Agile Learning, along with agile instructional design, is any method of creating training materials that emphasizes efficiency, adaptability, and teamwork.

We frequently use the word “agile” in connection with software engineering. However, additional business units have embraced agile methodologies to assist them in swiftly pivoting in response to changing market conditions. The method for creating educational opportunities in the modern, digital world might substantially benefit from agile Learning, according to L&D executives. Hence, agile Learning became a popular approach among companies in the first place.

Agile welcomes speed as well. L&D professionals must be able to quickly produce and disseminate a massive quantity of curriculum materials because they frequently face the problem of implementing highly complex training.

How to Begin an Agile Learning Project?

agile learning

Adopting Agile Learning requires much planning and research regarding language, deadlines, and methods. As a result, it’s simple to feel intimidated when starting with agile technologies in your firm.

First, you don’t have to be a specialist, which is fantastic news. An iterative process is essential, similar to the fundamentals of agile Learning. Don’t be scared to explore and make adjustments until your firm’s agile training procedures are flawless.

Begin with agile research and training

Although the fundamentals of Agile stay constant, organizations and functional departments frequently apply it quite differentially. Consider spending some time researching particular instances of how other L&D teams have implemented the technique, even though you may have read a bit about the fundamentals of agile Learning and have a notion of how it needs to look. You can learn helpful information or viewpoints that weren’t apparent in your original inquiry.

Speaking with other departments in your organization that have already embraced an agile methodology is also a brilliant idea. An excellent place to begin would be with your IT/engineering staff. When a group within the corporation has already applied it effectively, they could be capable of providing guidelines or frameworks unique to your business. You will thus be better prepared to determine what will suit your organizational culture.

Pick an agile kick-off project carefully

agile training

Choose a forthcoming project with care. And it would be great if you had a say in selecting the team that would undertake the task. Choose an initiative that is already quite likely to succeed and is not currently of utmost importance. But there must also be a committed sponsor who might support the new technique and assist in moving the project ahead.

Avoid picking a task that is in progress, complicated, or has previously encountered difficulties. You would want to establish your firm’s agile learning crew to be successful at this early experimental phase and determine what performs for your corporate structure.

An excellent place to begin is through a microlearning activity. The tasks will be simple to fit within your chosen timetable because they are brief by nature.

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Develop a dedicated team to execute agile Learning

A hesitant squad is the last element you need when starting with agile Learning. As a result, select members of your team who are:

  • Open-minded
  • Initiative-driven
  • Excellent communicators

Remember that you’ll also give various team members to play particular agile roles. As you grow the agile learning initiatives, additional team responsibilities can be required, particularly for more challenging projects. Seeking expert advice will assist you in setting up your initial agile crew and selecting the appropriate candidates for each role.

Keep track of your progress

agile methodology learning

A trial phase and a handful of test projects are required when using agile Learning to determine what works best for your teams. Therefore, keeping a careful eye on the process and recording any obstacles, successes, bottlenecks, or gains along the route is imperative.

You will iron out the kinks in your agile learning design techniques and edge nearer to the desired productivity levels with each task. Additionally, you ought to participate in the initiatives as an agile learning advocate to support, direct, and provide insight to the key stakeholders, SMEs, and everyone interested.

Choose roles over technologies

Although there are numerous tools for project management with an agile concentration on the market, adding it to your firm’s tech stack shouldn’t be your top priority at this early stage.

Finding technologies that can assist you in streamlining the processes and retaining better oversight will probably become vital as you extend agile Learning throughout all instructional activities. However, righting the responsibilities and procedures on a few test projects must be your first goal right now.

Establish a backlog

A “Backlog” is a crucial tool for prioritizing your team’s workloads and outlining every task that must be completed to create one curriculum or learning opportunity. The administrator and guardian of this database is the product manager. They must therefore put together, order, and upgrade the backlog.

The backlog differs from a “to-do” checklist because it can never be considered “finished.” The backlog must be regularly updated and expanded as the work proceeds and requirements change. The backlog must also be comprehensive. Don’t be hesitant to dig into the specifics and divide jobs into smaller, more manageable pieces.

Create a Sprint-first plan

Agile Learning

A “Sprint” is a concept in the agile training methodology. It’s a predetermined time frame wherein an agile learning crew must finish a predetermined number of activities to develop and enhance the final product.

Pick a time frame

A precise timeline for the Sprints must be chosen. This chronology varies between organizations and even between teams. However, they are never longer than 30 days.

Depending on what works for your organization and instructional strategy, you may choose to adjust your sprint lengths as you establish agile learning methods.

Choose your items

Pick tasks from the backlog your team wants to finish during this project as you design your initial Sprint. The team must select the tasks with the most significant priority level before deciding who should be in charge of completing them.

Hold regular stand-ups

A crucial component of agile Learning, which assists in keeping the team on schedule, is the routine check. Collectively, employees are to figuratively “stand up” for no more than 15 minutes once each day. It should occur once daily, ideally at the exact time.

Each member of your agile learning team ought to give a brief update during the stand-up on the following:

  • Accomplishments of the prior day
  • What they are going to work on currently
  • Any difficulties or hurdles they require help with

The daily stand-up isn’t a place for decision-making, discussion, or argument. Individual meetings with teammates affected by a project or problem should be held if it needs more investigation.

