-SCP, PRC, and lead talent attraction partner at Southern New Hampshire University. “The key here will be ensuring that what you list is relevant to the role. No need to list everything you have done — keep it relevant!”

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“Get strategic about relevant coursework in your education section,” says Tramelle D. Jones, strategic success and workplace wellness coach with TDJ Consulting. “For example, when applying to a position that lists tasks where you’ll utilize data analytics , list classes such as ‘Advanced Data Analytics Techniques.’ Remember to include any cross-disciplinary coursework and offer an explanation that solidifies the connection. For example, ‘Innovations in Sustainable Business Practice’ – Discussed how data analytics can be applied to consumer behavior to understand preferences.”

You can also list any trainings, workshops, certifications, or conferences in a dedicated “professional development” or “education and certification” section. 

Create an Online Portfolio

If you’ve worked on independent projects, compiling your work into an online portfolio is a great way to tangibly show your skills to hiring managers . Projects make the skills and experience you articulate in your resume, cover letter, and interview visible. Online portfolios don’t need to be extravagant; a free, simple website that shows your projects is all you need.

Share Specific Examples

When preparing your application, whether writing a cover letter or practicing common job interview questions and answers , have a few lifelong learning examples you’re comfortable elaborating on. The key is to ensure they’re relevant to the role you’re applying for and demonstrate your willingness and ability to learn.

“In your cover letter, you can bring up your commitment to continuous learning and how it ties to the specific qualifications for the job,” Krull says. “Explain how your commitment to professional development will benefit the organization and align with its values. If they invite you to interview for a role, you may have an opportunity to discuss your professional development experience. Have a couple of learning experiences in mind that had a positive impact on your development. As long as those examples help you answer an interview question, this can be a great way to weave in your experience as a lifelong learner.”

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Don’t be afraid to get specific, either. Naming particular processes, tools, and technologies you used to learn something new can help illustrate your lifelong learning to the hiring manager.

Lifelong Learning: The Bottom Line

Practicing lifelong learning is about continuously gaining new skills and knowledge. While this is often a personal journey, it can help you get hired and succeed throughout your career.

To start the lifelong learning process, try independent learning, working with others, and setting SMART goals to get the job done. Once you’ve gained new skills, call them out on your resume, cover letter, and in interviews.

“In a nutshell, the educational paradigm is transitioning towards a lifelong journey,” McParlane says. “Employers grasp the value of hiring individuals who perceive learning as an ongoing, dynamic process. As a prospective employee, your ability to articulate not just what you’ve learned, but how that knowledge contributes to adaptability and problem-solving , becomes a pivotal differentiator in a fiercely competitive job market.”

Start your lifelong learning journey with a free Forage job simulation . 

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The post What Is Lifelong Learning? (And How to Do it Yourself) appeared first on Forage .

The four phases of a successful learner journey

This whole concept is very much “on trend” in the corporate world. Variants range from “independent booking”, when staff plan out their own learning route, to “Silicon Valley safaris”, when participants can take a look at the latest forms of collaboration and innovation processes at start-ups. As this range shows, there are very different views in organizations about what a journey of this kind should actually look like. This is even demonstrated by the fact that, in general, the terms “learner journey” and “learning journey” are used synonymously – just like they are in this text. After all, however vivid the journey metaphor may be, each organization will approach and organize it differently in practice.

What is a learning journey?

In an era of rapid knowledge cycles, high pressure on productivity and diversified work structures, education processes that are not integrated into the actual work and take place at a separate time are rarely successful. Occasional, isolated training sessions are not, on their own, enough to enable learners to progress and acquire knowledge and new capabilities such as the much-invoked “future skills” in an agile, direct way during their actual work. Learners therefore need to be part of both a personalized and a social process. This opens up a new perspective on not only education itself, but also on tools and formats.

There are three key features:

• The focus is not on compressing content into a single workshop, a traditional training course or a digital study module. Instead, digital options linked together in a way that makes good educational sense support employees for as long as it takes for them to internalize the new knowledge and build up the relevant skills to the point that they can apply them correctly in their everyday jobs.
• As the approach is designed from the student’s perspective, learners can choose the route and activities that meet their personal needs, progress at their own speed and reach their destination independently.
• It is not a sequence of activities in the sense of a prescribed linear route within a learning management system. Instead, it describes all activities and methods that employees use to access, assimilate and, ultimately, apply a particular topic, including adding their own experiences (e.g. expectations and concerns) into the mix, interacting with colleagues and sharing their knowledge with others.

Reflecting on experiences, learning from them and applying new knowledge in a practical setting all takes time – weeks, months or even years in some cases.

Where does a learning journey start – and where does it end?

It starts with the first contact with the topic and extends through the initial learning phase and everyday application in the working context until such time as the learner has mastered the subject and can themselves play a part in consolidating and further developing the topic or the options on offer.

The concept therefore extends far beyond the formal training. The underlying idea of the process is based on the 70:20:10 principle devised by Morgan McCall, Robert W. Eichinger and Michael Lombardo back in the 1980s. To put it in very simplified terms, according to this concept, people only acquire around 10 percent of their skills through traditional methods such as seminars, eLearning or books. The bulk of knowledge acquisition – some 90 percent or so – takes place outside the traditional context, e.g. through interaction with others.

As we observe in practice time and again, the risk of failure increases if the process comes to an end before this discussion phase has taken place. If, for example, organizations roll out a collaboration tool such as Microsoft 365 and focus exclusively on how the tool is used, key aspects will be omitted, such as the important phase of collective social learning and negotiations over how the tool should be used in the everyday working context to improve collaboration. As a result, employees receive training on specific principles, but no consideration is given to the elementary phase of collaborative work. This means countless teams are created, overwhelming staff and resulting in a sense of confusion and frustration that the project isn’t taking off.

How do I develop a successful learning journey?

Tts learner journey template.

To be successful, the journey has to encompass more than just the initial phase of knowledge acquisition – it also involves the starting point, the application in the everyday employment context and the consolidation of what has been learned through sharing, advocacy and continuous improvement. That’s because, of the four phases in total, it is only in these last two that the sustainable practical transfer of knowledge takes place – and this process is vital for subsequent value creation in the organization.

However, before we start designing the four key phases in our capacity as an HR manager or learning academy, we first need to undertake the pre-planning stage. The following points need to be clarified:

• Who are the students? A journey is always developed from the target group’s perspective (learner personas). Materials and methods are chosen to meet individual learning needs, with an increasing focus on the learning experience, i.e. personalized educational environments and experiences.
• What do students need? Before an education program can be devised, a comprehensive assessment to identify the target group’s needs and requirements is vital. This assessment takes the form of interviews and, where appropriate, an initial assessment of the realities of the work experience.
• What is the aim? Which of the organization’s strategic or performance targets need to be supported? The more clearly the educational targets and context of the target groups are defined, the more effectively a mix of formats (e.g. blended learning) and methods that mesh together and make good educational sense can be put together.

It is clear from the points outlined above that the development of learner personas is a key success factor, since very different routes will be required for different target groups.

Four key phases of the learning journey – these are what matter

It’s now a case of fleshing out the four phases in detail. In our example, we want to drive forward digital transformation and use Microsoft 365 to make it easier for sales staff at an organization to collaborate with each other.

