Like a tailored suit, personalized learning is designed to fit the student precisely.
In contrast, an “off-the-peg” learning experience might not align perfectly with individual needs, leaving some feeling restricted and unfulfilled.
But, creating personalized learning paths is not a simple undertaking and requires a lot of planning and resources. Let’s unpack the subject and discover how to use this learning method, properly.
What is a personalized learning path, exactly?
Rather than a “one-size-fits-all approach to training, a personalized learning path is one that adapts to each individual’s needs, preferences, and pace.
This tailored approach is highly beneficial because it means that students can focus on areas where they need the most improvement and on the strongest motivators.
Essentially, personalized learning puts the actual learner in control and lets them follow a path that aligns with their needs. This is in stark contrast to a traditional classroom environment where everything that happens is dictated by the tutor and the students are expected to conform.
How to create personalized learning paths in 6 steps
Step 1: Start with the goals and objectives
The mistake that a lot of new IDs make is that personalized learning equates to a free-for-all where individuals can pick and choose whatever they want however they choose.
The reality is that, someone is paying for all this training, so they also need to get something out of it.
So, yes, while you do need to consider the wants of the learners, the key priority is to ensure that all learning paths lead to the fulfillment of the organization’s main objectives.
There are two key questions to ask here:
- What does the organization want to achieve with this training?
- What are the measurable learning outcomes?
Once you have established the objectives and goals, you have the foundations in place for designing the personalized paths.
Step 2: Define current and skill requirements
With the objectives firmly in place, you must now establish which skills are required to meet them.
Also, consider industry trends and role evolution because this will affect the required skill sets later down the line.
For instance, a customer service team might require immediate upskilling in handling customer complaints. However, the organization also plans to implement social media chat in six months, so the team will eventually need training on how to use it effectively.
Looking at future skills needs is important for personalized learning because it presents opportunities for more experienced individuals.
Rather than getting “stuck” (and bored) in their roles, they can develop their skills in time for upcoming changes. The added benefit is that the organization has people ready and waiting to hit the ground running.
Step 3: Use a skills matrix to identify current skill gaps
This is a critical step because it clearly reveals the learning needs of each student.
A skills matrix is a grid-like format that places learners on one axis and the necessary skills along the other. Then, each individual is assessed against the skills and given a competency level for each one (typically beginner, intermediate, advanced).
With this map in hand, you can finally see where each individual stands on the learning path and what they need to do to reach the desired level of competency.
And, as you’ve probably guessed, one person’s journey is going to look very different from the next.
Step 4: Map learning pathways to individuals
You’ve now reached the stage where you have all the information you need to create individual pathways for each learner.
Each path should consist of specific (measurable) steps that will help the learner close their skill gaps and meet the objectives outlined in Step 1.
Of course, mapping these pathways can be done manually. However, using an LMS platform is a much more convenient – and faster – way to do it.
For example, LMS platform 360Learning uses AI to build and adapt learning paths in real time so they remain relevant and up-to-date for the learner and the organization.
This is also the point where you have to make sure the learning path works for the individual as much as it does for the organization. If the learner lacks motivation or the desire to advance in their role, then training becomes pointless.
Step 5: Create the learning content
Arguably the largest and most time-consuming step is implementing the learning content required for each learning path.
There are ways to make it easier, though.
For example, you could consider arranging skills into groups; leadership skills, soft skills, programming skills, etc., and then defining which courses and modules should fit into each one.
I’ve also included some helpful tips below on how to create personalized learning content without exhausting your resources.
Step 6: Continuously assess and adjust
Today’s objectives are going to look a lot different from tomorrow’s so the learning paths must adapt to reflect any changes.
After all, no one will want to follow a path that is outdated and, well, redundant.
Continuous assessment is crucial. Not only to ensure that paths continuously align with the objectives but also that they are doing the thing they initially set out to do. In other words, do the learning paths work? And, do they provide the desired outcomes?
