The Complete Guide to Personalized Learning Journeys

A practical resource for creating tailored learning experiences that drive engagement and results.

In today's rapidly evolving workplace, one-size-fits-all training simply doesn't deliver the results organizations need. Every learner brings unique experiences, skills, and goals to the table—and deserves an experience that acknowledges their individuality.

This guide provides practical frameworks and actionable strategies to implement personalized learning journeys that boost engagement, accelerate skill development, and deliver measurable business outcomes.

We've crafted this resource specifically for three key roles that shape learning experiences:

• L&D Managers who provide strategic oversight of learning strategy and business alignment
• Program Managers who handle implementation, operations, and success tracking
• Learning Designers who craft content and learner interactions

As you move through this guide, you'll find role-specific insights highlighted throughout to help you apply these concepts to your specific responsibilities. Let's begin transforming how your organization approaches learning.

Why Personalization Matters

The Business Case for Personalized Learning
Organizations implementing personalized learning journeys consistently report significant improvements in training effectiveness. Research has shown that personalized approaches can increase completion rates by up to 70% ¹, while reducing the time to proficiency by as much as 30% for many roles ².

These improvements translate directly to business outcomes. When learners engage with content tailored to their specific needs and roles, they retain information better and apply it more effectively in their work. This leads to measurable impacts on productivity, error reduction, customer satisfaction, and other key performance indicators.

For compliance training, personalization can transform what's often viewed as a tedious checkbox exercise into a relevant learning experience that actually changes behavior. By focusing on the specific compliance risks and requirements relevant to each role, organizations can significantly reduce compliance incidents while improving the learning experience.

For L&D Managers presenting the case for personalization to leadership, focus on metrics that matter to your organization: time-to-proficiency, compliance rates, or productivity improvements. These numbers tell a compelling story that budget-conscious executives can understand and support.

From Standard Paths to Personalized Journeys

Traditional learning approaches lead every learner down identical paths regardless of their starting point or destination. This one-size-fits-all approach ignores the reality that different roles have different needs, experienced employees bring different knowledge, and individuals have different learning preferences.

Personalized journeys adapt based on the learner's role, experience level, and preferences. They offer multiple pathways to mastery, providing content in various formats that accommodate different learning styles. When learners encounter material they already know, they can demonstrate that knowledge and move ahead instead of sitting through unnecessary content.

The technology to support personalized journeys has matured significantly in recent years. Learning platforms now offer sophisticated rules engines, adaptive paths, and analytics that make personalization more achievable than ever before. Even organizations with limited technology can implement basic personalization approaches that significantly improve the learning experience.

These personalized journeys continuously evolve based on performance and engagement data, creating a dynamic learning experience that feels custom-crafted for each individual while still achieving organizational learning objectives.

Building the Foundation: Understanding Your Learners

Before implementing personalized journeys, you need a clear picture of who your learners are and what they need. This foundational work may seem time-consuming, but skipping it leads to personalization that misses the mark.

Creating Effective Learner Personas

Learner personas—research-based representations of your key learner segments—provide the foundation for effective personalization. These personas go beyond basic demographics to capture motivations, challenges, and preferences that influence how different groups approach learning.

Creating effective personas involves both quantitative and qualitative research. Analyze your LMS data to understand how different segments currently engage with learning content. 

• What content formats see the most engagement?
• Which groups have high completion rates? 
• Who struggles with assessments? 

Complement this data analysis with interviews and surveys that explore the qualitative aspects of the learning experience. What motivates different groups to learn? What barriers do they face? How do they prefer to consume content? When and where do they typically engage with learning materials?

For Learning Designers, the sweet spot is typically creating 3-5 distinct personas that represent your main learner groups ³. Too many personas become unwieldy to design for; too few won't capture important differences that should inform your approach.

A good persona feels like a real person with specific needs and challenges. For example, a "Field Technician" persona might include details about limited time for formal learning, preference for mobile-accessible content, need for quick reference materials, and motivation tied to solving customer problems more efficiently.

Program Managers should validate these personas by surveying actual learners. Do they recognize themselves in your descriptions? What might you have missed? This reality check ensures your personas accurately reflect your audience before you invest in building content for them.

Mapping Skills and Competencies

With clear personas established, the next step is mapping the skills and competencies each group needs to develop. This process creates the blueprint for your personalized learning paths.