1. Starting point

In what context do the students first come across the topic that they will be dealing with on their learner journey? Although this may be a chance encounter, such as via the office grapevine or an informal recommendation from a colleague, it is generally in the organization’s interests to specifically design the introduction to the topic, incorporating the knowledge that has been acquired by working out the personas. How is the topic relevant to students? How should students come into contact with it? To what extent do they benefit from engaging with the topic?

This phase lays the foundation for the learning experience and the subsequent learner journey experience, so particularly close attention needs to be paid to it.

2. Initial study phase

During this phase, the focus is on the “traditional” building up of knowledge and skills. It’s all about fundamental questions such as: What goals are being pursued with the change? What is the underlying idea? How do I use the tools? How do I create a team? How do we want to make use of the new options for our future collaboration? A carefully curated mix of formats is chosen for the initial stage. This may involve devising blended learning concepts that combine online sessions, workshops, virtual classrooms, study groups or learning nuggets, for example. This phase is traditionally very much the central point of focus. Participants find out what they ought to be able to do. All the essential foundations are laid for the subsequent application phase.

3. Application phase

In this phase, the focus is no longer on acquiring knowledge and skills, but instead on applying them on a daily basis and providing direct support in the workplace. If, for example, an employee needs to make use of a seldom-used feature of Microsoft 365 on a one-off basis, nobody wants to have to work through an entire course. Instead, what the user needs in these circumstances is quick, straightforward answers to their questions. The important thing is to provide the user with exactly the kind of efficient support they’re looking for in their moment of need. There are various suitable forms, such as performance support (e.g. step-by-step instructions), communities or social learning programs that help users help themselves.  Organizations often neglect this phase – with the result that the tool isn’t used effectively and the expected benefits in terms of productivity and efficiency are not realized.

4. Consolidation phase

The focus in this phase is on interaction with colleagues, e.g. in a community, since this helps drive forward and improve the topic. In our specific example, experienced sales staff in a “community of practice” could work on building up knowledge management based on Microsoft 365 and transferring the insights gained through this process to the learner journey for future users. When this phase is reached, participants can themselves act as mentors, helping colleagues progress or supporting them during the onboarding process by means of user-generated content, for instance. This phase is considered the icing on the cake, since not all participants will achieve the level of expertise required for this or demonstrate the necessary commitment.

The role of HR as the “travel agent”

Even though the four phases have been set out chronologically here, this does not mean that learners actually work through them in this order. It is perfectly possible to jump between the different phases at will – the only reason for breaking the process down into the various phases is to provide guidance for structuring the learning journey. Even in phase 4, for example, it may be necessary to return to phase 2 if a new technical function becomes relevant as part of the digital transformation.

As HR managers and learning professionals, we need to ask ourselves the following fundamental question: What does our “travel agent” role in this context look like? Not all factors that contribute to the process can be planned. It is therefore important to give employees access to all the formats and options they may need – including remotely. When making the arrangements, we need to include plenty of embarkation and disembarkation points to ensure users have the option of skipping certain material. After all, focusing exclusively on the initial building up of knowledge to the extent that the whole process comes to an abrupt halt after the end of phase 2 would be a terrible waste of potential.

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Unleashing the Potential of Lifelong Learning: A Journey of Growth

What is lifelong learning , why is lifelong learning important, 4 pillars of lifelong learning, examples of lifelong learning , how can managers foster lifelong learning in employees, frequently asked questions.

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• Adaptation to change:  In a rapidly changing world, new technologies, industries, and skills emerge. Lifelong learning helps individuals stay relevant, adapt to new circumstances, and remain competitive in their careers.
• Skill enhancement:  It allows individuals to continuously acquire new skills and knowledge, enabling them to perform better in their current roles and explore new career opportunities.
• Career advancement:  Continuous learning enhances career prospects by showcasing an individual’s commitment to growth, making them attractive candidates for promotions and leadership roles.
• Innovation:  Learning beyond one’s comfort zone fosters creativity and innovation, encouraging individuals to think critically, solve problems, and generate fresh ideas.
• Personal fulfillment:  Engaging in learning nurtures personal growth, stimulates intellectual curiosity, and offers a sense of achievement and self-confidence.
• Future-proofing:  Given the uncertain nature of industries and job roles, life long learning is a strategy to ensure individuals are prepared for any future challenges.
• Curiosity and exploration:  Curiosity is the spark that ignites the desire to learn. Embracing curiosity encourages individuals to explore new subjects, ask questions, and seek learning opportunities. Maintaining an open and inquisitive mindset, individuals remain receptive to new ideas, experiences, and knowledge.
• Self-directed learning:  Self-directed learning empowers individuals to take control of their learning journey. This pillar involves setting personal goals, selecting learning resources, and managing the learning process independently. By actively driving their learning experiences, individuals can tailor their education to align with their interests and aspirations.
• Adaptability and flexibility:  Learning requires adaptability and flexibility to accommodate changing circumstances, technologies, and needs. This pillar emphasizes the importance of being open to new approaches, embracing emerging technologies, and adjusting learning strategies to stay relevant in evolving environments.
• Continuous improvement and reflection:  Reflective practice is a cornerstone of life long learning. Regularly reviewing one’s learning experiences, identifying areas for improvement, and adjusting strategies based on feedback contribute to ongoing growth. This pillar also involves seeking feedback from mentors, peers and self-assessment to refine learning approaches.
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• Formal education:  Enroll in degree programs, online courses, workshops, and seminars to acquire new academic knowledge and skills.
• Skill development workshops:  Attending workshops or training sessions to learn practical skills such as coding, digital marketing, photography, or public speaking.
• Online learning platforms:  Using Coursera, Udemy, and LinkedIn Learning to access various courses on diverse subjects.
• Reading and research:  Regularly reading books, articles, research papers, and journals to stay updated on various topics and expand one’s knowledge.
• Podcasts and webinars:  Listening to educational podcasts and participating in webinars to gain insights from experts and thought leaders.
• Lead by example :  Leadership involvement in continuous learning sets the tone for the organization and encourages employees to follow suit.
• Offer learning opportunities:  Provide access to various learning resources such as online courses, workshops, seminars, and conferences.
• Personalized learning plans:  Tailor learning plans to individual employee goals and aspirations, ensuring relevance and engagement.
• Promote self-directed learning:  Encourage employees to take ownership of their learning by exploring topics of interest and setting their learning pace.
• Provide time and resources:  Allocate dedicated time for learning and offer necessary resources like books, subscriptions, and e-learning platforms.
• Recognition and rewards:  Recognize and reward employees who actively engage in learning, motivating others to follow suit.
• Mentorship and coaching:  Pair employees with mentors who can guide them in their learning journey and offer valuable insights.
• Peer learning and collaboration:  Promote knowledge sharing among colleagues through group discussions, workshops, and peer-to-peer mentoring.
• Feedback and assessment:  Regularly assess employees’ progress and provide constructive feedback to guide their learning journey.
• Gamification and challenges:  Introduce gamified learning experiences, challenges, and competitions to make learning engaging and fun.
• Continuous improvement:  Gather employee feedback on learning initiatives and use it to improve and adapt the learning programs.
• Flexible learning formats:  Offer various learning formats such as videos, podcasts, webinars, and hands-on workshops to cater to diverse learning preferences.
• Incorporate learning into workflows:  Integrate learning opportunities into daily work routines, making it seamless for employees to engage in learning.
• Celebrate learning milestones:  Recognize and celebrate employees’ achievements as they reach significant milestones in their learning journey.
• Promote curiosity:  Cultivate an environment where questions and curiosity are welcomed, fostering a culture of continuous learning.

