Tips for Increasing Engagement in Learning Design

🤔 How might you infuse more experiential elements into even the most standard Q&A session? This was my question to myself when wrapping up a facilitation course for a client that included a Q&A session. I wanted to be sure it complemented the other experiential sessions and was aligned with the positive adjectives of how participants had already described the course. First and foremost - here is my issue with Q&As: 👎 They are only focused on knowledge transfer, but not not memory retention (the brain does not absorb like a sponge, it catches what it experiences!) 👎 They tend to favor extroverts willing to ask their questions out loud 👎 Only a small handful of people get their questions answered and they may not be relevant for everyone who attends So, here is how I used elements from my typical #experiencedesign process to make even a one-directional Q&A more interactive and engaging: 1️⃣ ENGAGE FROM THE GET-GO How we start a meeting sets the tone, so I always want to engage everyone on arrival. I opted for music and a connecting question in the chat connected to why we were there - facilitation! 2️⃣ CONNECTION BEFORE CONTENT Yes, people were there to have their questions answered, but I wanted to bring in their own life experience having applied their new found facilitation skills into practice. We kicked off with breakout rooms in small groups to share their own experiences- what had worked well and what was still challenging. This helped drive the questions afterwards. 3️⃣ MAKE THE ENGAGEMENT EXPLICIT Even if it was a Q&A, I wanted to be clear about how THIS one would be run. I set up some guidelines and also gave everyone time to individually think and reflect what questions they wanted to ask. We took time with music playing for the chat to fill up. 4️⃣ COLLABORATIVE LEARNING IS MOST IMPACTFUL Yes, they were hoping to get my insights and answers, however I never want to discredit the wisdom and lived experience in the room. As we walked through the questions, I invited others to also share their top tips and answers. Peer to peer learning is so rich in this way! 5️⃣ CLOSING WITH ACTIONS AND NEVER QUESTIONS The worst way to end any meeting? "Are there any more questions?" Yes, even in a Q & A! Once all questions were answered, I wanted to land the journey by asking everyone to reflect on what new insights or ideas emerged for them from the session and especially what they will act upon and apply forward in their work. Ending with actions helps to close one learning cycle and drive forward future experiences when they put it to the test! The session received great reviews and it got me thinking - we could really apply these principles to most informational sessions that tend to put content before connection (and miss the mark). 🤔 What do you think? Would you take this approach to a Q&A? Let me know in the comments below👇 #ExperienceLearningwithRomy

My hot take for the day is that the best thing to do in response to genAI in the classroom has nothing to do with genAI. Instead, we should use any disruption to double down on building classroom communities full of trust and an embrace of the frictionful state of learning. 1. Learn students’ names: perhaps one of the highest ROI things you can do to create a foundation for community. 2. Foster metacognitive habits: help student reflect on what they're learning and how. You want to build independent, active learners instead of passive receivers of information. 3. Teach with transparency: don't hide the ball. Put your motivations and pedagogical decisions on the table. 4. Communicate explicit learning objectives: tell them the point of every assignment and what they're supposed to get out of it. 5. Make communication policies clear: tell them how to get a hold of you and set expectations for when they can expect a response. h/t to Robert Talbert for this one. 6. Create frameworks for feedback: help them understand how to give and receive feedback. I really like @kimballscott's framework of Radical Candor for this. 7. Double down on active learning: get them engage in the work of learning. This is fun and often looks a lot like play! Don't just talk at them but get them talking to you and to each other. 8. Encourage experimentation: iterative improvement and failure is the way. 9. Cultivate community: help them fully leverage the rich relational web that is in the background of every classroom. This is so often untapped. 10. Connect individually with each student: it might be challenging, but do your best to get to know each student as an individual person. Feeling like you're seen and that you belong matters. 11. Build shared responsibility for learning: teacher and student both have to bring something to the table for learning in the classroom to happen. Call this out explicitly and have a conversation about what everyone is bringing. 12. Get alongside students: try to avoid being in front all the time but get beside your students so that they see you are on their side and wanting them to succeed. 13. Model vulnerability: when you mess up, and you will, own it. Much easier for them to do it if they see it from you. 14. Reframe from "have to" to "get to": everybody has some level of agency in their choice to be in the classroom. Remind everyone of the opportunity and privilege it is to be in a classroom. 15. Trust your students: what if you gave your students the benefit of the doubt and trusted them until they gave you a reason to do otherwise. 16. Offer opportunities for failure and retries: learning happens when we try, fail, reflect, and try again. 17. Embrace friction: learning, like any worthwhile activity, is hard work. Instead of looking for a frictionless experience where we accomplish things without effort, encourage students to dig into the worthwhile challenge of learning something new and growing.