Begin by identifying the specific skills and knowledge required for each role represented by your personas. Work with subject matter experts and line managers to validate these requirements and prioritize them based on business impact and frequency of use.

Next, assess the current state of these skills within your organization. This might involve formal skills assessments, manager feedback, performance data, or self-evaluations. The goal is to identify both common gaps across the organization and differences between learner segments that will inform your personalization strategy.

This mapping should include not just technical skills but also behavioral competencies, compliance requirements, and organizational knowledge that contribute to success in each role. For each skill or competency, define clear proficiency levels and observable behaviors that demonstrate mastery.

The result of this mapping process isn't just a list of courses to create—it's a comprehensive view of learning journeys that will take each persona from where they are to where they need to be, with clear milestones along the way.

Designing Personalized Learning Journeys

Core Components of Effective Learning Journeys

A well-designed personalized learning journey incorporates several key elements that work together to create an engaging and effective experience.

Pre-assessments serve as entry points, helping learners and the system understand current knowledge and skill levels. These assessments can range from formal tests to more casual self-evaluations, but they should provide meaningful data to inform the personalization process.

Based on these assessments, learners enter defined pathways with clear milestones and expectations. The structure of these pathways provides necessary guidance while allowing for personalization based on individual needs and preferences.

As learners progress, performance-based branching adapts their journey based on demonstrated knowledge and skills. Those who excel may move more quickly or receive more challenging content, while those who struggle receive additional support or alternative explanations.

Effective journeys incorporate multiple content formats to accommodate different learning preferences. Video demonstrations might appeal to visual learners, while detailed text explanations serve those who prefer reading. Interactive scenarios and simulations engage those who learn best by doing.

Application opportunities connect learning to real work contexts, helping learners transfer knowledge from the training environment to their daily tasks. These might include case studies, practice exercises, projects, or guided on-the-job activities.

Social learning elements enable peer collaboration and knowledge sharing, recognizing that much valuable learning happens through interaction with colleagues. Discussion forums, group projects, and peer feedback mechanisms support this collaborative dimension of learning.

Throughout the journey, feedback mechanisms—both automated and human—guide improvement and reinforce key concepts. This feedback might come from the system based on assessment results, from peers during collaborative activities, or from managers or mentors reviewing applied work.

Recognition of achievement keeps motivation high as learners progress. Badges, certificates, leaderboards, or simply acknowledging milestone completion all serve to recognize progress and encourage continued engagement.

For L&D Managers, the key strategic question is: What business outcomes will each learning journey drive? How will you measure success beyond completion rates? Keeping these end goals in focus ensures personalization serves organizational needs while meeting learner preferences.

Journey Mapping Process

Creating a structured representation of each persona's learning journey helps identify gaps, redundancies, and opportunities for personalization. This mapping process transforms abstract personalization concepts into concrete implementation plans.

Begin by defining the end goal for each journey—whether that's certification, skill mastery, or behavior change. This destination provides the north star that guides all design decisions.

Next, identify potential entry points based on different starting knowledge or experience levels. Some learners may begin at the fundamentals, while others with prior experience might enter the journey at a more advanced point.

With the destination and starting points established, map the required knowledge and skill-building blocks that form the core content. This is where you'll create multiple pathways to accommodate different learning styles and preferences, incorporating assessment points to validate progress along the way.

These journey maps should also include remediation loops for concepts that need reinforcement. If a learner struggles with a particular assessment, what additional content or practice opportunities will help them master the concept before moving forward?

Build in real-world application opportunities that help learners transfer knowledge to their actual work, alongside celebration and recognition elements that acknowledge achievements.

Learning Designers should create visual representations of each journey using flowchart tools. This makes it easier to identify gaps or redundancies and communicate the design to stakeholders who may not be familiar with learning theory.

Content Strategy for Personalized Learning

Modular Content Architecture

Personalization at scale requires rethinking how you create and organize content. Rather than building monolithic courses, successful personalization depends on a modular content architecture—content designed as reusable components that can be assembled in different ways for different learners.

These modular components include learning objects (self-contained units focused on specific objectives), microlearning modules (5-10 minute learning experiences), assessment items (varied question types to validate knowledge), practice exercises (applied activities that reinforce concepts), and job aids (reference materials for on-the-job application).