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Performance management training: empowering managers to manage better, manager development goals and how to reach them: opportunities and areas to focus on, grooming for management: the key to building a sustainable leadership pipeline.

How to Design an Effective Learning Journey

Explore best practices for how to create a learning journey and learn why this approach is crucial for a company’s leadership development strategy.

Publish Date: September 21, 2022

Read Time: 12 min

Author: Alex Smith

The traditional approach to learning journeys is no longer cutting it. Learning journeys have traditionally been designed to solve a leadership challenge over the course of a predefined time—6 or 12 months, for example. But at DDI, we know that learning journeys must be comprehensive and continuous over the course of a career and flexibly fit ever-changing leadership challenges. In this blog, I'll discuss why it's important for organizations to evolve their approach to learning journeys and shift away from "one and done" leadership programs. I'll also provide best practices for how to create learning journeys to support modern leaders in a fast-paced business world.

What Is a Learning Journey?

Traditionally, a learning journey has been defined as a unique plan that is founded on the challenges facing your organization and the most critical skills leaders need to achieve business success. It’s always been defined as an intentional, linear path to meet a business, leadership, or learning need. And it's sequential.

A learning journey has typically been designed for groups, cohorts, or communities of leaders. It takes place over time and incorporates a strategic mix of learning methods intended to meet the needs of today’s learner. It often begins with a review of relevant organizational and assessment data, the business drivers , and the target audience’s development gaps. L&D teams can use all of this information as the starting point for designing the learning journey.

While many elements of the traditional definition of a learning journey still ring true, learning journeys shouldn’t be completely linear. Learning journeys should still be designed to help a group of leaders solve broad organizational challenges. But it’s time to empower individual leaders within these journeys to take a unique pathway, outside of or in addition to the linear journey, to meet their personal learning or business needs.

Learning journeys must become more flexible and impactful as continuous, personalized journeys that follow the careers of the learners. And they shouldn’t track one path for all leaders. Learning journeys must be continuously analyzed and molded to fit the unique needs of each leader as their careers grow and change, always considering both the skills they uniquely need to grow and their preferred learning styles .

While journeys should be personalized to each leader’s unique learning needs, they must still be grounded in the context of the organization and highly connected to the overall goals of the business.

Reasons to Invest in Learning Journeys

It’s beneficial to invest in learning journeys because this approach to development ensures tight alignment with your organization’s strategies. Your leaders develop skills that are linked to your business needs, which has bottom-line implications.

According to DDI’s Global Leadership Forecast 2021 research, companies that use blended learning journeys compared to those that do not are 8 times more likely to have a highly-rated leadership development program, 5.8 times more likely to have a strong supply of leaders for critical roles, and 2.3 times more likely to be financially successful .

Additionally, implementing effective learning journeys can help companies engage and retain talent . Recent research from McKinsey shows that the top reason employees quit over the last year was because they lacked career development and advancement opportunities. If you’re not developing your people, they’re likely to head for the door. But not just any development will do. Make sure you’re following best practices for how to create a learning journey, which I’ll discuss more below.

Finally, effective learning journeys benefit leaders themselves. Simply put, when done right, learning journeys create better and more skilled leaders. And if you use blended learning strategies with group-based development or collaborative peer learning , leaders get the chance to network and build stronger relationships.

5 Best Practices for Creating Effective Learning Journeys

Now let’s jump into our five best practices for creating effective learning journeys. Learn how to ensure your learning approach is continuous, includes multiple modalities, has senior leader support, is personalized, and is data driven—and why it matters that you get these best practices right.

1. Effective Learning Journeys Are Continuous

Recall the traditional way of thinking about a learning journey: a waterfall of activities that’s typically “one and done.” It’s linear and pre-planned from the start. But what we know after years of developing leaders is that the most effective learning experiences are continuous as the learner gains new skills and discovers new areas they need to develop.

Learning journeys today evolve and adapt without a short-term end date. There may be an intentional starting approach, for example, a journey to upskill leaders in leading their teams in a hybrid workplace . The bulk of that learning may occur over a specific time frame, but there are also interactive self-guided tools built in to sustain learning long after.

In addition, a journey like this includes flexibility to start and stop depending on what a leader may have going on, and the capability to choose a learning style that fits their needs. Learning journeys like this are continuous to address all the moments of need across a leader’s career—both expected and unexpected moments. For example, learning journeys support a leader in their transition from an operational leader to a strategic senior-level role. But when there’s an unexpected major shift in the business like a merger, their journey helps them learn the new core skills to succeed in their company’s new landscape.

This next best practice for how to create a learning journey covers why it’s so important for leaders to choose the modality that fits their learning style.

2. Effective Learning Journeys Are Blended

We know from decades of surveying and talking with leaders that they prefer learning using a blend of modalities. This includes a mix of classroom learning with self-directed options and development assignments. We say that the magic is truly in the mix of modalities that work best for your leaders.

Plus, one thing we know as experts in learning and development is that people learn better when there’s variety in their learning journey . This variety keeps leaders’ engagement high and helps them make continuous new connections to concepts.

So what does variety of learning modalities mean? It means leaders have options to choose between virtual , in-person, or self-paced learning courses. Organizations can also offer microcourses , self-insight tools and assessments , games, simulations, and other digital tools to help leaders practice new skills on demand.

Offering a variety of digital and in-person learning experiences helps L&D professionals meet leaders in their moment of need . Meeting leaders in the moment means providing content and tools on a specific topic, challenge, or skill they need.

But sometimes digital or self-directed learning options get a bad rap because the right accountability structures aren’t in place for leaders. “Build it and they will come” is never an effective approach. However, there are ways to successfully implement self-directed leadership development. The key is that L&D professionals create a structure that makes learning happen better. For example, giving leaders time to process what they’re learning on their own, and then coming back together in peer learning groups to discuss what they learned. This is just one way to ensure self-directed learning sticks.

3. Effective Learning Journeys Are Supported by Senior Leaders

When senior leaders understand the value of your program, they can also communicate and champion it to employees, making learners more likely to participate.

Having senior leaders as stakeholders who back your program can make all the difference. They can help ensure that your program is connected to your business strategy. And the more buy-in you have from the top, the more your program will be socialized within the organization. When it’s time for investment decisions about your program, senior leaders are more likely to feel ownership for current success. This can lead to more budget coming your way for expansion and improvements.

It’s also important to consider support where it matters most for your learners: their own managers should support their learning journey and development. This is a great article that offers strategies for securing manager support for leadership development .

4. Effective Learning Journeys Are Personalized

Why does personalization make a difference for learners? When development is personalized, it feels relevant. Personalized development is relevant because it's also anchored on your business context. Leaders want to connect how their development will drive success for themselves as well as for the organization.

But personalizing a learning journey must be grounded in self-insight and data. Leadership assessments can provide leaders with data on their strengths and gaps. This data can be used to influence and bring focus to a leader’s learning journey—both at the individual and group level.

When it comes to personalized learning journeys , make sure that if it’s not completely evident to your leaders that it is personalized, you directly communicate it as such. I’ve seen leaders respond well to a message like, "This is personalized for you, and here's how we did that." Communicating that your programs are personalized can help with adoption. It can also create excitement for leaders to get started on development that was built especially for them!

5. Effective Learning Journeys Are Data Driven

Being data driven allows learning journeys to be more flexible and adaptable, which is important in our ever-changing business landscape. Using data can help you pivot quickly and shift a learning journey to respond to major organizational changes. For example, self-assessment data from a company’s leaders who have recently completed a merger can show skill gaps in a newly formed group of leaders.

