| name | learning-experience-design |
| description | Designs courses, workshops, training, tutorials, and job aids that change behavior — gap diagnosis, practice, feedback, motivation, transfer. Use when people need to learn a skill or adopt a process. Product onboarding → user-onboarding/feature-discoverability; managing reports → people-management. Triggers: training, course, workshop, curriculum, practice, feedback, job aid. |
Learning Experience Design
Sources/gaps — references/sources.md maps the Dirksen/UPD corpus; unresolved training artifacts and measurement candidates live in references/coverage-gaps.md.
Start With The Gap
A learning request is usually misdiagnosed as a content request. Dirksen's frame: "The end of the journey isn't just knowing more, it's doing more." Before making slides, name the performance gap:
- Knowledge gap — they lack information, concepts, examples, or a mental model.
- Skill gap — they cannot perform yet. Test it with: "Is it reasonable to think that someone can be proficient without practice?" If yes, it is not a skill; if no, design practice.
- Motivation/attitude gap — they know what to do but do not choose it: "If somebody knows what to do, but chooses not to do it, that's a motivation gap."
- Environment gap — the process, tools, incentives, time, references, or job aids do not support the behavior.
- Communication gap — the directions are vague, conflicting, or unsupported by leadership; this may not be a learning problem.
If the answer is "they need all five," sequence them. Do not use a suspension bridge to fix a pothole: a two-day course cannot repair a process, a missing manager, or a bad interface by itself.
Know The Learner In Context
Avoid learner personas that are only demographics. You need motivation, current skill, context, and the learner's model of the world.