This modular approach requires more thoughtful planning upfront but creates significant efficiencies over time. When content is designed as reusable components, you can quickly assemble personalized journeys by combining existing modules rather than creating everything from scratch for each new initiative.

For Program Managers, creating a content inventory system makes it easy to find and reuse existing materials for new journeys. This system should tag content with metadata about the topics covered, target audience, format, difficulty level, and other attributes that facilitate reuse.

Content Formats for Different Learning Styles

Research consistently shows that individuals have different preferences for how they consume information. Some grasp concepts best through visual representation, others through listening, reading, or hands-on practice. An effective personalization strategy accounts for these differences.

Visual formats like infographics, videos, and animations illustrate concepts graphically, making them accessible to those who process information visually. Auditory formats such as podcasts, narrated presentations, and discussions explain concepts verbally for those who learn best by listening. Text-based formats including articles, guides, and checklists serve those who prefer reading and writing, while interactive formats like simulations, practice exercises, and role-plays engage those who learn by doing.

While it's impractical to create every piece of content in all formats, ensuring key concepts are available in at least two different formats significantly improves accessibility and effectiveness. Learning Designers should prioritize formats most appropriate for the subject matter and most preferred by the learner personas they're designing for.

Analytics from your LMS can provide valuable insights into which formats generate the most engagement and learning for different content types and learner segments. Use this data to refine your approach over time, investing more in the formats that prove most effective.

Assessment Strategy

Effective personalization depends on knowing where learners stand at each stage of the journey, which requires a thoughtful assessment strategy. These assessments serve multiple purposes: identifying starting points, validating understanding, proving capability, and gathering feedback.

Pre-assessments help identify starting points and existing knowledge, allowing experienced learners to skip content they've already mastered. Throughout the journey, knowledge checks provide quick, low-stakes validation of understanding, while scenario-based assessments evaluate application of knowledge to realistic situations.

For skills that require demonstration, practical assessments allow learners to prove capability through observable behavior. This might take the form of recorded role-plays, simulations, or manager observation. Peer feedback adds another dimension, particularly for soft skills and behaviors that are best evaluated by colleagues.

Self-reflection prompts learners to evaluate their own confidence and competence, developing metacognitive skills that support ongoing learning beyond formal training.

For L&D Managers, a key decision point is whether to allow testing out of content. If someone can demonstrate mastery through assessment, should they be required to complete all modules? The answer depends on your organizational culture, compliance requirements, and confidence in your assessment methods.

Technology Enablers for Personalization

LMS Features that Support Personalization

Modern learning platforms offer powerful features that enable personalized learning experiences, though many organizations use only a fraction of these capabilities. Understanding what's possible helps you leverage your existing technology while planning for future enhancements.

Dynamic rules engines automatically assign content based on user attributes like role, department, or location. Learning paths sequence content with dependencies and prerequisites, ensuring learners master fundamentals before tackling advanced topics. Adaptive release makes content available based on performance or completion of prerequisite material.

Content recommendation features suggest relevant learning based on behavior or role, while progress tracking provides visual indicators of advancement toward goals. Social learning tools facilitate discussion forums and peer feedback, and integration capabilities connect your LMS with HRIS, skills databases, and performance systems to create a more comprehensive view of each learner.

When evaluating technology options, focus on the specific personalization capabilities that align with your strategy rather than being swayed by every available feature. A platform with robust learning paths and assessment capabilities may serve your needs better than one with advanced AI recommendations but weaker foundational features.

Program Managers should plan to implement personalization features gradually, starting with basic capabilities and adding more sophisticated features as your team and learners grow comfortable with the approach. This measured implementation helps prevent overwhelming users while ensuring each feature is fully leveraged before adding more complexity.

Data and Analytics

Effective personalization relies on good data that informs both initial journey design and ongoing optimization. This includes learner profile data (role, department, location, tenure), learning history (prior courses, certifications, demonstrated skills), performance indicators (assessment scores, manager feedback), engagement metrics (completion rates, time spent, interaction patterns), and feedback data (surveys, ratings, comments).

For L&D Managers, partnering with IT or analytics teams to establish a data strategy is crucial. This strategy should balance personalization benefits with privacy considerations, ensuring you collect and use data ethically and in compliance with regulations.