It’s also important to collect data at different points of your program to help you understand what’s working and what’s not. Knowing what’s effective can help you adjust the learning journey along the way according to the changing goals and needs of the learner—and your organization.

For example, measurement tools can be used to evaluate the program’s impact on your leader’s reactions, learning, and behavior change, and on organization-level metrics. Having data readily available on the impact of your leadership programs can help you highlight their success. And being able to prove the worth of your program can be crucial to sustaining your program (and your job as an L&D professional!) during disruptive times when budgets are under more scrutiny.

But more than that, being able to connect organization-level metrics to your leadership program metrics can help you see how the quality of leadership truly impacts company performance.

Implementing Effective Learning Journeys

Even the most thought-out learning journey can flop if it’s not implemented in the right way. So what are some best practices for implementing a learning journey?

We’ve already discussed some keys to implementation in this blog. It’s important to measure and track the results of your learning journey, including gathering data along the way. It’s also important to gain stakeholder engagement to help you influence, support, and accelerate your learning program.

Additionally, focus on creating a communication strategy to get everyone excited about their learning journey. This includes thoughtfully considering how you’ll kick off your learning program .

(For more on how to successfully implement your leadership development efforts, check out our Ultimate Guide to Leadership Development .)

In Conclusion:

Learning journeys done well create behavior change and adapt to change.

What a learning journey does best is create behavior change by reinforcing a blend of formal, self-guided, and peer-interactive development activities. Learning must be continuous to make progress toward mastery of competency areas.

But the best learning journeys are also flexible and open to change. After all, as the Prime Minister of Canada, Justin Trudeau , said “The pace of change has never been this fast, yet it will never be this slow again.”

Learning and development professionals have certainly gotten used to change over the past several years. Let’s remain adaptable to keep learning journeys relevant for leaders with constantly changing roles and challenges. 

Learn more about how to create a learning journey for your leaders .

Alex Smith is a consulting manager within DDI’s US Operations. He leads a team of consultants and is the engagement manager for several of DDI’s largest client partnerships across the globe.

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Learning Is a Journey, not a Destination

• First Online: 27 July 2016

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The assertion—learning is a journey , not a destination—grounds this examination of learning, instructional design, teaching, and evaluation. It begins by focusing on self-understanding as key. Understanding and then guiding learning accordingly requires not only keen observation and responsive instruction but, more fundamentally, deep self-examination to understand one’s own ingrained theories of learning coupled with the ability to move fluidly among alternative theories—whether or not they can be articulated. From this basis, the examination moves through discussions of the nature of teaching, designing learning , aligning evaluation, and considering what constitutes “normal.”

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Curry, D. (2001). The Pareto principle. Field Notes , 10 (3). System for Adult Basic Education Support, or SABES. Retrieved from http://www.sabes.org/resources/publications/fieldnotes/vol10/f03curry.htm .

Goertzel, T. (1981). The myth of the normal curve: A theoretical critique and examination of its role in teaching and research. Humanity and Society, 5 , 14–31. (A condensed adaptation of this article, titled “The Myth of the Bell Curve.”) Retrieved from http://crab.rutgers.edu/~goertzel/normalcurve.htm .

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Walling, D. R. (2006). Teaching writing to visual, auditory, and kinesthetic learners . Thousand Oaks, CA: Corwin.

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Harris, P., Walling, D.R. (2017). Learning Is a Journey, not a Destination. In: Lai, FQ., Lehman, J. (eds) Learning and Knowledge Analytics in Open Education. Springer, Cham. https://doi.org/10.1007/978-3-319-38956-1_1

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How do Learning Journeys work?

Life is full of learning experiences and opportunities. We learn at school, at home, in the workplace, and in the community. It can be useful to think about how we learn as a journey. Like any journey, you’re directing the course. There is a starting point, a destination and waypoints along the way. There are also tools that can help you navigate the terrain and you need fuel to keep you going. 

Thinking about learning in this way can help you achieve your goal or aim, and improve the way you learn. There are four steps in a learning journey: 

The first step in a learning journey is to find your purpose. It’s a good idea to ask yourself why you are doing something. Understanding the reason behind your actions will set you on a clear Learning Journeys path. Ask yourself what you want to achieve. 

The next step is to figure out where you are in your journey and discover ways you can move forward. This is where your Learning Power comes into play. Learning Power is like the fuel that drives you on your learning journey. Learning Power improves your potential to succeed. To understand your unique Learning Power you can answer questions about how you think, feel and behave when you are learning. How you answer these questions will generate your Learning Power Profile.  

Your Learning Power Profile is displayed in the form of a spider diagram as well as an orientation to learning indicator. It presents quantitative data about the dimensions of Learning Power. You can use your Learning Power Profile to grow your awareness around the way you learn and to develop your ability to work towards achieving your goal or purpose. Here is an example of a Learning Power Profile and the  Orientation to Learning Indicator: 

Once you have diagnosed your own Learning Power and received your Learning Power Profile you’re ready to use it as a framework to plan the direction of your learning journey. How can you use your profile to improve the way you learn? How can you build your learning power? Was there one specific learning dimension you want to focus on? How can the dimensions you’re strong in help you in the areas you want to grow? Understanding how you learn, what you’re good at and how you can improve means you can now take the necessary steps to achieve success.  

There are several resources to help you figure out what does my Learning Power profile mean? 

Now it’s time to put your plan into action, and often this will mean doing something different. While moving forward on your learning journey, navigating the terrain and working towards your goal, you might discover new ways of doing things, be exposed to new ideas and/or change your approach to old problems. It’s all about using your Learning Power to fuel purposeful and meaningful action. 

It’s also important to keep track of your progress throughout your learning journey in order to see how you’ve changed. When you feel you’ve developed throughout your learning journey you can complete your Learning Power Profile again, and then reflect again on what it might be telling you .  

Take time to think about what you’ve learned. What new knowledge have you generated? Have you met the targets you set yourself? Has your learning power improved? Can you show any evidence of your progress? And how have you changed as a result of your learning journey?

Don't forget...

The profile provided by Learning Journeys is contextual – that means your Learning Power Profile is determined by your perception of yourself at a point in time and in relation to the learning context (or contexts) in your mind at that time. The tool reflects changes in your perception of yourself as a learner and/or changes in your learning context. This means that learning facilitators and coaches can support you with strategies that improve your learning power. 

What are Learning Dimensions?

There are nine dimensions of Learning Power, and these are the areas you can build on to help boost yourself along on your journey

UTS acknowledges the Gadigal people of the Eora Nation, the Boorooberongal people of the Dharug Nation, the Bidiagal people and the Gamaygal people, upon whose ancestral lands our university stands. We would also like to pay respect to the Elders both past and present, acknowledging them as the traditional custodians of knowledge for these lands.

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5 Essentials For A Successful Learning Journey

Written by: ian gibbs , executive contributor, executive contributors at brainz magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise..

I love travelling. Giving talks about Learnability and Learning Clubs takes me to places I would otherwise rarely get a chance to visit.

And travelling is a great metaphor for learning – a journey from one state to another: from ignorance to enlightenment, from newbie to knowbie.

But any journey can be a disaster if you forget to pack your essential travel items. For example, if I travel without my phone charger, my presentation clicker or a USB backup of my presentation, like someone playing golf in a thunderstorm, I’m asking for disaster to strike.

