Learning That CLICS

1. CLICS Framework: A Science-Based Approach to Effective Learning Analysis

CLICS is a domain-based framework, grounded in social and organizational psychology and neuroscience concepts, that defines how our brains learn most effectively.

CLICS demystifies learning. The framework addresses five crucial domains: Capacity, Layering, Intrinsic enablers, Coherence, and Social connections. Each domain is rooted in scientific principles about how the human brain processes, retains, and applies information.

Practical application in organizations. CLICS guides learning professionals through a structured analysis process, ensuring that learning solutions are tailored to both learner needs and organizational context. By considering both learner-relevant and workplace-relevant factors, CLICS helps create more effective and sustainable learning experiences.

Key components of CLICS:

• Capacity: Managing cognitive load
• Layering: Optimal sequencing of information
• Intrinsic enablers: Activating personal motivation
• Coherence: Aligning new and existing knowledge
• Social connections: Leveraging interpersonal support

2. Capacity: Managing Cognitive Load for Optimal Learning

Working memory is finite and can quickly reach capacity.

Cognitive overload hinders learning. When designing learning experiences, it's crucial to consider the limitations of working memory. Overloading learners with too much information at once can lead to poor retention and application of knowledge.

Strategies to enhance capacity:

• Chunking: Breaking information into manageable pieces
• Spacing: Distributing learning over time
• Enhancing fluency: Making information easier to process
• Mnemonic techniques: Using memory aids to improve recall

By applying these strategies, learning professionals can create more effective learning experiences that respect the brain's natural limitations and optimize information processing.

3. Layering: Structuring Information for Deep Understanding

Layering concerns the optimal framing, structuring, sequencing, and repetition of concepts to ensure deep learning.

Build on existing knowledge. Effective layering involves connecting new information to learners' existing mental models or schemas. This approach helps learners assimilate new concepts more easily and creates stronger, more lasting memories.

Key principles of layering:

• Schema acquisition: Building on existing mental frameworks
• Spacing: Distributing learning over time for better retention
• Repetition: Reinforcing concepts through multiple exposures

Practical application of layering in learning design:

1. Assess learners' baseline knowledge
2. Sequence content from simple to complex
3. Provide opportunities for practice and reinforcement
4. Create connections between new and existing knowledge

4. Intrinsic Enablers: Fostering Personal Motivation in Learning

Intrinsic enablers are the motivating conditions required to enhance intrinsic motivation, to generate personal relevance and foster lasting learning.

Tap into internal drivers. Intrinsic motivation is key to deep, lasting learning. When learners are internally driven to engage with content, they're more likely to retain and apply what they've learned.

Four key factors of intrinsic motivation:

1. Competence: Feeling capable of mastering the material
2. Autonomy: Having control over one's learning experience
3. Relationships and Connections: Feeling connected to others in the learning process
4. Self-Concordant Goals: Aligning learning objectives with personal values

To design effective learning experiences, consider how to incorporate these factors:

• Provide opportunities for learners to demonstrate and build competence
• Offer choices and flexibility in learning paths
• Foster a sense of community and collaboration among learners
• Connect learning objectives to individual and organizational goals

5. Coherence: Aligning New Concepts with Existing Knowledge

Coherence is the cognitive ease with which information fits together and amplifies related ideas.

Create meaningful connections. When new information aligns seamlessly with existing knowledge, learners can more easily process, retain, and apply what they've learned. Coherence reduces cognitive dissonance and enhances overall learning effectiveness.

Strategies to enhance coherence:

• Draw parallels between new concepts and familiar ideas
• Use visual aids and infographics to illustrate relationships
• Provide real-world examples and applications
• Address potential conflicts with existing knowledge

By focusing on coherence, learning professionals can create more intuitive and memorable learning experiences that build upon learners' existing mental frameworks.

6. Social Connections: Leveraging Interpersonal Support for Learning

Social connections relate to the interpersonal support structure (be that physical, emotional, and psychological) necessary to learn optimally and to be effective.

Harness the power of social learning. Humans are inherently social beings, and learning is often most effective when it involves interaction with others. Social connections can enhance motivation, provide opportunities for practice and feedback, and reinforce learning through shared experiences.

Key elements of social learning:

• Peer-to-peer interactions
• Mentorship and coaching
• Collaborative problem-solving
• Role modeling and observational learning

Incorporating social elements in learning design:

1. Create opportunities for group discussions and projects
2. Implement peer feedback mechanisms
3. Establish mentoring programs or buddy systems
4. Showcase success stories and best practices from within the organization

7. Designing Solutions with CLICS: From Analysis to Implementation

CLICS is intended to help learning professionals and stakeholders analyze the essential elements that impact how learning occurs in our brains and is reinforced (or not) in the environment—long before executing the design, development, and delivery of a potential learning solution.

Apply CLICS throughout the learning lifecycle. While CLICS is primarily focused on the analysis phase, its principles can inform all stages of learning solution development, from design to delivery and evaluation.

Key considerations when applying CLICS in design and development:

• Capacity: Use chunking and spacing techniques to manage cognitive load
• Layering: Create a logical sequence of concepts and build on existing knowledge
• Intrinsic Enablers: Incorporate elements that tap into learners' internal motivations
• Coherence: Ensure new information aligns with and builds upon existing knowledge
• Social Connections: Integrate opportunities for collaboration and peer learning

By consistently applying CLICS principles, learning professionals can create more effective, engaging, and sustainable learning experiences that truly meet both learner and organizational needs.

8. The Future of Workplace Learning: Embracing Human-Centric Approaches

Our call to action: Make learning more human-centric.

Adapt to changing work dynamics. The future of workplace learning is being shaped by three fundamental shifts: integration of work and life, more deliberate decision-making, and a focus on meaning and humanity in work.

Key trends shaping the future of workplace learning:

• Increased demand for flexibility in when, where, and how learning occurs
• Greater emphasis on soft skills and emotional intelligence
• Rising importance of well-being and mindfulness in the workplace
• Growing recognition of the power of social connections in learning

To prepare for this future, learning professionals should:

1. Embrace behavioral science insights to inform learning design
2. Focus on creating personalized, adaptive learning experiences
3. Leverage technology to support, not replace, human-centric learning
4. Foster a culture of continuous learning and growth mindset within organizations

By adopting these approaches, learning professionals can help create more engaging, effective, and meaningful learning experiences that support both individual and organizational success in the evolving world of work.

Last updated: July 28, 2024