In a previous role leading an L&D function, I guided the implementation of Agile methodologies—an experience that profoundly shaped my approach to L&D in every subsequent role. The transition to Agile wasn’t just a change in project management style—it was a paradigm shift that revolutionized our productivity, flexibility, and overall success in delivering impactful learning solutions.
The Journey to Agile
At the time, we faced a significant challenge: adapting to rapid technological changes and evolving business needs at the same speed as our technology rollouts. Traditional project management methods were proving inadequate, leading to long development cycles and delayed feedback loops. This is when I decided to turn to Agile development methodologies.
My theory was tested when my company decided to implement a new enterprise-wide Human Capital Management (HCM) system. The software development team was using Agile, with sprints ranging from 2 to 4 weeks. It quickly became apparent that our traditional L&D processes couldn't keep pace with this rapid development cycle.
Here are 7 the key Agile principles we adapted for L&D, and the lessons I learned along the way:
1. Embrace Iterative Development
We moved away from ADDIE's waterfall approach and adopted a more iterative process inspired by the Successive Approximation Model (SAM). We used Bronze, Silver, and Gold versioning for our training materials, preceded by quick, rough storyboards.
Lesson Learned: This iterative approach allowed us to get feedback early and often, resulting in better-aligned training materials and fewer major revisions late in the process.
2. Prioritize Minimum Viable Products (MVPs)
Instead of creating comprehensive eLearning modules upfront, we shifted to producing short, focused content that could be quickly developed and easily updated. This included 2-5 minute how-to videos and guided learning within the application itself.
Lesson Learned: MVPs allowed us to provide timely support to users while giving us the flexibility to refine and expand our training based on actual user needs. More in-depth learning could be created only on topics where user data told us that learners were having trouble.
3. Establish Cross-Functional Teams
We assigned Product Owners from the L&D team to work closely with stakeholders and software development teams. We also had a dedicated Project Manager to liaise with other parts of the project, including IT, HRIS, and Communications.
Lesson Learned: This close collaboration broke down silos and ensured our training development was always aligned with the latest software changes and business needs.
4. Implement Daily Stand-ups
We adopted the Agile practice of daily stand-up meetings, including our Product Owners. These quick check-ins kept everyone informed about progress and potential roadblocks.
Lesson Learned: Daily stand-ups dramatically improved our team's agility and our ability to respond quickly to changes or challenges.
5. Create a Flexible Backlog
We maintained a prioritized backlog of training needs, which we regularly reviewed and adjusted based on feedback and changing project requirements.
Lesson Learned: A flexible backlog helped us stay responsive to evolving needs while ensuring we were always working on the most important items.
6. Focus on Continuous Evaluation and Improvement
We tracked usage of our training materials through reporting and frequently asked help desk questions to continually refine our offerings.
Lesson Learned: This data-driven approach allowed us to continually improve our training, adding new content where needed and archiving underutilized resources.
7. Establish Clear Service Level Agreements (SLAs)
We created SLAs with the software development team to manage last-minute changes. For example, if changes were added within 48 hours of release, we'd create a quick job aid and then have a week to update our more comprehensive training materials. In this manner, the job aid was accepted as the source of truth, with updated videos to follow.
Lesson Learned: Having clear SLAs helped manage expectations and ensure we could maintain quality while still being responsive to late-breaking changes.
Fostering an Environment for Agility
The shift to Agile L&D wasn't always smooth sailing. It required a significant mindset change for both our team and our stakeholders. We had to become comfortable with releasing "imperfect" materials and refining them over time. We also had to build trust with our stakeholders that this new approach would ultimately deliver better results.
However, the benefits were clear. We were able to deliver more timely, relevant training that could keep pace with rapid change. We always maintained one “source of truth.” Our stakeholders appreciated our increased responsiveness and the continuous improvement of our materials. And as an L&D team, we felt more connected to the business and empowered to make a real impact.
By studying these experiences and continuously applying Agile principles, L&D can drive more effective, responsive, and impactful learning solutions in any organization. While not every project or organization will be fully Agile, I've found that incorporating elements of agility—iterative development, cross-functional collaboration, continuous improvement, and a focus on delivering value rapidly—can significantly enhance the effectiveness of any L&D function. This lesson, learned from leading an L&D team through a significant transformation, remains a cornerstone of my professional philosophy, guiding me in every role I undertake.
Michelle is a Senior Learning and AI Strategist here at ELB Learning.
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