Similarly, when embarking on a learning journey, it’s important to make sure you also have your essentials to avoid it being a failure and a waste of time for everyone involved.

What are they?

Well, I’m glad you asked.

Here are my top five Learnability essential items.

If you’re on a learning journey, I recommend you do a quick check to see if you have them with you.

1. Clear Learning Outcomes

I am continuously bewildered by the number of learners who are unable to specifically identify what they should be able to do once they have finished learning.

Generally mumbling “well… I suppose I’ll have a better awareness of [insert subject here]” isn’t enough.

If you’re sent on a solid training program, you should also have a solid idea of what you couldn’t do before that you will be able to do afterwards. If not, how will you know if you’ve successfully learnt what you’re supposed to?

Vague, woolly terms like ‘improve my Spanish’ or ‘strengthen my presentation skills’ don’t count. If you can’t say what you have learnt to do, that’s probably because you haven’t learnt to do anything.

Consider these specific learning objectives

how to say no to my boss without upsetting her

how to order and pay for a meal in German

how to create slides which communicate the importance of numbers efficiently

how to increase my conversion of potential customers into paying customers.

These are clear learning objectives. Make sure you have them on your next learning journey.

2. Ownership

By ownership, I’m referring to the personal investment you, as a learner, have on your learning journey. As they say, “You can lead a horse to water, but you can’t force it to do it’s homework”.

At the last training day you went to, how many of the attendees really wanted to be there and were 100% committed to learning?

As I keep pointing out, learning is an active process – no trainer can do it for you. You have to make the effort yourself.

If you take ownership of your learning, you become an active participant, engaging in critical thinking, problem-solving, and self-reflection. You are motivated to deliver the goods. You become more accountable for your progress and develop a learning mindset. If you don’t have ownership of your learning, it’s not going to passively happen while you’re watching Netflix.

3. Regularity

Learning a new skill or behaviour rarely happens in an instant – unless it’s learning not to put your arm in the crocodile enclosure. To do this requires practice – usually, lots of practice which is carried out both during training sessions and afterwards on the job.

This can only be achieved by regular repetition over a substantial period of time.

All training needs to be regularly followed up with self-evaluation or feedback.

How many one-day-wonder trainings have you attended that had been completely forgotten by the following month?

Make sure you have a large supply of regularity when you next embark on a learning trip.

4. Feedback

How are you getting on?

How are you really getting on?

Feedback plays a pivotal role in guiding our learning.

Are you applying your new skill the way you think you should, or are you missing something?

Constructive feedback helps us identify our areas for improvement and provides actionable suggestions for development that we otherwise would be aware of. As they say, “It’s difficult to read the label from inside the bottle.”

Timely and specific feedback allows us to make adjustments, refine our skills, and strive for continuous improvement. Whether it comes from your supervisor or your secretary, feedback is a powerful item for refining your skills.

5. External Motivation

Just like pure water, fresh air and free time, self-motivation is a limited resource. When things are going well, motivating yourself to focus and practice is easy.

But when you’re tired, distracted or feeling down, staying on track to develop that new skill can become a monumental obstacle to learning.

That’s when having someone who gives you praise, encouragement or a ‘gentle’ push in the right direction can make all the difference. Look behind anyone who has excelled themselves at learning a new skill and you’ll find a small army of supporters.

So if you find yourself alone on the road to personal development, I suggest you consider recruiting a few supporters – people who will give you a shoulder to cry on or a corkscrew when there’s something to celebrate.

These are five essentials that anyone embarking on a learning journey should make sure they have packed. They are all key components of Learning Clubs, which is one of the reasons why Learning Clubs are so successful.

With them, you will travel far and have a rewarding and enjoyable learning journey.

Without them… I wish you plenty of luck, because you’re going to need it.

Follow me on Li nkedIn , and visit my website for more info!

Read more from Ian!

Ian Gibbs, Executive Contributor Brainz Magazine

Ian Gibbs is a leading expert in learning techniques and personal development. Through his talks, books and workshops, Ian helps individuals and organisations develop better strategies for learning how to overcome obstacles and achieve goals they thought were beyond them. He is the founder of Learning Clubs which are rapidly gaining notoriety for being a powerful personal development accelerator. Ian's mission is to help people understand and apply everything that science knows about how we develop new behaviour and skills but which is sadly so often overlooked and so keep up in today's rapidly changing world.

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How to Create Effective Learning Journeys that Drive Employee Performance

May 11, 2021 | By Asha Pandey

True learning and the subsequent changes in professional behavior require a learning journey that enhances professional development and leads to improved performance. In this article, I explore the connection between learning journeys and their impact on employee performance.

What Is a Learning Journey?

A learning journey is a comprehensive, continuous process of acquiring knowledge and skills, designed to facilitate long-term behavior change and professional development. Unlike traditional training, which is often a one-time event, a learning journey encompasses a series of interconnected learning experiences. These experiences combine formal training, like structured classes and webinars, with informal learning opportunities initiated either by Learning and Development (L&D) teams or individuals themselves. This approach ensures that learning is not just an isolated event but an ongoing process that integrates new knowledge and behaviors into daily work practices, leading to enhanced employee performance. Formal training serves as a foundational element within this learning ecosystem, while the incorporation of informal training elements personalizes and enriches the learning journey.

Key Characteristics of a Learning Journey:

• Structured and Ongoing: A learning journey is not a one-time event; instead, it’s a continuous process that unfolds over time, allowing individuals to evolve and adapt to new knowledge and skills. Integral to this process is the role of mentor feedback, which provides learners with essential insights and guidance, helping to refine skills and align learning objectives with real-world applications. This mentorship aspect enriches the learning journey, making it more personalized and effective.
• Customized Learning Experiences: It comprises personalized content and a variety of delivery methods tailored to meet the unique needs and goals of individuals or teams.
• Formal and Informal Components: It combines formal training programs with informal learning opportunities , creating a holistic approach that caters to different learning preferences.
• Behavioral Focus: The primary goal is to induce positive behavioral changes, leading to improved employee performance and alignment with organizational objectives.

What is the Difference Between Traditional Training and Learning Journeys?

The key differences between traditional training and learning journeys can be summarized as follows:

Format and Structure:

• Traditional Training: Often one-time, event-based sessions.
• Learning Journeys: Continuous, multi-step processes.

Learning Approach:

• Traditional Training: Typically focuses on immediate skill acquisition.
• Learning Journeys: Emphasizes long-term development and application.

Customization:

• Traditional Training: Generally one-size-fits-all.
• Learning Journeys: Tailored to individual learning styles and needs.

Engagement and Interaction:

• Traditional Training: Can be more passive in nature.
• Learning Journeys: Encourages active participation and engagement.

Outcome and Impact :

• Traditional Training: Aimed at knowledge transfer.
• Learning Journeys: Focuses on behavioral change and performance improvement.

Why Should You Invest in Learning Journeys?

In North America’s animal kingdom, the coyote has demonstrated exceptional learning abilities, thriving in various environments. When Meriwether Lewis in the early 19th century first encountered a coyote on his famous exploration, he was perhaps the first of European descent to see one. He attempted to kill and collect it as a new specimen. He and his men were unsuccessful though – an experience that thousands of American hunters have shared since. The coyote has learned to adapt and thrive to constant changes in their ecosystem and are now a common sighting in large cities like San Francisco (California) and Salt Lake City (Utah).