The engagement gap: why traditional online learning metrics hide the real reason students disengage. Most platforms track completion rates. But they miss what really matters. Isolation kills motivation faster than any technical glitch. Here's how to build real connection in virtual spaces: 1️⃣ Community-First Design • Break the solo learning trap • Foster peer relationships • Create belonging through structure ↳ Group projects that actually work ↳ Guided discussions that spark dialogue ↳ Micro-communities that stick together 2️⃣ Real-Time Connection Points • Schedule virtual coffee chats • Host informal study groups • Break down social barriers ↳ Weekly check-ins build momentum ↳ Informal spaces encourage bonding ↳ Small groups maximize interaction 3️⃣ Peer Support Networks • Match learners strategically • Enable organic mentoring • Build accountability partnerships ↳ Buddy systems drive completion ↳ Peer feedback loops work magic ↳ Support circles prevent dropout 4️⃣ Active Instructor Presence • Show up consistently • Engage authentically • Guide conversations naturally ↳ Regular office hours matter ↳ Personal responses build trust ↳ Active participation sets the tone 5️⃣ Inclusive Space Design • Clear community guidelines • Diverse representation • Accessible support systems ↳ Everyone feels welcome ↳ All voices get heard ↳ Support reaches everyone The secret isn't more content. It's better connection. Build community first. Everything else follows. How are you designing for connection—not just completion—in your online learning spaces?

Dr Ashwin Mehta shared something that really made me rethink gamification in corporate learning. After 10+ years designing technology transformations and a PhD in technology adoption, he brought up this perspective that caught my attention: "People don't do corporate learning for fun. They do it for an outcome." Most L&D teams are focused on points, badges, and leaderboards — what Ashwin calls the "low-hanging fruit" of gamification. But he's seeing something different work: The same narrative structures that make us binge-watch Rick and Morty or get lost in The Godfather. Ashwin's insight really reframes how we think about engagement: It's not about making learning feel like a game. It's about understanding what drives human motivation at the deepest level. Here's what's working right now: → Personalization at scale — using data to create truly individualized learning paths, not just surface-level customization → Immersive storytelling — borrowing frameworks from film and gaming to create emotional investment in outcomes → AI-powered creativity — leveraging generative AI to bridge the gap between vision and execution for teams without traditional design skills → Autonomy-driven design — understanding that engagement comes from choice and agency, not external rewards The companies getting this balance right aren't just improving completion rates. They're fundamentally changing how their workforce approaches skill development. Ashwin's challenge to every learning leader: "To have a meaningful learning experience, we need people to step up in terms of creativity." 🎥 Watch the full conversation below 🔄 Share this if you think storytelling matters more than scorecards in learning design What's the most creative approach you've seen to employee engagement? #BusinessAIPlaybook #LearningInnovation #Gamification #AITransformation #FutureOfWork