Analytics dashboards should provide insights at multiple levels: individual learner progress for coaching and support, cohort analysis for program evaluation, and organizational trends for strategic planning. These dashboards should include both leading indicators (engagement, assessment performance) and lagging indicators (job performance, business outcomes) to provide a complete picture of effectiveness.

Regular data review sessions bring stakeholders together to discuss findings and make decisions based on evidence rather than assumptions. These reviews should focus not just on what the data shows but what actions to take as a result, creating a continuous improvement cycle that refines your personalization approach over time.

Implementation Roadmap

Starting Small: Pilot Approach

Successful personalization initiatives typically begin with focused pilot programs rather than organization-wide rollouts. This approach allows you to demonstrate value, learn from experience, and refine your approach before investing in broader implementation.

Begin by selecting a high-priority learning need with clear business impact—perhaps onboarding for a critical role or compliance training with measurable outcomes. Choose 2-3 representative learner personas to include in your pilot, designing personalized journeys for each.

Create or curate the minimum viable content needed for these journeys, implementing basic personalization using available technology. If possible, measure results against a control group to quantify the impact of personalization. Throughout the pilot, gather feedback from all stakeholders—learners, managers, and L&D team members—to identify what's working and what needs refinement.

The pilot should have clear objectives, metrics, and evaluation criteria established upfront. What specific improvements are you targeting? How will you measure success? What threshold will indicate readiness to scale? These clear parameters help manage expectations and provide a framework for decision-making.

Program Managers should create a pilot timeline with clear milestones and decision points for scaling or pivoting based on results. This structured approach ensures the pilot serves as a learning opportunity regardless of outcome.

Scaling Your Personalization Efforts

After successful pilots, expand your personalization efforts methodically rather than rushing to implement across all learning programs. This measured approach allows for sustainable growth that builds on early successes.

Content expansion applies your modular approach to more subject areas, gradually building a comprehensive library of reusable learning objects. Technology enhancement implements more sophisticated personalization features as your team and learners become comfortable with the basics. Automation reduces manual processes for journey management, making personalization more efficient as you scale.

Advanced analytics move beyond basic completion metrics to impact measures that demonstrate business value, while team capability building trains more L&D team members in personalization techniques to support expanded efforts.

For L&D Managers, developing a 12-month roadmap with clear milestones provides direction while allowing flexibility to adapt based on what you learn. This roadmap should balance ambition with practicality, recognizing that meaningful personalization requires ongoing investment and refinement.

Successful scaling often involves creating centers of excellence or communities of practice where personalization expertise can be shared across the organization. These collaborative structures support knowledge transfer and consistent quality as your approach expands to new areas.

Measuring Success

Key Metrics for Personalized Learning

Tracking the right metrics helps evaluate the effectiveness of your personalization efforts and justify continued investment. These metrics fall into three main categories: engagement, performance, and business outcomes.

Engagement metrics include completion rates, time spent, frequency of access, and consumption of optional content. These indicators reveal whether personalization is making learning more appealing and relevant to your audience. Performance indicators such as assessment scores, skill demonstration quality, time to proficiency, and manager feedback on application show whether personalization is improving learning effectiveness.

Most importantly, business outcomes connect learning to organizational results through metrics like productivity improvements, error reduction, customer satisfaction impact, and retention and promotion rates. These measures demonstrate the tangible value of personalization beyond the learning experience itself.

For Learning Designers, a key question is how to design assessments that accurately measure not just knowledge but practical application. This might involve creating realistic scenarios, simulations, or on-the-job observation tools that evaluate how well learners apply what they've learned in their actual work.

The most compelling evaluations often combine quantitative metrics with qualitative feedback from learners, managers, and other stakeholders. This mixed-method approach provides both the hard numbers executives want to see and the contextual understanding needed to continuously improve your approach.

Continuous Improvement Framework

Personalization isn't a one-time implementation but an ongoing process of refinement based on data and feedback. Establishing a regular review cycle ensures your approach evolves to meet changing needs and incorporates learning from experience.

This cycle begins with gathering data from metrics and feedback, analyzing patterns to identify strengths and opportunities. Based on this analysis, prioritize improvements focused on the highest-impact changes, then implement updates to content, paths, or technology. Communicate these changes to stakeholders so they understand what's changing and why, then measure the impact to evaluate the effect of these changes.