In business, those who can learn are the coyotes – they can adapt and thrive to changing circumstances. Companies should find and develop coyotes in their organizations – employees who actively participate in their own learning journeys and contribute to the journey of their coworkers.

Benefits of Learning Journeys from a Business Perspective:

• Customization for Strategic Alignment: Learning journeys offer highly customized programs designed to align with an organization’s key goals and objectives. They are structured to address specific enterprise challenges and opportunities, ensuring that the learning journey directly supports the business’s strategic direction.
• Future-Proofing the Business: By structuring learning journeys around key enterprise goals, organizations are better prepared to face future challenges. This proactive approach drives both incremental and disruptive innovation, allowing businesses to adapt and thrive in a rapidly changing landscape.
• Improved Employee Engagement: Organizations that value learning and encourage professional development through learning journeys experience heightened employee engagement. Employees are more motivated and committed when they feel their growth is supported and recognized.

Benefits of Learning Journeys from an Employee’s Perspective:

• Guidance for Skill Enhancement: Learning journeys serve as a GPS for individual learners, guiding them through the process of skill acquisition and proficiency development. They offer a clear path through formal and informal learning, helping employees enhance their skills and expertise.
• Motivation and Awareness: Learning journeys provide motivation and awareness, inspiring individuals to take charge of their own development. They create a sense of purpose and direction, encouraging learners to proactively seek knowledge and growth opportunities.
• Learning Consumption and Application: These structured journeys guide learners through the stages of learning consumption and knowledge application, ensuring that the acquired skills and knowledge are put into practice effectively.
• Relevance to Career Aspirations: Learning journeys are highly relevant to individuals, assisting them in achieving their career aspirations. Whether it’s mastering a specific role or acquiring expertise in a particular technological domain, these journeys support individual growth and development.

Learning journeys offer a dual advantage, benefiting both the organization and its employees. They align learning and development with business goals, promoting innovation and engagement. From the employee’s perspective, learning journeys provide a clear path for skill enhancement, motivation, and relevance to career aspirations, ultimately driving continuous improvement and professional development.

Drawbacks of Learning Journeys

While learning journeys offer a comprehensive approach to professional development, they are not without their challenges. Here are some potential drawbacks:

Resource Intensive:

• Designing a learning journey requires significant time and resources. This includes the creation of tailored content, monitoring progress, and providing ongoing support and feedback.

Can Overwhelm Learners:

• The extensive nature of learning journeys may overwhelm some individuals, particularly if the content is dense or the pace is too fast.

Requires High Commitment:

• To be effective, learning journeys demand a high level of commitment and self-motivation from learners, which can be challenging to maintain over longer periods.

Potential for Inconsistency:

• In a diverse learning environment, ensuring a consistent experience for all learners can be difficult, especially if the journey involves various instructors or methods.

Dependence on Technology:

• Learning journeys often rely on digital platforms and tools, which can be a barrier for learners with limited access to technology or those who are less tech-savvy.

Evaluation Challenges:

• Measuring the effectiveness of a learning journey can be complex, as it involves evaluating progress over an extended period and across various learning formats.

Why Do Learning Journeys Work

Learning journeys function as a structured approach to professional and personal development. Here’s how they typically work:

• Initial Assessment : Identifying individual learner needs and goals.
• Customized Learning Path : Designing a personalized learning plan based on the initial assessment.
• Diverse Learning Methods : Incorporating various formats like online modules, workshops, and real-world assignments.
• Ongoing Support : Providing mentorship, peer interaction, and resources throughout the journey.
• Continuous Feedback : Regular assessments and feedback to track progress and adjust the learning path.
• Real-world Application : Opportunities for applying learned skills in practical settings.
• Reflection and Adaptation : Encouraging learners to reflect on their progress and adapt their learning strategies.

This process ensures that learning is an ongoing, evolving journey tailored to each individual’s needs and goals, leading to effective skill development and personal growth.

How to Create an Effective Learning Journey?

The following are vital issues to consider when building learning journeys:

• Consider the overarching vision, acknowledging that the future, though uncertain, is always present. Learning occurs over prolonged time and should never been something that employees stop doing, nor should organizations ever rest on their previous laurels. Integrating spaced learning and repetition into this process is crucial, as it greatly contributes to better knowledge retention, allowing learners to revisit and reinforce concepts at regular intervals, thereby solidifying their understanding and application in practical scenarios.
• Awareness: Before employees can begin a learning journey, they need to be aware of what is available, how the organization will support them, and what lies ahead.
• Motivation: While some employees are motivated for the pure sake of learning, some are looking for additional extrinsic motivations. Organizations should set up systems to reward progression in the learning process, encouraging employees to begin and continue the learning journey.
• Participation and experimentation: Throughout the learning journey, employees need a safe space to participate, digest, apply, and experiment with the new knowledge they’re gaining through the learning journey. The experimentation and feedback loop are key to achieving behavior change.
• On-going connects: Design learning journeys that include more than formal training events. Develop guides for managers to follow-up with employees on what they learned, implement social and mobile learning strategies, and allow employees to direct much of their own informal learning.

What are the Key Components of a Learning Journey?

A well-structured learning journey comprises several key components that work in tandem to ensure effective and engaging education experiences. These components are critical in shaping a comprehensive learning path that caters to diverse learning styles and objectives.

Needs Analysis and Goal Setting:

• Identifying specific learning needs and objectives.
• Setting clear, measurable goals for the learning journey.

Varied Learning Formats:

• Incorporation of diverse learning methods such as online courses, workshops, and practical exercises.
• Blending formal with informal learning opportunities.

Personalization and Flexibility:

• Tailoring content to meet individual learner’s needs and preferences.
• Offering flexible learning paths that accommodate different learning paces.

Continuous Assessment and Feedback:

• Regular evaluations to track progress.
• Providing timely feedback to guide and improve learning.

Application and Reinforcement:

• Opportunities to apply learned skills in real-world scenarios.
• Reinforcement activities to ensure retention and integration of new knowledge.

Support and Resources:

• Access to necessary learning materials and resources.
• Support from instructors, mentors, or peer groups.

These components collectively ensure that a learning journey is not only comprehensive but also adaptable, engaging, and result-oriented.

What Are Key Aspects that Would Help You Create Effective Learning Journeys?

Leverage the following aspects when developing learning journeys:

• Start with the end in mind : Planning is too often abbreviated in the L&D field, a reaction to develop content as quickly as possible to please business stakeholders. Remember what Albert Einstein said about planning: “If I had an hour to solve a problem, I’d spend 55 minutes thinking about the problem and 5 minutes thinking about solutions.”
• Include all stakeholders:  During the initiation phase, include key stakeholders and ensure that everyone involved in the process has the information they need. Leaders should ask themselves the following questions: What do I know? Who needs to know? Have I told them?
• Build awareness of the solution with the target audience : Begin with primers to help them understand the big picture of the learning journey. Include an exposition on the current state, the desired future state, and the differences between those two states. Use microlearning hits that get to the point quickly.
• Stimulate prior knowledge with which learners can scaffold new information.
• Present content in the most appropriate modality.
• Model learning strategies to help students assimilate new information.
• Include as much application and practice as possible with healthy feedback loops.
• Assess performance, giving additional feedback to learners.
• Once learners are back on the job, use informal learning and coaching nudges to reinforce the application of new knowledge on the job. Employ performance support systems so learners can quickly find and share information they need in the flow of work.
• Reward behavior change : While punitive rewards may be effective in the short term, for effective long-term behavior change, learning journeys should offer employees as much purpose, autonomy, and mastery as possible. Once employees are paid a fair and competitive wage, purpose, autonomy, and mastery are more effective methods of motivation than even bonus models.

