Universal design for learning (UDL) involves the use of flexible, customizable designs to make learning materials accessible to the greatest extent of individuals. UDL can play a key role in corporate L&D environments, as it can help workers enjoy unparalleled learning experiences.
Principles of UDL
Anne Meyer and David Rose are considered the pioneers of UDL. The pair used cognitive scientific research to develop the principles of UDL, which are based on the idea that people receive and interpret information via three primary neural networks:
The recognition network may be considered the “what” behind UDL. It involves the use of multiple means of representation, so learners can recognize patterns.
The strategic network is the “how” behind UDL. It involves the use of multiple actions and expressions to encourage learners to establish goals, make plans, and determine the best actions based on these goals and plans.
The affective network is the “why” behind UDL. It involves the use of multiple means of engagement, to the point where learners can determine which patterns are most relevant.
UDL is often applied in educational settings, but it can be used in a corporate L&D environment. In fact, if an L&D organization effectively leverages UDL, it can build a diverse workforce.
Benefits of UDL in Corporate L&D
There are many reasons why L&D organizations are increasingly embracing UDL, including:
UDL encourages L&D organizations to make educational tools and resources more accessible than ever before. With UDL, L&D organizations can present information in a variety of ways to help learners gain the insights and knowledge they need to succeed.
UDL accounts for different styles of learning. Since there is no tried-and-true learning formula that works well for all corporate L&D environments, an L&D organization can use the principle of UDL to build a flexible curriculum based on its learners. The result: learners can use this curriculum to build their skill sets in a fashion that suits their educational preferences.
- Employee Satisfaction
UDL reduces the risk that employees will struggle to complete training programs and fail to gain the skills they need to succeed. Conversely, UDL makes it simple for workers to enhance their skills and apply them to their everyday activities. This can lead to increased worker productivity across an L&D organization, along with above-average employee satisfaction and retention.
Leverage UDL in Your L&D Organization
There is no surefire solution to leverage UDL in your L&D organization. Instead, it helps to first consider your learners and what you want to teach them. You can then use this information to develop a curriculum that includes text, audio, and other hands-on learning materials.
Collect feedback from learners, too. This feedback allows you to constantly enhance your learning program and ensure it delivers maximum value for your L&D organization and its staff.
Ready to Build Interactive Courses? LTS Can Help
At LTS, we integrate the latest technology and industry trends into your L&D organization and can help you build learning materials that hit the mark with employees across all departments. To learn more, please contact us today.