Program Managers should schedule quarterly review sessions with stakeholders to share results and gather additional insights. These structured discussions ensure personalization efforts remain aligned with organizational needs while creating opportunities to showcase successes and address concerns.

The continuous improvement process should be documented and transparent, with clear roles and responsibilities for data collection, analysis, decision-making, and implementation. This governance structure ensures improvements happen systematically rather than relying on individual initiative.

Common Challenges and Solutions

Challenge: Content Creation Bottlenecks

One of the most common obstacles to personalization is content creation. Developing multiple versions of content for different personas and learning styles can overwhelm even well-resourced L&D teams.

Successful organizations address this challenge by prioritizing high-impact content areas rather than trying to personalize everything at once. They leverage curation of existing resources, both internal and external, to supplement custom-created content. Templates and frameworks streamline creation by providing consistent structures that can be adapted for different topics.

Some organizations tap into external content libraries to quickly expand their offerings, while others implement user-generated content strategies that enable subject matter experts to share their knowledge without requiring extensive instructional design support.

Learning Designers can create a content prioritization matrix based on business impact and audience size to focus efforts where they'll have the greatest effect. This targeted approach delivers value sooner while building momentum for broader personalization initiatives.

Implementing modular content templates significantly reduces development time while ensuring consistent quality across personalized learning paths. These templates provide frameworks for different content types—product knowledge, process instructions, compliance topics—that can be quickly populated with specific information.

Check out our AI content generation tool, Dizi, for course creation, quiz building, and more. 

Challenge: Technology Limitations

Not every organization has a state-of-the-art LMS with advanced personalization features. However, technological limitations shouldn't prevent you from implementing personalized learning approaches.

Start with available features in current systems, using basic functionality like user groups, prerequisites, and conditional release to create simple personalized paths. Where necessary, implement manual personalization through targeted assignments and curated resource collections.

As you demonstrate value, build a business case for technology investments that highlight specific features needed to achieve business goals. Consider add-on tools that integrate with existing systems to add functionality without complete platform changes, and pilot cloud-based solutions before major investments to validate their effectiveness.

L&D Managers should focus on the outcomes they want to achieve rather than specific features, recognizing that sometimes simple approaches deliver better results than complex systems. The most sophisticated personalization engine won't deliver value if it's too complicated for your team to use effectively or your learners to navigate.

Organizations with limited technology can implement manual workarounds, such as using survey tools for pre-assessments, then manually enrolling learners in different curricula based on their results. While not as elegant as automated solutions, these approaches can still deliver meaningful personalization that improves learning outcomes.

Challenge: Stakeholder Buy-in

Personalization initiatives often require investment in technology, content development, and team capabilities. Securing stakeholder buy-in for these investments can be challenging, particularly in organizations with established learning approaches.

Successful teams start with pilot projects that show quick wins, demonstrating value before asking for significant resources. They focus on metrics that matter to business leaders—time savings, performance improvements, or reduced errors—rather than learning-specific measures like completion rates.

Gathering and sharing learner testimonials puts a human face on the benefits of personalization, making the impact more relatable for decision-makers. Calculating ROI based on time saved and improved outcomes provides quantitative justification, while before/after comparisons with traditional approaches illustrate the tangible benefits of personalization.

Program Managers can create a one-page dashboard that shows the impact of personalization in business terms, not just learning metrics. This concise presentation makes it easier for executives to grasp the value without getting lost in the details of learning design.

When facing resistance, try to understand the specific concerns behind it. Are stakeholders worried about cost, complexity, or change management? Addressing these specific concerns directly with evidence from your pilots or industry case studies can be more effective than general advocacy for personalization.

Role-Based Implementation Guides

For L&D Managers

As an L&D Manager, your role in personalization centers on strategic alignment and organizational enablement. Your priorities include aligning personalization efforts with business goals, securing executive sponsorship and resources, building the business case with relevant metrics, developing a phased implementation roadmap, and upskilling your team for personalization.

A practical starting point is assessing your current state of personalization capabilities—what technology, content, and skills do you already have? With this baseline established, identify the highest-priority business needs that personalization could address, perhaps focusing on areas with clear metrics like onboarding time or compliance rates.

Select pilot programs with measurable outcomes that can demonstrate value quickly, and allocate resources for initial implementation. Establish baseline metrics and targets that will help you quantify the impact of your personalization efforts and justify further investment.