Making It Work – EI’s Learning and Performance Ecosystem Based Approach to Create Effective Learning Journeys

EI has developed a highly effective model for creating effective learning journeys in a Learning and Performance Ecosystem . It’s a cyclical model that includes the following:

• Capture attention about learning opportunities.
• Explain what employees will gain from the learning journey (what’s in it for me).
• Leverage immersive formal learning events that employ gamification, virtual and augmented reality, scenario based learning, and branching scenarios.
• Support formal events with performance support tools, giving employees access to information in the flow of work : exactly what they need, when they need it.
• Reinforce learning after formal events with safe places to practice and receive feedback on their performance.
• Provide social learning so that learners can collaborate with others progressing in the learning journey, sharing knowledge and experiences.

Learning Journey Example: Sales Training

In our sales training program, we use the Learning and Performance Ecosystem framework to structure an effective learning journey for our team. Here’s how it aligns with the framework:

● Capture Attention : We kick off the learning journey by capturing the attention of our sales team about the upcoming training. This may include email announcements, intranet notifications, and engaging teasers to generate excitement.

● Explain the Benefits : We clearly communicate what participants will gain from the training journey. This includes improved sales skills, increased sales performance, and the potential for enhanced career growth.

● Immersive Formal Learning Events : We leverage immersive formal learning events that employ various cutting-edge techniques, such as gamification, virtual and augmented reality, scenario-based learning, and branching scenarios. These events make the learning experience engaging and memorable.

● Performance Support Tools : We provide performance support tools to our sales team, offering quick access to information in the flow of work. They can access product details, sales scripts, and negotiation tips exactly when needed.

● Reinforcement and Practice : After formal training events, we create safe spaces for our sales team to practice and receive feedback on their performance. This may involve role-playing exercises, simulated sales calls, and peer evaluations.

● Social Learning : We encourage social learning, allowing learners to collaborate with colleagues who are progressing in the training journey. They can share knowledge, experiences, and best practices, fostering a sense of community and continuous improvement.

This sales training learning journey not only equips our sales team with the necessary skills and knowledge but also keeps them engaged and motivated throughout the process. By aligning with the Learning and Performance Ecosystem framework, we ensure a comprehensive and effective approach to sales training that yields tangible results and benefits for both our team and the organization.

Parting Thoughts

Effective behavior change occurs over time as desired competencies and behaviors are reinforced through a blend of formal and informal training. Learning is not a one-time event. Professionals seek mastery of their trade, striving for autonomy and purpose. Learning journeys, thoughtfully developed and shared with employees, are an effective method of facilitating behavior change that aligns to enterprise goals and initiatives.

I hope this article provides the requisite insights on how you can use our unique Learning and Performance Ecosystem to create effective learning journeys and boost employee performance.

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The Learning Journey: Marking Milestones

By Coquina Restrepo

The process of learning is a journey of a thousand miles and our mission as tutors is to guide

learners along the way. It is a long, arduous path that can feel like an uphill battle; but it is also one

of the most significant journeys a person can ever take.

Just like any trail, our learning journey may seem unguided and without any clear directions. That’s

why tutors help learners follow the path with milestone markers or what we’re gonna call “learning

milestones”. A learning milestone is a point where we learn that how we’ve been thinking about a

problem or an issue is holding us back from going forward. It’s both an obstacle and an opportunity

to practice what we’ve been learning along the trail.

Many learning milestones look like issues that make us frustrated and want to turn back. They can

be issues with expressing our thoughts clearly, not understanding the next step to getting into a

higher education program or finding that the next reading level is far above what we can

comprehend. They are humbling moments that need patience and recognition before transforming

into authentic learning opportunities. Tutors help guide learners through these obstacles and turn

them into milestones, helping learners progress through their learning journey by finding ways to

resolve these issues together.

We want to help our tutors understand why learning milestones can be difficult to navigate and how

we can support our learners to accept these uncomfortable moments as a sign that they are going

down the correct path. In here we will give a short survey of how to notice milestones, why they are

important and how to work through them instead of avoiding them.

How we think is how we learn.

Just like how everyone completes a trail at different times, everyone learns at a slightly different

pace. Learning involves taking in new information, practicing using it, focusing on training your

brain to recall that information at select times and being able to use it in real life. It takes time,

dedication and a lot of hard work to train someone to learn, especially when they’re adults because

adults learn differently from children.

Adult learning is complex because we’re not “teaching” them new information, we’re adapting their

current information to change to a new perspective. When adults go to college or start on a

foundational learning course, we are building on previous knowledge and adapting it to new

situations.

What makes an adult learner’s learning journey different?

There are a few mindset factors that make adult learners different from child learners. This effects

how they stay motivated through obstacles and what goals drive them to do better after each

In general, an adult learner is:

+Self motivated - Adults who embark on their learning journey WANT to be there.

+Goal oriented - There will be a clear goal of why adult learners are starting their journey and they

want a clear outcome.

+Structure oriented - Because adult learners have different time constraints and commitments,

they will need structured practice with expected study topics and deadlines.

+Focused on a single set of material - Adult learners have clear goals and their practice sessions

and materials need to reflect what they need to do in order to accomplish them.

When we start a learning journey as an adult we have a clear goal in mind that we follow, and we

try to follow it without getting distracted. This can create dedicated learners who strive to improve

their lives through learning, yet it can also create fixed mindsets that can cause learners to struggle

with confusing materials and feel discouraged if they can’t “learn fast enough”.

We often then perceive our goals and learning journey as something simple with a very easy to

follow path. This narrow focus of learning can help us determine how we will structure our lessons

and practice, but it can also create more problems if the issues around the learning structure aren’t

Example 1: If your learner is trying to practice their business English skills in order to earn better

job prospects, they may want to only focus on accent reduction and conversational skills. But they

could have underlying issues with listening skills or grasping cultural metaphors that they can’t

recognize in regular conversations.

Example 2: There could be a learner who’s trying to develop better reading skills so they can read

young adult literature with their children. But throughout your lessons you could find that their

attentional focus could flux from page to page at certain reading levels, which effects their

comprehension skills and memory.

In each example, our learner has a clear goal and motivation to learn but they are struggling to

overcome an obstacle that keeps them from progressing. This is an incredibly frustrating process

that every learner meets along their journey, and every tutor needs to be prepared to face. Tutors

also need to take the time then to ask themselves during these lessons: Is the material I’m using

an issue or is my learner struggling with something else?

What works in the classroom for adult learners?

General childhood education has a very easy formula to remember:

Lecture ->Worksheets ->Reading ->Worksheets ->Group Work -> Homework -> Test.

The idea for children is to expose them to the same information multiple times and in different

formats. That way they can commit to memory the necessary facts and skills in the shortest

amount of time possible. Children are taught to memorize new information as the basis of

learning. This might work for hands on working that happens in a classroom, but does it work well

for tutoring adults?\

For adults, we have to rethink how they learn through two processes: memory and information

integration. Learning and memory has an even simpler formula to use to help our brains remember

information:

Encode information (sensory) ->Store new information (Short term memory) ->Retrieve over and

over again(Long term memory)

How we use our memory to learn is broken down into what we keep for a short term period and

what we integrate into our long term memory. Short term memory is good for quick, rehearsed

tasks but longterm memory is what we want to use to rewrite our language and communication

skills. We are constantly learning and relearning new information in our adulthood, but it is more

difficult to change our structured knowledge. This is why the adult learning formula is different from

the child learning formula.