Did you know emotional engagement can boost learning retention by as much as 30%? When learners are emotionally connected to the material, they’re more likely to pay attention, absorb information, and retain it over time. Emotional connections spark curiosity, motivation, and personal relevance—three essential ingredients for effective learning. So, how can we design emotionally engaging learning experiences? Here are a few strategies: ✨ Storytelling: Stories captivate us. Craft narratives that resonate with your audience and relate to the subject matter. For example, sharing a real-world success story can inspire learners to see the material as personally meaningful. ✨ Relatable Scenarios: Put learners in situations they recognize. Scenarios reflecting their day-to-day challenges can help them connect deeply and see the direct application of what they’re learning. ✨ Visual and Emotional Design: Use imagery, colors, and tone that evoke the desired feelings. Whether it’s hope, excitement, or determination, visuals can amplify the emotional impact of your lessons. ✨ Interactive Activities: Let learners immerse themselves in role-playing, simulations, or decision-making exercises. These approaches make content more relatable and memorable. ✨ Empathy-Driven Content: Show that you understand the learner’s perspective. Acknowledging their challenges and aspirations builds trust and emotional resonance. Emotionally engaging learning isn’t just “nice to have”—it’s a game-changer. It transforms passive consumption into active, meaningful engagement and improves retention. How do you tap into emotion to make learning experiences more impactful? #InstructionalDesign #LearningRetention #EmotionalLearning #Storytelling #eLearning

🔴 Learners don’t disengage because they’re lazy. They disengage because the learning isn’t working for them. If your training isn’t connecting, motivating, or leading to action, one of these mistakes is likely the culprit: 🚫 Content overload – More isn’t better. It’s exhausting. ✅ Cut the fluff. Focus only on what helps learners achieve the goal. 🚫 Passive content – Reading slides isn’t learning. ✅ Get learners involved—make them think, interact, and apply. 🚫 No focus on behavior – Knowledge without action is useless. ✅ Design training that changes what people do. 🚫 One-size-fits-all approach – Not every problem needs a course. ✅ Be strategic. Use the right solution for the right content. 🚫 No practical application – Knowing about something isn’t the same as knowing how to do it. ✅ Use scenarios, simulations, and real-world practice. 🚫 Ignoring emotions – Learning is human. If people don’t care, they won’t engage. ✅ Make it personal. Create relevance, connection, and meaning. Engagement isn’t about making content look exciting. It’s about making learning matter. 🤔 What’s one change you’ve made that improved learner engagement? ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Share this post if you found it helpful. 👆 Follow me for more tips! 🤝 Reach out if you need a high-quality learning solution designed to engage learners and drive real change. #InstructionalDesign #LearningThatSticks #MakeLearningWork #LearningAndDevelopment

You can have great content. A dynamic facilitator. Even the best intentions. But if the learning experience isn’t built for adults, It’s built to be forgotten. Here’s what traditional training misses— and what great LXD gets right: Problem-Solving → Adults want to solve real problems. → Make learning actionable, not abstract. Time Flexibility → Adults need flexibility. → Offer choice in how—and when—they learn. Application → Adults prioritize learning they can apply. → Show them how it fits into their day-to-day. Self-Directed → Adults are self-directed. → Let them take the wheel. Life Experience → Adults bring experience. → Build on what they already know. Active Learning → Adults thrive on active learning. → Make them part of the process. Self-Motivation → Rewards are nice—but they need purpose. → Meaning drives long-term change. Relevance → Adults demand relevance. → If it doesn’t connect, it won’t engage. Hands-On → Adults learn best through experience. → Practice builds confidence Goals-Driven → Adults are goal-driven. → Connect learning to what they’re working toward. Design with these in mind— and the impact will extend well beyond the training. But design is just the beginning. Follow-up support makes the learning last. Hristo Butchvarov's inspired this infographic. His carousel stopped me mid-scroll. Check out his carousel here: https://lnkd.in/eqpHamyP Follow Michele Klein. ♻️ Repost to help others.

Ever watch your learners' engagement gradually fade in a digital experience, despite compelling content? It’s a common frustration, but often the solution lies in a fundamental human need: a true sense of control. That feeling hit me yesterday on a long bike ride around the island I live on, gazing across the bay at San Francisco in the distance. That expansive view, with its implied freedom to choose any path towards that distant goal, powerfully mirrors the allure of well-designed exploratory experiences. It’s this spirit of exploration and self-directed discovery that games like the recent Zelda titles capture so brilliantly. As I explored in a previous article for UX of EdTech on how games create deep flow (link in comments), a key is empowering users: "Instead of the game dictating where you go and what you do, it offers a vast, interactive world and the tools to explore it freely... empower[ing] you to define your own goals, experiment with solutions, and ultimately control your own adventure." This principle is deeply rooted in motivational psychology. Self-Determination Theory, for instance, highlights that fostering a sense of autonomy (or control) is critical for intrinsic motivation and deep engagement. When individuals feel they have meaningful choices and can direct their own path, their persistence and mastery skyrocket. For EdTech and learning platforms, this means designing experiences that provide learners with genuine options to exercise autonomy – perhaps through choices in learning methods, tools, resources, or allowing them to set their own pace and goals. It’s about shifting from dictating a path to providing a landscape for supported discovery. How are you empowering your users with a sense of control? What does their adventure look like? #UserEngagement #EdTech #LearningDesign