Throughout implementation, regularly reflect on how personalization efforts align with your organization's overall talent strategy. Are you building capabilities that support broader workforce development goals? How does personalized learning connect to performance management, career development, and succession planning?

The most effective L&D Managers position personalization as a solution to business problems rather than a learning innovation. By framing personalization in terms of efficiency gains, risk reduction, or revenue enhancement, you make it easier for executives to see the value and provide necessary support.

For Program Managers

Program Managers translate personalization strategy into operational reality, coordinating the people, processes, and technology that deliver personalized learning experiences. Your priorities include translating strategy into executable project plans, coordinating cross-functional implementation teams, managing content development and curation processes, overseeing technology configuration and testing, and establishing tracking and reporting mechanisms.

Begin by creating detailed implementation plans for pilot programs, identifying specific tasks, responsible parties, and timelines. Develop content inventories and gap analyses to understand what existing materials can be repurposed and what needs to be created. Configure LMS personalization features to support your planned journeys, and establish data collection and reporting processes to track effectiveness.

Don't overlook the importance of learner communication and change management. Personalized learning may represent a significant shift in how employees engage with training, and clear communication about what's changing and why helps smooth this transition.

As you implement personalization, consider what dependencies exist between your efforts and other L&D initiatives. How does personalization connect to curriculum design, performance support, or leadership development? Identifying these connections ensures personalization becomes an integrated part of your learning ecosystem rather than a standalone initiative.

Effective Program Managers create detailed project plans that include not just the technical implementation but the communication strategy, content development timeline, and evaluation approach. Sharing these plans with stakeholders builds confidence in your methodology and sets realistic expectations about when they'll see results.

For Learning Designers

Learning Designers bring personalization to life through thoughtful content architecture and engaging learning experiences. Your priorities include creating modular content structures, developing varied content formats for different learning styles, designing effective assessment strategies, building engaging, application-focused learning experiences, and incorporating feedback mechanisms.

Begin by developing learner personas based on research, understanding the needs, preferences, and challenges of your different audience segments. Create journey maps for priority learning needs, visualizing how different personas will move through content based on their starting points and goals.

Design content templates and guidelines that ensure consistency while allowing for customization, and build prototype learning modules in multiple formats to test effectiveness before scaling production. Develop assessment strategies that validate learning while informing personalization decisions, ensuring you're measuring what matters for both learners and the organization.

As you design personalized experiences, consider how you'll balance consistency with flexibility. Too much variation can create confusion or quality issues, while too little defeats the purpose of personalization. Finding the right balance requires ongoing dialogue with learners and stakeholders.

Creating "design patterns" for common learning scenarios provides consistent structure while allowing for personalized content. This approach gives learners enough familiarity to navigate confidently while still providing tailored experiences.

Conclusion: The Future of Personalized Learning

Personalization in learning is not just a trend—it's becoming an expectation as learners experience personalization in other aspects of their digital lives. As technology advances and learner expectations evolve, your personalized learning strategy should too.

In the coming years, AI and machine learning will enable more sophisticated content recommendations, analyzing patterns across thousands of learners to identify optimal pathways for different profiles. Virtual reality and simulations will create immersive personalized experiences that adapt in real-time to learner decisions and performance.

Advanced analytics will provide deeper insights into learning effectiveness, connecting training activities to on-the-job performance and business outcomes. Integrated learning ecosystems will connect formal learning with workflow tools, delivering personalized support at the moment of need rather than just during dedicated training time.

The organizations that thrive will be those that can effectively balance technological capabilities with human-centered design to create learning experiences that feel personally relevant while delivering business results. This balance requires ongoing collaboration between L&D professionals, technology specialists, and business leaders to ensure personalization serves both learner and organizational needs.

Remember that personalization is a journey, not a destination. Start where you are, with the tools and knowledge you have, and continuously evolve your approach based on learner feedback and measured results. Even small steps toward more tailored learning experiences can deliver significant value while building momentum for broader transformation.

As you embark on your personalization journey, use the implementation checklists below to guide your efforts, adapting them to your specific organizational context and priorities.

1 https://psico-smart.com/en/blogs/blog-how-does-personalized-learning-impact-the-effectiveness-of-training-programs-156787
2 https://en.wikipedia.org/wiki/Learning_pathway
3 https://trainingindustry.com/articles/content-development/user-centered-design-through-learner-personas/