Adult learner formula: Integrative Learning Model

Take in new information —>Evaluate old information with new information —> Practice new

information until it re-writes old information —> Use new information in regular conversation

Adults are continuously reflecting on their memories and experience to create knowledge, when we

adapt that process we engage in integrative learning. Integrative learning is how we change how

we think and remember information to adapt to new perspectives. Adults are taught to

summarize their new information and use it through constant conversation and reflection in

order to rewrite their old information.

This is obvious in language learning when we teach a person new vocabulary in their target

language. We are constantly pushing our learners to use their new information, their language and

grammatical structures, to talk about their past and their future planners. We are essentially asking

them to rewrite how they think in order to help them learn. In literacy skills development, we’re also

retraining their foundational knowledge but through a problem-centered basis. At first, it will be

awkward and hard to remember the words you need to use, but the more you adapt your thinking,

the easier it will be to recall your new information.

What do the learning obstacles look like?

You’ll know you’ve run into a learning obstacle when you see your learner is becoming frustrated

with their progress, they can’t seem to remember what they’re trying to learn or they can’t

understand how they make the same mistakes repeatedly. There are a few simple reasons why we

run into these milestones and what they mean:

1. Uncertainty

Learning is inherently based in uncertainty and our brains don’t like it. We naturally crave routine

and confirming our old information because it makes us less uncomfortable. Adult learning is very

hard because you’re dealing with new information that’s trying to rewrite old information, and you’re

going to constantly be making mistakes. To overcome uncertainty in our lessons, we have to be

patient and show that we understand why our learners are frustrated.

2. Closed Mindsets

We believe that once we’re adults we can’t change our minds. Our opinions and beliefs are set so

there’s no going back; except that’s a false belief. When we believe our minds are closed and

there’s no way to change it, then we also close off our potential for learning. Adult minds aren’t set

in a fixed mindset, they’re just harder to change. This is why tutors are essential to the learning

process: You are helping them stay disciplined as well as feeling supported.

Adult learners are trying to develop new skills to solve new challenges, this is adapting their current

skills to new environments and is structurally changing how they think. To adapt old skills they have

to change their mindset, which is why another part of a tutors’ job is coaching their learners into

becoming more open minded and less critical of themselves.

Learners who are suffering from closed mindsets need to be motivated by having their primary goal

in mind and have their tutor supporting their growth.

3. Isolated in the ‘Comfort Zone’

During our time as adult learners, we tend to think we can’t engage with others until we’ve

perfected our new skills. This leads us to becoming closed off from our surrounding communities,

limiting our opportunities to interact with others in order to practice and enforce our new learning.

When we close ourselves off, we stunt our growth which is central for mastering any new skill or

language. This is the “comfort zone”, where learners refuse to try new things because they’re

unsure of themselves.

Tutors are the first step for learners to connect with their wider community, and we’re also the ones

who will push them out of their comfort zone. Take your learner out of their comfort zone, out of

their home and the library, and outside to practice directly with others. When they go out of their

comfort zone and practice what they learn, even if they’re nervous or uncertain, this is when they

start making real mental changes.

Marking Milestones: How to help learners understand their journey

Helping your learner notice milestones and overcoming their difficulties can be hard on your own.

That’s why we can use simple tools that help us keep track of our progress together and can be

used for self reflection any time! Some simple solutions include:

Keep a learning journal

Classroom journals help learners learn how to summarize their learning and reflect on how their

mindsets have changed overtime. This serves as an important tool for reinforcing our learning

because summarization and mental recall are important for learning!

Social Media Posts: Today in class…

Social Media can be a great tool for motivation and reflecting on what you learnt in class. If your

learner has something like Twitter, Instagram or Facebook, try ending every lesson with a picture

and a short caption about what you practiced. Even better, since social media is all about quick

sound bites, this will really help your learners’ summarization skills!

Vlogs and video diaries

If you find that dealing with constant uncertainty is holding you back in your lessons, it’s time to re-

examine how you’ve been teaching and provide supplementary study skills to help your learner

reorganize their thoughts. Start by recording your conversations together and playing them back,

taking notes together on what mistakes you’ve both made and try to see how they happen.

Keeping transcripts of short conversations with notes can help your learner review what speaking

or reading challenges they have and work out what they need to pay attention to and work on.

The Journey Makes All The Difference

We all set out on learning journeys for different reasons but they all encourage us to make

impactful changes in our everyday lives that will benefit us for years. Adult learners are arguably

more impacted by their learning journey because it’s changing how they think and opening them up

to more opportunities through practice and socialization. How we learn and what we’re exposed to

creates our mindset and influences our lives and the opportunities presented.

Blue Ridge Literacy is one of the best resources for embarking on a learning journey because it’s

filled with great tutors and learning opportunities! If you are a new tutor or you’re looking to

recommend someone to join Blue Ridge Literacy, we have a built in learning community ready to

help you along every step of the way. Join Blue Ridge Literacy for tutor training, community

learning events and diversity celebrations throughout the year.

https://www.instructionaldesign.org/theories/transformative-learning/

-meaning structures are understood and developed through reflection

-reflection is similar to problem solving

https://www.valamis.com/hub/transformative-learning

Transformative learning focuses on adapting new knowledge and perspectives to challenging

https://www.magneticmemorymethod.com/stages-of-

memory/#:~:text=For%20example%2C%20Simply%20Psychology%20explains%20the%20full%20

cycle,memory.%20Source%20for%20Atkinson%20Shiffrin%20Memory%20Model%3A%20Resear

https://thetrainingthinking.com/en/the-four-stage-learning-cycle-by-david-kolb/

https://study.com/academy/topic/adaptive-mindset-the-psychology-of-adaptation.html

About the Author: Coquina Healy Restrepo

Coquina is an educator in Shanghai, China and Roanoke local who grew up speaking two languages with her family. She currently works as an early childhood educator and reading specialist as well as a freelance writer. Her current clients are design firms and education organizations such as Bright Design Studio, Bright Minds, ESL Passport and Compass Review. When she’s not writing, she draws comics and organizes events for the teacher community in Shanghai through her own organization Good Thoughts.”

Commentaires

• Cambridge Dictionary +Plus

Meaning of journey in English

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journey noun [C] ( TRIP )

• She gave the children some sweets to chew on during the long car journey.
• The journey was quite quick because the road was clear .
• I expect you'd like to rest after your long journey.
• We did the journey to Wales in five hours .
• The train journey took us through a valley past rolling hills .
• break-journey
• circumnavigation

journey noun [C] ( EXPERIENCES )

• advance the cause
• advancement
• formatively
• from A to B idiom
• progressive
• progressively
• punctuated equilibrium

journey noun [C] ( BOOK )

• absorptive capacity
• acquisition
• hit the books idiom
• mug (something) up
• non-academic
• recognition
• subspecialty
• swot up (something)
• uncredentialed
• around Robin Hood's barn idiom
• communication
• super-commuting
• transoceanic
• well travelled

journey | American Dictionary

Examples of journey, collocations with journey.

These are words often used in combination with journey .

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Learning Journeys

Build the skills you need at your own pace., build the skills you need at your own pace.