Use Design Thinking to Create Training Program


Learning and development market has grown continuously in the past few years.   Corporate and organizations are willing to spend more in people development.  How to increase learner satisfaction with training program a company provided?  How to increase the return of L&D investment? How can L&D professionals design training programs that meet the needs of learners?


The answer is training program design!

Using Design Thinking to Improve Learning Effectiveness


Design thinking is a design methodology developed at Stanford University.  It provides a solution-based approach to problems.  Using in training program design, it is extremely useful in deep understanding our learners so that trainers can develop practical learning solutions that truly meet their needs.  That can increase training project ROI by designing learning programs which are more impactful and relevant to learners.

Step 1: Empathize


The first step of design thinking is to gain an empathic understanding of the problem from the perspective of the end user.  In that case, trainers who design training program should put themselves into the shoes of participants.  You can use different methods such as online surveys, focus groups and interviews.

Step 2: Define


The next step is to put together the information you have gathered in step 1.  You may then analyze the observations and synthesize them to identify the core problems.  Trainer should try to define the problem by using a problem statement in a learner-centered manner.

Step 3: Ideate


In the next step, trainers are ready to generate ideas.  At this stage, you have understood learners’ needs in the Empathize stage.  Then you also have analyzed the observations and define a human-centered problem statement in the second stage.  With this strong foundation, trainers can identify new and creative solutions to the problem identified.  There are numbers of way to do so.  Trainers can use brainstorming and mind mapping to find possible solutions for further exploration.

Step 4: Prototype


Trainers can now prepare a preliminary version of some solutions identified in the last stage.  This is called prototyping.  Training program prototypes may be tested within the training team, or in a small group of people outside the L&D team.  This is an experimental stage which aims to identify the best possible solution without using significant resource or time investments.

Step 5: Test


During this phase, it is all about testing out the training solution identified with learners, collecting feedback and adjusting the training content as necessary.  These alterations and refinements are used to gain a deep understanding of the progam and its learners as possible.





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