If the answer is “not quite,” then you need to make some adjustments.
If you hear “This sounds expensive!” try starting with the job roles
You may have trouble getting buy-in from the organization that personalization is the best method of approach. Indeed, it sounds (and is) more expensive and time-consuming than a one-size-fits-all solution, so some pushback is inevitable.
If you experience this, you could convince the organization to start by creating personalized learning paths per job role.
For example, having a personalized path for all entry-level sales representatives, then adapting it slightly for mid-level or senior roles.
This is more straightforward to implement. Then, when you have demonstrated the success of this method (and the ROI), you will have a much easier time persuading stakeholders to advance to individual personalized paths.
This method can also work effectively for very large organizations with high staff counts.
Role-based learning paths simplify implementation across multiple teams and departments and avoid the complexity of individual customization at scale.
Personalized paths are resource-heavy: 5 tips to lighten the load
Back to the question of resources and training content. How do you implement personalized training content without exhausting your resources?
Try these ideas:
1. Use situated learning
Situated learning is one of the best ways to engage learners and help them retain skills.
Not only that, but it’s simple to implement and shares the resource load. All while giving learners real-world experience in a safe environment.
Examples of this include:
- Job shadowing more experienced team members.
- Completing an actual task that a future role requires while under supervision.
- Working on case studies to solve a complex business problem.
- Running mock meetings, interviews, and presentations.
- Participating in “cross-training” to learn the responsibilities of another department or role.
- Using sandbox mode in software to learn the system and features.
2. Establish mentorships
Pairing learners with mentors also gives access to expertise without the need for extensive instructional design work.
Mentors are often worth their weight in gold because they provide unique insights and advice based on their extensive experience that you just can’t replicate in a classroom or e-learning environment.
3. Implement scenario-based learning
Scenario-based learning places individuals in simulated situations where they must apply their knowledge to solve problems. The scenarios are designed to mimic real-world circumstances without using the resources required to create them in reality.
Incorporating a technique called “branching” gives learners choices. Each decision point affects the outcome differently.
This encourages experimentation on an almost limitless level. Also, since the learner’s choices take place in a safe environment, they don’t have any negative consequences if they make the wrong decision.
4. Create modular content
Modular, bite-sized training materials that can be mixed and matched to suit different learners. Also known as “microlearning,” these short training modules typically take no more than 30 minutes to complete and can be accessed from anywhere.
For instance, instead of creating a three-hour course, a modular approach would be to break it into 15-minute modules. Learners would then be able to pick the module they are most interested in.
The result is reusable, standalone content you can repurpose across multiple learning paths.
It’s much easier to update specific modules as needed or adapt them to changing goals and objectives. Plus, this method lends itself incredibly well to adaptive learning technologies and e-learning.
5. Leverage adaptive learning software
A learning experience platform (LXP) was made for personalized learning!
These platforms use artificial intelligence and machine learning to assess individual learner data (skill levels, preferences, progress, etc.) and then tailor the learning experience to match.
For example, LXPs are capable of:
- Recommending relevant courses or modules based on a learner’s needs.
- Allowing self-paced learning by dynamically adjusting content difficulty or focus.
- Providing real-time feedback and analytics for tracking progress.
- Automatically curating and presenting external training resources (videos, articles, assessments, etc.) and serving them Netflix-style.
The bottom line is that an LXP will significantly reduce the manual effort required to create and maintain personalized learning paths so it’s well worth exploring the different options.
Wrapping up
While personalized learning certainly requires more effort than following standardized paths, the gains you get in return are more than worth it.
Every organization needs a highly skilled and capable workforce, and personalized learning is an effective way to achieve that goal.
The upshot is that investing in this method shows a genuine commitment to the development of staff, which in turn encourages innovation and company loyalty.
By Janette Bonnet
Janette Bonnet is an experienced L&D professional who is passionate about exploring instructional design techniques, trends, and innovations.