Courses and Pathways each have their own purpose, so choosing to use either of these content types will benefit your Users on their learning journey, and make creating effective learning a seamless process for Managers (and Admins).

Creating a learning journey that takes your team members from novice to expert is not always an easy feat. With Courses often being singular experiences - meaning a subject is learned as a one-off experience - a Learner will become upskilled, but this learning can often be isolated from knowledge gained in other, separate Courses.

Pathways enhance the process of upskilling team members, by taking multiple Courses all centred around the same or similar topics, and showing Users how these are all linked to the same learning journey. So for example…

Experiencing personalised learning means that your Users will feel reassured that their Managers are listening to what their professional and personal development needs are.

This is a great way to start building a relationship around personal development plans and short or long-term goal setting.

To reach any goal, it takes a collaborative effort. Not only do Pathways allow Users to work with their Managers in developing their skills, but it also allows for Managers to come together and share their expertise where needed.

Whether developing the skills of a new starter, or a veteran member of your organisation, Managers who are knowledge experts will be able to produce content that, together, will allow the User to specialise as they are receiving content from multiple minds.

For example…

Essentially, Pathways allow Managers to combine what they know, with their creative flair and cross-team objectives. Such collaboration also allows for easier access to reporting for both Managers and ensures content quality remains high, thanks to multiple eyes on the Pathway’s content.

Time spent is not just about how long team members spend engaging with content, but also applies to reporting as well. With Pathways, Managers can track insights in real-time, with the ability to export data making it easier to identify what’s working, and where improvements can be made.

No longer do Managers need to go through each individual Course, one-by-one, to get an understanding of how much progress Users are making, as the Content insights for Pathways allow for quick and precise progress, time spent and more.

Having this information means Managers can identify the strong/most enthusiastic Learners, and therefore the potential knowledge experts, going forward.

For example…

“More engagement” is just one of a variety of goals often set by both L&D and team managers, within an organisation. It’s the most challenging aspect of learning, however Pathways eliminates this issue, thanks to a blended learning experience, whereby your Users can consume different content types - at any point within their Pathway - that cater to their learning style.

From Live Classes to Nuggets, HowNow+ courses to those from your content library, Pathways give a structured learning journey to assigned Users, that allow them to benefit from having a dynamic way of learning a subject matter, and not just one form of consuming content.

Managers can reduce the time it takes to create engaging content (reported as being 155 hours-worth), using a myriad of content types throughout the Pathway. Taking pre-existing content that covers writing, listening, watching and Assessments is a wining recipe for upskilling your teams.

Sometimes information is best given in short spurts, for Users to take in quickly or perhaps in a more efficient, microlearning manner. This is the primary purpose of Nuggets.

Previously, Nuggets were used as Playlists, to act as ‘pathways’ where Users could find various content items in one place for them to navigate. However, creating a Pathway provides a better structure for deep-dive learning, where a moment can be included, but is not part of the overall experience.

Managers should still keep Nuggets as great ways to introduce an entire Pathway, or to explain Sections, which often are used as subtopics within the broader subject.

Diving deeper into a User’s learning experience, we have Courses, SCORMs, Live Classes/Webinars and Events. These content types give more context and allow Users to challenge their understanding.

Completing such learning always results in team members having taken away a new skill, more questions (great for upskilling through clarity) and lots of information to take away and digest later.

Each of the content types mentioned above, are created with a goal in mind. The purpose is to find out what Users know, educate them on what they don’t know and make the experience as interactive as possible (different Assessment types, live workshop tasks, etc.).

It’s not about needing more content, but rather better content, and this is what Pathways allows Managers to do.

Keeping Users upskilled through means of collating the most relevant existing content from across your workspace, ensures that they stay focused on improving their knowledge of a subject matter, without veering off.

Again, Managers can provide different materials that benefit Users regardless of whether they’re an auditory learner, visual, pragmatic or unconventional. Pathways are about giving control to the User on how they want to learn, while at the same time, ensuring that everything remains relevant for them.

Having the knowledge on what is engaging your team members to be persistent with their education, and where content may fall short, is invaluable for Managers. They can report in one place, on how well content captures a message and what users are taking away from specific content types, levels and more.

There are also major benefits to using Pathways that make creating and reporting on, a seamless job…

One of the most vital forms of training for many organisations is compliance. This can often be a stressful period, in which L&D Managers, HR and Legal, work around the clock to produce and assign Courses that cover all the relevant compliance requirements. Then, the completed learning data may be shared in a scattered way.

Pathways gives Managers the control to construct a journey that includes all relevant compliance content in one place, making it simple for Users to complete their Courses and/or SCORM Courses back-to-back, or easily return to it later.

It in turn, makes tracking compliance progress an easy process, as Managers can visit their Pathway, check the Progress details for a User, and send them a message to remind them that, only 1 content item in Step 4 needs to be done, in order to complete the entirety of their compliance training.

Tracking onboarding progress is straightforward when using Pathways, as it gives Users the perfect order of stages to go through, when familiarising themselves with company policy, resources, product/service knowledge, etc.

Managers creating Pathways to onboard new starters also help to give them a great first impression of your workspace. A Pathway will be easy for Users to get accustomed to, as upon first navigating your work space, they may not be accustomed to finding and saving individual Courses.

Identifying where exactly within a Pathway, a new starter may be having trouble, is a benefit to both the User (they can receive support on specifics), and also the Author (they can see where content may need to be simplified, or more information given).

Upskilling a team member will always require structured progression. This means, making things more challenging as they go along. In the case of developing leaders within your organisation, these Users can see their learning journey and therefore improve their confidence, ready for their new role.