Explaining the data-driven learning design process

- Whether we are aware of it or not data is behind every digital interaction you have. Everything from push notifications on your mobile device to recommend it for you on Netflix. Are customized for your preferences based on what information companies have about you. You may have been recommended this course because of the information you have on your own LinkedIn profile. While there are certainly concerns about data privacy the truth is leveraging data to improve digital interactions can improve your online experiences. Today, led you hear. The trick is, how do we apply this type of methodology to our digital learning experience strategies? Typically in L&D, programs are launched as one and done with evaluation for impact, as the final step. Whilst these models can be effective they don't often emphasize evaluation and that's where incorporating a data-driven design process can help. Data-driven Learning Design is a three step, iterative process to help you break down the ways you can use data more effectively for your learners. The first step is, Uncover Insights. Savvy L&D should already have a performance consulting mindset. But this is really about validating the root cause of a learning need. This is important. But too often we jump to the storyboard without considering our audience. Take time to examine any and all available data about how your target audience behaves online. Are they more likely to consume video on their tablets? Or, read an article on their laptop? Find out their habits before making any design decisions. It's hard to answer how much time to dedicate to this step. It depends on the size of project and scope of data available. The second step is, Respond. Now that you know learner behaviors build your solution in response to them. So, if you know people usually log on at 8 a.m and typically start their day with a visit to the intranet homepage using their mobile device. Then, ensure your content is mobile friendly. And ideally on the homepage. Of course, upload it just before 8 a.m. The third step, is to Monitor. You have made predictions about how to design your content based on some evidence. Now, it's time to see if your hypothesis was correct. Not at the end of the course or program, right away. So when you post that job ad how many people download it in the first hour or day. Any later is too late to take action. Once you have these new insights you can now respond in your next phase of design. Basically, the Data-Driven Learning Design cycle, begins again. Spreadsheets alone, will not be enough to monitor your process. I recommend choosing a Project Management software. PM software will streamline workflow and give you better metrics on projects. As you first use Data-Driven Learning Design your focus will be mainly on engagement. But this cannot be the end. More clicks do not mean success. You must be hyperfocused on improving performance outcomes. In addition to monitoring engagement evaluate impact, and adjust as you discover what works and what is not as effective, based on the data output. One more before you get started. When working with employee data always make sure you're following the laws of your company and jurisdiction. Data is very sensitive and needs to be treated with respect. The first time you try this, it will take longer so choose a project with more flexible deadlines. As you learn more and more about your audiences the speed will become much faster. And you'll start to see the benefits of Data-Driven Learning Design.