Hold reviews

Agile Learning

Establish a time frame for reflection on the completed work, the procedures followed, and the end version after each project. The team examines how to streamline operations for the upcoming initiative as they present their progress to one another.

Engage qualified professionals

Individuals unfamiliar with agile methodologies are frequently wary about adopting such a fundamentally different mode of operation. Therefore, you may require some effort to inform them of the advantages of agile Learning.

Consider scheduling intensive agile training with a third-party specialist for you and your staff. That’s a fantastic way to orient everybody to the process and familiarize them with the fundamental concepts and vocabulary.

What Advantages Does Agile Learning offer?

Agile Learning offers several cross-company advantages. Agile Learning encourages a mentality of adaptability, flexibility, and receptivity since, by nature, it is not so constrained by norms and drawn-out processes. And all kinds of positive things come from this thinking. Positivity includes:

Ability to adapt to change

Agile learning guarantees that your staff members will be capable of catching up quickly with rapid changes in the organization. Sure, it aids in developing a variety of skills, but more importantly, it instills in them a willingness to take chances and maintain an open mindset. Employees must take lessons from both their accomplishments and disappointments. These traits will become even more crucial after the outbreak, as Linda Cai from Aon notes in this article.

Better teamwork among teams

Agile Learning

Based on Gallup’s research, only 30% of Americans and 36% of Europeans strongly feel that their colleagues share information. No, this is not positive, in case you weren’t aware.

Businesses no longer have the financial means to run independently, with one branch utterly oblivious to how the others are doing. Agile Learning encourages sharing knowledge and cross-team collaboration, which lowers the likelihood of losing important information.

Higher customer focus

Agile Learning and customer orientation go in tandem. And besides, the objective is to provide a setting in which the decision-making cycle undergoes acceleration and in which there is a continuous feedback loop. According to Allego’s CRO George Donovan in a Forbes article, agile teams in this set build business operations on what consumers expect the most.

Utilizing interactive multimedia and digital training, agile Learning keeps staff alert regarding each customer service situation. The advantage of online training in customer service is that you can immediately alter and modify the material to handle new problems and client complaints.

It should go without mentioning that this enhanced attention to customers has a significant, beneficial effect across the entire company. 

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Increased general effectiveness

Companies are more successful when they take an agile learning-focused strategy to staff training. Why? Since it educates staff members that trying new things and making mistakes are acceptable. It fosters a corporate culture where Learning and experimenting are valued more than following the rules out of caution for fear of failing.

Demand-based training

The world is moving at an unprecedented rate thanks to the digital era. We are more interdependent in every aspect of our society, modern routines, and economy.

More prompt reactions are required when changes happen more quickly. Sales representatives, marketing teams, computer programmers, and operators can shift with the business swiftly and react to dynamic market pressures. By implementing agile learning technologies, L&D can now catch pace with the educational demands this environment generates.

Solutions for agile Learning include a variety of approaches, best practices, and team configurations. It makes it possible for your L&D department to satisfy the need for corporate training with the following:

  • Accelerated marketing time for training programs
  • Improved cooperation initiatives
  • Development using an iterative process

Cooperation with other stakeholders and SMEs

Agile Learning

Working with subject matter experts (SMEs) is a regular source of frustration for instructional designers. SMEs and learning teams frequently disagree on priorities, deadlines, and leadership support.

Agile Learning reduces this friction in several ways:

  • Horizontal team structure
  • Collaboration that is frequent and ongoing
  • High standards of responsibility
  • Duties and responsibilities with clear definitions

Employee engagement

Spending weeks or months creating experiential Learning only to receive poor student feedback and low engagement rates are incredibly disheartening. Furthermore, it isn’t L&D’s mistake that this occurs.

Learner participation or input during the design phase is generally quite limited in conventional learning design frameworks. Therefore, it is understandable that there could be a gap between what you’ve generated versus what your learners would like if they saw only the finished product.

Continuous learner assessment of your curriculum planning is a critical component of the agile learning methodology. It enables your learning team to complete course design revisions more swiftly and guarantees that the user’s needs and preferences always guide the agile learning group’s operations.

Consequently, your learners will be more engaged in your programs, and you will receive more complimentary feedback about how your classes are designed.

And even though you don’t exactly achieve the point on the original launch, agile Learning’s cyclical structure makes it simple to swiftly try again if you didn’t meet the goal the first time.

Minimal risk of surprises

In light of present procedures and customary educational project management techniques, L&D may find it difficult to adjust as quickly as needed in the face of unexpected circumstances. Unpredictable resource requirements might make changes expensive.

Agile learning methods, however, entail predictable pricing and delivery schedules. Each Sprint you complete has a set time limit. As a result, the price is established and foreseeable from the start. Additionally, because agile Learning involves so many iterations, estimating the cost of learning projects and functionalities will get much simpler over time. The agile approach is democratized and made less esoteric by agile Learning.


Your staff training will be less rigid, more rapid-fire, and more effective if you use an agile learning process. Most importantly, it aids in creating an agile corporate culture. It is a work environment where people feel heard, valued, and daring enough to try new things. This culture enables businesses to flourish in this chaotic, always-changing environment.

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