Good content and guide from Meredith Metsker 🎯 Career Educators: Gen Z is cjhanging student engagement Traditional career centers are becoming obsolete. In-person visits and classroom presentations aren't cutting it anymore with Gen Z students 💡 What Gen Z Actually Wants: ✅ Digital-first experiences with modern, intuitive design ✅ Authentic content from peers, not polished marketing ✅ Video learning (91% prefer it over text) ✅ Personalized resources based on identity and interests 🚀 Strategies That Are Driving Results: Virtual Career Centers → University of Washington saw 533% increase in engagement by consolidating resources into one sleek digital hub Student-Generated Content → Penn created year-long blog content from 150+ students sharing their real internship experiences Curriculum Integration → University of Oregon achieves 90% participation by embedding career assignments in required courses Creative Programming → "Improv for Interviewing" workshops and ATS simulations beat traditional resume reviews Social Media Presence → Meeting students where they consume content daily Labor Market Transparency → Real-time salary data addresses their ROI concerns The Bottom Line: Career services that embrace Gen Z's digital expectations and authenticity preferences see dramatic engagement increases. It's time to stop expecting students to adapt to our old methods and start meeting them where they are. #CareerServices #GenZ #HigherEducation #StudentEngagement #CareerDevelopment https://lnkd.in/e-8HJQpa

Sitting through another online event, nodding along, but not really feeling engaged? I just experienced this feeling last week in an online webinar. There has been trouble with tech, which consumed a lot of time, there was little interaction with the participants, and the wasn’t quite built for everyone in the room. I left feeling disappointed and unmotivated. I've been moderating events, facilitating workshops, and giving trainings now for over 20 years. In this time, I’ve learned that truly engaging and great events are rare. The good part: it is a skill that people can learn. Three takeaways that I share with folks who are just starting out or for those with more experience who could also need a check-in from time to time are the following: Preparation is key. Always keep the audience in mind. And, offer various ways to learn. Preparation: With the goal and purpose in mind you should design the event. From opening with welcoming, sharing the agenda and rules of engagement to delivering the content to closing with a summary and feedback. Do several dry runs, meaning that you go through your whole program without audience or maybe with colleagues who can give constructive feedback. Also consider which tech will be used and test it before using it. Audience: The event is not for you; it’s for the audience. What do you know about the people who are attending? Do the participants know each other? Which questions could you ask to learn about their expectations, needs, and knowledge? You can do that, i.e,. through polls, surveys, or discussions. Be flexible and don’t be scared to adjust the agenda if needed, and communicate why you are doing what you are doing. There have been so many times that I was a participant and I couldn’t follow the instructions, or I didn’t understand what was asked of me. Learning: People learn differently. By offering various ways to learn, engage, and participate, everyone in the room has a chance to achieve the set objectives. It might be useful to make learning and reflection materials accessible prior to, during, and after the event. Some people prefer working alone while others prefer working in groups. Some need to hear, others need to read content. Don't just think about what you like, but educate yourself about what people with different ways of thinking need. And let me be clear. You'll never please everyone in the room. That’s okay. But by following the above-mentioned tips, you can get pretty close. And remember, there is help out there - hello Ellen and team 👋🏾 What is important to you in virtual spaces? What have been good or bad experiences? Do you need help in creating more engaging and inclusive events? Send me a DM. #Facilitation #Workshops #Training #Virtual #SaferSpaces ALT- Text in the comments.