In the previous posts in this series, we discussed how to leverage Design Thinking modes to help create more effective learning experiences. In some respects, the Design Thinking modes (Empathy, Define, Ideate, Prototype) are similar to the traditional ADDIE process steps of Analysis, Design, Develop and Implement. We think the key differences between the two, however are quite stark. We’ve separated them into these elements:
- A more radical collaboration among the internal and external teams
- The ability to gain deep user insight
- Heavier reliance on prototyping
Too often, we fail to both effectively collaborate with our internal teams while designing learning experiences, and to foster a deeper collaboration with external stakeholders and the audiences we support. By conducting what we refer to as radical collaboration, you let go of the ego-centricity that many learning designers fall back on -- especially those of us that have many years’ experience doing what we do. We look at radical collaboration as “checking your ego at the door” and encourage people to provide input every step of the way on the solution being built. This is where you may consider adding elements of Agile into your process: daily stand-ups where you share what you’re working on with your team, granular user stories where you work out features and benefits, and constant feedback opportunities to ensure you’re on the right track.