In literature, a journey is described as the physical travel of the protagonist from one place to another, as well as their personal growth and self-discovery. Just as the hero’s journey commences with a call to adventure, the corporate learning odyssey begins with a recognition of the need for continuous growth and development.
The Hero’s Journey: A Powerful Metaphor for the Corporate Learning Journey
In the realm of corporate training and development, the concept of the hero’s journey has emerged as a powerful metaphor, drawing parallels between the transformative experiences of fictional protagonists and the growth trajectories of professionals.
This archetypal narrative, first articulated by the renowned mythologist Joseph Campbell, resonates profoundly with the challenges and triumphs that employees encounter as they navigate the ever-evolving landscape of skill acquisition and personal evolution. The hero’s journey serves as a framework that can help organizations understand the stages of employee development and the importance of supporting their workforce through these phases.
This call to adventure can manifest in various forms, such as new job responsibilities, emerging technologies, or shifts in market demands. Organizations must be attuned to these signals and ready to provide the necessary resources and support to help their employees respond effectively.
A Learning Journey Defined
According to an article by Virtio.io, a learning journey is defined as “… a curated blend of online courses, interactive modules, mentorship, and practical projects.” This definition highlights the multifaceted nature of learning journeys, which are designed to cater to diverse learning styles and preferences. According to Training Industry, a learning journey is defined as “A learning journey is a series of formal and informal training programs that ingrain new knowledge, build existing skills and boost professional development. Learning journeys include different learning experiences that occur over time.”
Learning journeys have a profound impact on the way we absorb information, develop skills, and apply what we’ve learned. In today’s fast-paced world, understanding the learning experience and how it unfolds is crucial to our success. Instructional design and the learning journey work together to address crucial skill gaps and create meaningful educational experiences that stick with us long after the lesson ends. By integrating effective instructional design principles, organizations can ensure that their learning journeys are not only engaging but also aligned with the specific needs of their workforce.
The learning journey is enhanced through well-structured instructional design, which involves understanding the needs of learners and aligning them with business and educational objectives. Instructional design contractors play a crucial role in this process, as they bring expertise in creating effective training programs that resonate with learners.
According to Chief Learning Officer, “The learning function’s ultimate goal is to change people. Not only how people think, but also what people do. Effective learning changes our brains, and it transforms who we are as people. Achieving change is not easy, but it is possible.” This statement underscores the profound impact that learning journeys can have on individuals and organizations alike. By investing in employee development, companies can foster a culture of innovation, adaptability, and resilience, which are essential qualities in today’s dynamic business landscape.
When instructional designers consider the three ABCs of change—approach, behaviors, and culture—organizations can create a robust framework for their learning journeys. This framework not only enhances the learning experience but also drives meaningful change within the organization
To achieve these benefits, instructional designers and L&D teams should create comprehensive learning journeys that consider the three ABCs of change as part of their design strategy, from inception through implementation:
- Change in Approach to Learning
- Change in Behaviors
- Change in Culture
Approach
Three key concepts that shape how we absorb and retain information are cognitive load theory, motivation and engagement, and metacognition. Cognitive load theory (CLT) suggests that information should be presented in a way that does not overload our mental capacity. This means that learning experiences should be designed using thoughtful approach to ensure that learners can process and retain information effectively without feeling overwhelmed.
Behaviors
To extend learning beyond training events, organizations should adopt the 70-20-10 model, which emphasizes that 70% of learning occurs on the job, 20% comes from interactions with others, and only 10% is derived from formal learning experiences. This model highlights the importance of real-world application and social learning in the development process.
Before, during, and after training, knowledge sharing among learners is crucial. This can be facilitated through discussion forums, virtual communities, or collaborative projects, which promote peer-to-peer learning and networking. By creating opportunities for learners to share their insights and experiences, organizations can enhance the overall learning experience and foster a sense of community among employees.
Culture
Just as the hero’s journey culminates in a return to the ordinary world upon completion of the challenge, the corporate learner must reintegrate their newfound knowledge and wisdom into their professional lives throughout the duration of their personalized learning journey.
This process often involves sharing insights and best practices with colleagues, mentoring others, and actively contributing to the organization’s collective knowledge base. By embracing the role of knowledge ambassadors, learners not only reinforce their own understanding but also foster a culture of continuous learning and growth within the organization. This culture encourages employees to continue to seek out new learning opportunities and share their knowledge, creating a dynamic environment where everyone can thrive.
As corporate leaders and instructional designers work together to implement these strategies, they will foster a culture of continuous learning that benefits both employees and the organization as a whole.
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